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轉換型領導與留職傾向關係探討—以組織文化與組織公民行為為中介變項 = T...

國立高雄大學亞太工商管理學系碩士班

轉換型領導與留職傾向關係探討—以組織文化與組織公民行為為中介變項 = The Research of Relationship between Transformational Leadership and Employee Retention through Mediation of Organizational Culture and Organizational Citizenship Behavior

Record Type:	Language materials, printed : monographic
Paralel Title:	The Research of Relationship between Transformational Leadership and Employee Retention through Mediation of Organizational Culture and Organizational Citizenship Behavior
Author:	沈淑娟,
Secondary Intellectual Responsibility:	國立高雄大學
Place of Publication:	[高雄市]
Published:	撰者;
Year of Publication:	2014[民103]
Description:	175面圖，表 : 30公分;
Subject:	轉換型領導
Subject:	Transformational Leadership
Online resource:	http://handle.ncl.edu.tw/11296/ndltd/31800111995559575671
Notes:	參考書目：面141-160
Notes:	103年12月16日公開
Summary:	在全球化市場洪流中，人力市場朝向全球化趨勢，企業如何留住人才，將成為能否維持市場競爭力之關鍵因素。相關研究顯示領導行為直接影響員工留職傾向，故本研究聚焦於轉換型領導與留職傾向關係探討。本研究目的在探討轉換型領導、組織文化、組織公民行為及留職傾向之關係，驗證組織文化及組織公民行為對轉換型領導與留職傾向關係之中介效果，藉由研究結果分析，對個案公司及相關產業之人才留任，提出適當建議，使其得以降低企業成本與提高競爭力。本研究採用問卷調查法，以半導體設備代理商兼製造商H公司為對象，有效回收問卷共184份，回收率為96%，並以敍述統計、相關分析、簡單迴歸分析、因素分析及階層迴歸分析等統計分析工具進行分析，分析結果顯示如下：一、若干人口統計變項對轉換型領導、組織文化、組織公民行為及留職傾向達顯著差異。二、轉換型領導、組織文化、組織公民行為及留職傾向達顯著相關。三、組織文化及組織公民行為對轉換型領導與留職傾向達部份中介效果。 In the trend of globalization market, human resource market also moves toward the direction of globalization. How to keep high employee retention rate becomes more critical for enterprise to remain their competitiveness in global market. Many studies indicate leadership behaviors affect employee retention. Hence, this study focuses on exploring the relationship between transformational leadership and employee retention.The purpose of this study firstly is to explore the relationship among transformational leadership, organizational culture (OC), organizational citizenship behavior (OCB) and employee retention. Secondly, to verify the mediating effect of OC and OCB between transformational leadership and employee retention. Finally, some suggestions are proposed to H Company and related industries as references to effectively retain employees to enhance competitiveness and reduce cost.A questionnaire survey is adopted in this study. 184 valid questionnaires have been collected with 96% response rate from H Company. Analytical tools including descriptive statistics, correlation analysis, simple regression analysis, factor analysis and hierarchical regression analysis are used in this study. The result firstly shows significant differences between several demographic statistics and transformational leadership, OC, OCB and employee retention respectively. Secondly, the mentioned 4 variances are significantly correlated. Finally, OC and OCB have partial mediating effect between transformational leadership and employee retention.

轉換型領導與留職傾向關係探討—以組織文化與組織公民行為為中介變項 = The Research of Relationship between Transformational Leadership and Employee Retention through Mediation of Organizational Culture and Organizational Citizenship Behavior
沈, 淑娟

轉換型領導與留職傾向關係探討—以組織文化與組織公民行為為中介變項 = The Research of Relationship between Transformational Leadership and Employee Retention through Mediation of Organizational Culture and Organizational Citizenship Behavior / 沈淑娟撰 - [高雄市] : 撰者, 2014[民103]. - 175面 ; 圖，表 ; 30公分.
參考書目：面141-160103年12月16日公開.
轉換型領導Transformational Leadership

轉換型領導與留職傾向關係探討—以組織文化與組織公民行為為中介變項 = The Research of Relationship between Transformational Leadership and Employee Retention through Mediation of Organizational Culture and Organizational Citizenship Behavior
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328 $a 碩士論文--國立高雄大學亞太工商管理學系碩士班
330 $a 在全球化市場洪流中，人力市場朝向全球化趨勢，企業如何留住人才，將成為能否維持市場競爭力之關鍵因素。相關研究顯示領導行為直接影響員工留職傾向，故本研究聚焦於轉換型領導與留職傾向關係探討。本研究目的在探討轉換型領導、組織文化、組織公民行為及留職傾向之關係，驗證組織文化及組織公民行為對轉換型領導與留職傾向關係之中介效果，藉由研究結果分析，對個案公司及相關產業之人才留任，提出適當建議，使其得以降低企業成本與提高競爭力。本研究採用問卷調查法，以半導體設備代理商兼製造商H公司為對象，有效回收問卷共184份，回收率為96%，並以敍述統計、相關分析、簡單迴歸分析、因素分析及階層迴歸分析等統計分析工具進行分析，分析結果顯示如下：一、若干人口統計變項對轉換型領導、組織文化、組織公民行為及留職傾向達顯著差異。二、轉換型領導、組織文化、組織公民行為及留職傾向達顯著相關。三、組織文化及組織公民行為對轉換型領導與留職傾向達部份中介效果。 In the trend of globalization market, human resource market also moves toward the direction of globalization. How to keep high employee retention rate becomes more critical for enterprise to remain their competitiveness in global market. Many studies indicate leadership behaviors affect employee retention. Hence, this study focuses on exploring the relationship between transformational leadership and employee retention.The purpose of this study firstly is to explore the relationship among transformational leadership, organizational culture (OC), organizational citizenship behavior (OCB) and employee retention. Secondly, to verify the mediating effect of OC and OCB between transformational leadership and employee retention. Finally, some suggestions are proposed to H Company and related industries as references to effectively retain employees to enhance competitiveness and reduce cost.A questionnaire survey is adopted in this study. 184 valid questionnaires have been collected with 96% response rate from H Company. Analytical tools including descriptive statistics, correlation analysis, simple regression analysis, factor analysis and hierarchical regression analysis are used in this study. The result firstly shows significant differences between several demographic statistics and transformational leadership, OC, OCB and employee retention respectively. Secondly, the mentioned 4 variances are significantly correlated. Finally, OC and OCB have partial mediating effect between transformational leadership and employee retention.
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