領導風格、組織文化、工作壓力、組織承諾及離職傾向相關之研究─以南部汽車業務員為例

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Title:	領導風格、組織文化、工作壓力、組織承諾及離職傾向相關之研究─以南部汽車業務員為例
Other Titles:	A Study of the Leadership Style, Organizational Culture, Work stress, Organizational Commitment and Intention to Quit: a case study on the South of automobile salesman
Authors:	簡嘉良 Jian, Jia-liang
Contributors:	企業管理系管理科學碩博士班黃國忠 Kuo-chung Huang
Keywords:	組織承諾;離職傾向;領導風格;組織文化;工作壓力 organizational commitment;organizational culture;work stress;intention to quit;leadership style
Date:	2009
Issue Date:	2015-03-19 15:14:25 (UTC+8)
Abstract:	本研究主要探討組織成員知覺領導風格、組織文化、工作壓力、組織承諾之後所產生的離職傾向，本研究以南部地區(嘉義、台南、高雄、屏東)的汽車業務人員為研究樣本，以便利抽樣方式給予汽車業務人員實施問卷調查，發放300份問卷，有效回收問卷208份，有效問卷回收率為69%。　　　　本研究主要以SPSS12.0統計套裝軟體進行資料分析與處理，使用之統計方法以信度分析(Reliability Analysis)來衡量問卷量表內的內部一致性和穩定性，用因素分析(Factor Analysis)尋找各因素之間關係，將眾多因素歸納成少數構面，使用相關分析(Correlation Analysis)測量二變項間之關係強度，運用迴歸分析(Regression Analysis)檢驗五項構面之間是否有存在顯著關係及中介效果。研究結果顯示，威權的領導風格和放任式的領導風格都會使業務人員產生離開組織的想法，然而民主式的領導則能降低離職傾向。官僚式文化對組織承諾沒有幫助，但卻會產生離職傾向，創新型和支持型的組織文化則能增加業務人員的組織承諾，進而降低離職傾向。因此本研究建議業務主管應多採用民主的領導方式去領導員工，並且期望組織能塑造出創造型和支持型的組織文化以降低離職傾向。　　This study focused on the members of the leadership style of perception, work stress, organizational culture, organizational commitment arising from the left after the orientation, to the southern region of this study (Chiayi, Tainan, Kaohsiung and Pingtung) automotive business to study the samples convenience sample of personnel to give automotive business survey, issued 300 questionnaires, 208 valid questionnaires were valid questionnaires asked for the 69% yield.　　　　The purpose of this study to SPSS12.0 statistical package for data analysis and processing, the use of statistical methods of reliability analysis for the questionnaire to measure the internal consistency and stability, using factor analysis to find the relationship between the factors will be many factors grouped into a small number of dimensions, the use of correlation analysis of two variables measuring the relationship between the intensity of the use of regression analysis testing whether the five dimensions there are significant between the relations and intermediate results. The results showed that the authoritarian leadership style and a laissez-faire style of leadership style would have to leave the organization have a business idea, but the Democratic leadership can reduce the tendency to leave. Bureaucratic culture of organizational commitment does not help, but it will have a tendency to leave, and support an innovative culture-based organizations can increase the business of organizational commitment, thus reducing the tendency to leave. Therefore this study suggests that business executives should adopt a democratic style of leadership to the leadership of the staff, and look forward to the creation of organizations to shape and support the type of organizational culture in order to reduce the tendency to leave.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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