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Author: 黃瑋婷
Huang, Wei-Ting
Thesis Title: 領導型態、組織承諾對離職傾向之研究 – 以A銀行金融理財服務人員為例
A Study on the Relationship of Turnover Intention among Leadership Styles, and Organization Commitment – Using Financial Service Consultant of Bank A as an Example
Advisor: 蕭顯勝
Hsiao, Hsien-Sheng
Degree: 碩士
Master
Department: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
Thesis Publication Year: 2016
Academic Year: 104
Language: 中文
Number of pages: 86
Keywords (in Chinese): 組織承諾領導型態離職傾向
Keywords (in English): Leadership Styles, Organization Commitment, Turnover Intention
DOI URL: https://doi.org/10.6345/NTNU202203576
Thesis Type: Academic thesis/ dissertation
Reference times: Clicks: 168Downloads: 16
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  • 亞太地區經濟持續成長,政府盼能規劃建置亞太理財中心,吸引外資來台投資,2015年金管會也鬆綁相關金融法規,年度目標之一就是「發展以本地人才為基礎的跨國資產管理業務」,使得各銀行極力擴大金融理財服務人才招募。在這波浪潮中,銀行業要如何在招募合適的人才外,同時提高留任率是一大課題。此外,多項研究皆顯示出主管領導方式對員工離職傾向有顯著的影響力,同時也影響員工對組織的承諾。鑑此,暸解員工對與組織的承諾、主管的領導風格,是企業在人才招募與管理上需更加重視的。

    本研究主要探討銀行業中領導型態、組織承諾及離職傾向之間的關係。本研究透過立意取樣方式,以國內某銀行之金融理財服務人員為研究對象,發放問卷400份,回收361份。問卷採用t檢定、變異數分析、及迴歸分析等進行統計分析。

    本研究的主要研究結果為:
    1. 轉換型領導對於理財專服務員工對離職傾向具有顯著影響。
    2. 交易型領導對於理財專服務員工對離職傾向具有顯著影響。
    3. 組織承諾轉對於理財專服務員工對離職傾向具有顯著影響。
    4. 組織承諾在轉換型領導與離職傾向間具部份中介效果。
    5. 組織承諾在交易型領導與離職傾向間具部份中介效果。

    With the continuously economic growth in Asia Pacific in these years, the government expects to establish Asia Pacific Financial Service Centre for attracting foreign investors to enter Taiwan market. In 2015, Financial Supervisory Commission makes efforts on deregulation of related financial laws and regulations, and they also put high premium on “To develop cross-countries investment business as well as local talents.” This makes banking industry to expand talent recruitment on their financial services.

    Following this trend, banking industry does not only have to take care of recruiting the right persons, but also focuses on raise the rate of employees retaining. In addition, studying from several researches, it is discovered that leadership style has significant impact on turnover intention, as well as on employees’ organizational commission. Thus, it is essential for a corporate to understand the relationship of staff between leadership style and organization commission.

    This study aims to investigate the relationship among Leadership Styles, Organization Commitment and Turnover Intention in banking industry. This study takes Financial Service Consultants from Bank A as a research group and conducted by Purposively Sampling. A total of 361 effective questionnaires have been collected. In the Study, T-test, Analysis of variance, and regression analysis were employed.

    The key findings are shown as below:
    1. Transformational Leadership has positive impact on Turnover Intention.
    2. Transactional Leadership has positive impact on Turnover Intention.
    3. Organization Commitment has positive impact on Turnover Intention.
    4. The relationship between Transformational Leadership and Turnover Intention is partially mediated by Organization Commitment.
    5. The relationship between Transactional Leadership and Turnover Intention is partially mediated by Organization Commitment.

    第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 4 第三節 研究範圍與限制 4 第四節 重要名詞釋義 5 第二章 文獻探討 9 第一節 領導風格 9 第二節 組織承諾 12 第三節 離職傾向 15 第四節 相關實證研究 17 第三章 研究設計與實施 21 第一節 研究架構 21 第三節 研究步驟與流程 22 第四節 研究方法 25 第五節 研究對象 25 第六節 研究工具 26 第七節 研究實施 38 第八節 資料處理與分析 38 第四章 研究結果與討論 41 第一節 受訪員工基本資料之分布情形 41 第二節 受訪員工在各研究變項上之現況分析 43 第三節 基本資料在主管領導型態與離職傾向之差異情形 48 第四節 基本資料在主管領導型態與組織承諾之差異情形 53 第五節 主管領導型態與組織承諾對於離職傾向的影響及中介效果 59 第六節 假設檢驗結果 66 第五章 結論與建議 67 第一節 研究結果與討論 67 第二節 研究發現 71 參考文獻 73 一、中文部分 73 二、外文部分 75 附 錄 81 附錄一 83

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