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研究生:張瑞顯
研究生(外文):CHANG,JUI_HSINE
論文名稱:從工作滿意度及工作動機探討領導風格與組織承諾之研究
論文名稱(外文):Research on the Relationship Between Leadership Style and Organization Commitment by Job Satisfaction and Work Motivation
指導教授:沈湘縈沈湘縈引用關係
指導教授(外文):Shen,Hsiang-Ying
口試委員:沈湘縈藍天雄藍俊雄
口試委員(外文):Shen,Hsiang-YingLAN, TIAN-SYUNGLan,Chun-Hsiung
口試日期:2018-06-13
學位類別:碩士
校院名稱:育達科技大學
系所名稱:資訊管理所
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2018
畢業學年度:106
語文別:中文
論文頁數:81
中文關鍵詞:領導風格組織承諾工作滿意度工作動機
外文關鍵詞:Leadership StyleOrganization CommitmentJob SatisfactionWork Motivation
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組織除了領導者外,更重要的是組織內的成員,在社會中最習以為常且常見的組織領導者與成員便是主管與員工,企業除了主管的領導風格會左右企業的走向外,企業中的員工反而是企業裡佔有最多人數的一群,並且組織的正常營運絕大部分皆仰賴員工的付出,雖然企業是以薪資換取員工的勞力,但是由於勞力市場競爭激烈,除了人力需求外,優秀的人才也是企業極於網羅的目標,因此在競爭如此激烈的勞力市場中,企業挽留人才或吸引人才任職的策略也是相當重要,目前薪資已不再是唯一手段了,這也是所有企業有默契的共同想法,所以在招攬及慰留員工上也出現更多不同方法,企業中除領導者的領導風格外,企業給予員工實質上及心靈上的滿足感並且了解員工願意工作的原因皆會影響員工的工作態度,而最後影響企業的績效及利益。
本研究發現,領導風格對於工作動機、工作滿意與組織承諾皆具有正向影響,同時,工作動機與工作滿意對於組織承諾具有正向影響,最後工作滿意對領導風格與組織承諾有部分中介的效果。領導風格是在管理上一直是個討論的議題,領導風格會影響工作動機也會影響工作滿意,對於企業來講無論是極力突破現況或是為了在激烈的市場裡爭奪一席之地,又或是維持自身競爭力,在管理階層的領導風格也是重要的一環。領導者的作風也相當重要,好的領導者可以協助成員為組織朝向正確的方向,也可以幫助成員在工作上更加順利,另外,組織給予成員滿意的工作環境及保障能促進成員更加勤奮為組織努力,這也是目前的企業所面臨到問題。本研究期待驗證企業能透過工作滿意度及工作動機的提高來加深領導風格及組織承諾的關聯性,幫助企業獲得更好的績效及收益。
In addition to the leaders, organizations are more important members of the organization. In the society, the most common and common organizational leaders and members are the supervisors and employees. In addition to the leadership style of the enterprise, the enterprise’s direction will be determined. Employees, on the contrary, have the largest number of employees in the company, and most of the organization's normal operations rely on the employees' contributions. Although the company uses wages to exchange for employees, due to fierce competition in the labor market, excellent talents are required in addition to manpower requirements. It is also an extremely desirable enterprise, so in a labor market where the competition is so fierce, it is also very important for companies to retain talents or attract talents. At present, salary is no longer the only means, and this is also a common understanding of all companies. Therefore, there are more different methods for attracting and escorting employees. In addition to the leader’s leadership style, the company’s employees’ substantive and spiritual satisfaction and the understanding of the reasons employees are willing to work all affect the employees’ attitudes. , and ultimately affect the performance and interests of the company.
According to the outcome, this work figure out leadership style significant impacts organization commitment, job satisfaction and work motivation, and the work motivation significant impacts organization commitment and job satisfaction. Also the job satisfaction is the mediator to affect the relationship between leadership style and organization commitment. Leadership style has always been a topic of discussion in management. Leadership style will affect work motivation and job satisfaction. For companies, whether it is to break through the status quo or to compete for a place in the fierce market, or to maintain their own competition the leadership style of management at the management level is also an important part. The leader's style is also very important. A good leader can assist the members in moving the organization in the right direction. It can also help the members to work more smoothly. In addition, the organization provides the members with a satisfactory working environment and guarantees can promote the members to work harder for the organization. Efforts are also the problems faced by current enterprises. This study is expected to verify that companies can enhance the relevance of leadership styles and organizational commitments through job satisfaction and job motivation to help companies achieve better performance and benefits.
指導教授推薦書 i
論文口試委員會審定書 ii
誌謝 iii
摘要 iv
Abstract v
目錄 vi
圖目錄 viii
表目錄 ix
第一章 緒論 1
1.1 研究背景 2
1.2 研究動機 5
1.3 研究目的 6
1.4 研究範圍與限制 6
1.5 研究流程 6
第二章 文獻探討 8
2.1 領導風格 8
2.2 工作滿意 12
2.3 工作動機 16
2.4 組織承諾 21
2.5 假設建立 25
第三章 研究方法 30
3.1 研究架構 30
3.2 研究變項之定義及衡量 32
3.2.1 工作滿意 32
3.2.2 工作動機 33
3.2.3 領導風格 34
3.2.4 組織承諾 36
3.3 問卷設計與抽樣方法 38
3.3.1 問卷設計 38
3.3.2 研究對象與抽樣方法 38
3.3.3 問卷預試 39
3.4 資料分析方法 40
3.4.1 敘述性統計分析 40
3.4.2 信度分析 41
3.4.3 獨立樣本T檢定 41
3.4.4 單因子變異數分析 41
3.4.5 迴歸分析與中介效果檢定 41
第四章 資料分析 43
4.1 信度分析 43
4.2 樣本結構分析 44
4.3 個人變項對領導風格、工作滿意、工作動機、與組織承諾之分析 46
4.4 領導風格、工作滿意、工作動機、與組織承諾之迴歸分析 52
4.4.1 領導風格對工作滿意、工作動機與組織承諾的分析 52
4.4.2 工作滿意、工作動機對組織承諾的分析 55
4.5 工作滿意、工作動機對領導風格與組織承諾的中介分析 56
4.6 研究假設之檢定結果 59
第五章 結論與建議 60
5.1 結論 60
5.2 研究建議 63
英文部分 67
附錄 76


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