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領導、分配公平、工作滿意度與離職傾向關係之研究-以台灣某國立大學職員為例...

Wu, Li-Fan

領導、分配公平、工作滿意度與離職傾向關係之研究-以台灣某國立大學職員為例 = A study of the Relationships among Leadership Style, Distributive Justice, Job Satisfaction and employees Turnover Intention - The Case of a National University in Taiwan

Record Type:	Language materials, printed : monographic
Paralel Title:	A study of the Relationships among Leadership Style, Distributive Justice, Job Satisfaction and employees Turnover Intention - The Case of a National University in Taiwan
Author:	吳立藩,
Secondary Intellectual Responsibility:	國立高雄大學
Place of Publication:	[高雄市]
Published:	撰者;
Year of Publication:	2013民102]
Description:	57面圖，表 : 30公分;
Subject:	領導
Subject:	leadership style
Online resource:	http://handle.ncl.edu.tw/11296/ndltd/11287233945770088109
Notes:	105年10月25日公開
Notes:	參考書目：面46-51
Summary:	For the past century, worker (employee) turnover has been concerned by both mangers and researchers. Employee's turnover has been always a key concern issue faced by organizations regardless of its location, size or nature of business. All parties in the organization play crucial role in promoting human capital to achieve competitive advantage. Therefore, high employee's turnover definitely will defeat this objective. Based on the literature, a structured measurement model incorporating four core antecedents of turnover (i.e., leadership style, distributive justice, job satisfaction and turnover intention) was developed and tested using a national university in Taiwan as the case example in this study. The majority of the studies identified a negative relationship between job satisfaction and employee's turnover intention in various fields of industries. Similarly, researches on examining the relationship between leadership style and job satisfaction have also indicated substantial degree of co-relationship between these two variables. A similar relationship also existed between distributive justice and job satisfaction. The results indicate that the leadership style is higher affecting and sharping staffs job satisfaction than distributive justice, and that job satisfaction is a highly salient antecedent of turnover intention. Finally, job satisfaction had a mediating effect of leadership style and distributive justice on employee turnover intention.

領導、分配公平、工作滿意度與離職傾向關係之研究-以台灣某國立大學職員為例 = A study of the Relationships among Leadership Style, Distributive Justice, Job Satisfaction and employees Turnover Intention - The Case of a National University in Taiwan
吳, 立藩

領導、分配公平、工作滿意度與離職傾向關係之研究-以台灣某國立大學職員為例 = A study of the Relationships among Leadership Style, Distributive Justice, Job Satisfaction and employees Turnover Intention - The Case of a National University in Taiwan / 吳立藩撰 - [高雄市] : 撰者, 2013民102]. - 57面 ; 圖，表 ; 30公分.
105年10月25日公開參考書目：面46-51.
領導leadership style

領導、分配公平、工作滿意度與離職傾向關係之研究-以台灣某國立大學職員為例 = A study of the Relationships among Leadership Style, Distributive Justice, Job Satisfaction and employees Turnover Intention - The Case of a National University in Taiwan
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314 $a 指導教授：黃英忠博士、杜佩蘭博士
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330 $a For the past century, worker (employee) turnover has been concerned by both mangers and researchers. Employee's turnover has been always a key concern issue faced by organizations regardless of its location, size or nature of business. All parties in the organization play crucial role in promoting human capital to achieve competitive advantage. Therefore, high employee's turnover definitely will defeat this objective. Based on the literature, a structured measurement model incorporating four core antecedents of turnover (i.e., leadership style, distributive justice, job satisfaction and turnover intention) was developed and tested using a national university in Taiwan as the case example in this study. The majority of the studies identified a negative relationship between job satisfaction and employee's turnover intention in various fields of industries. Similarly, researches on examining the relationship between leadership style and job satisfaction have also indicated substantial degree of co-relationship between these two variables. A similar relationship also existed between distributive justice and job satisfaction. The results indicate that the leadership style is higher affecting and sharping staffs job satisfaction than distributive justice, and that job satisfaction is a highly salient antecedent of turnover intention. Finally, job satisfaction had a mediating effect of leadership style and distributive justice on employee turnover intention.
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