臺北縣國民中學校長領導風格、專職行政人員工作滿意度及組織承諾關係之研究

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Title:	臺北縣國民中學校長領導風格、專職行政人員工作滿意度及組織承諾關係之研究
Other Titles:	A study of the relationship among the principals' leadership styles, full-time administrators' job satisfaction and organizational commitment in Taipei county junior high schools 台北縣國民中學校長領導風格、專職行政人員工作滿意度及組織承諾關係之研究
Authors:	吳家云;Wu, Chia-yun
Contributors:	淡江大學教育政策與領導研究所碩士在職專班陳錫珍;Chen, June S
Keywords:	領導風格;工作滿意度;組織承諾;專職行政人員;Leadership Styles;Job Satisfaction;Organizational Commitment;Full-Time Administrators
Date:	2008
Issue Date:	2010-01-11 00:11:24 (UTC+8)
Abstract:	本研究旨在探討台北縣國民中學校長領導風格、專職行政人員工作滿意度及組織承諾之間的關係。首先探討領導風格、工作滿意與組織承諾的理論及其相關研究，其次，分析台北縣國民中學專職行政人員知覺校長領導風格、工作滿意度及組織承諾的現況、差異情形、相關情形及校長領導風格及工作滿意度對組織承諾的預測力，並綜合文獻探討與調查研究結果，提出具體建議，供教育行政機關、校長、專職行政人員及後續研究者參考。本研究所採用的方法主要為問卷調查法，根據相關文獻編擬問卷初稿後進行預試，依據預試結果編製「國民中學校長領導風格、專職行政人員工作滿意度及組織承諾關係之研究問卷」。研究對象以台北縣53所國民中學專職行政人員為主，共發出253份問卷，回收有效問卷233份，可用率為92％。資料處理部份以SPSS for Windoows 12.0中文套裝軟體為主，採用t檢定、單因子變異數分析、皮爾遜積差相關、逐步多元迴歸分析等方法進行統計。本研究之重要發現為：一、台北縣國民中學專職行政人員所知覺的校長領導風格為「高關懷低倡導」的領導行為。二、台北縣國民中學專職行政人員對工作滿意的知覺程度屬於中上程度，其中以「工作環境」的滿意度最高，而以「升遷考核」的滿意程度最低。三、台北縣國民中學專職行政人員對組織承諾的知覺程度屬於中等程度，其中以「努力承諾」的反應程度最高，而以「留職承諾」的反應程度最低。四、專職行政人員對校長領導風格的知覺會因服務年資的不同而有所差異。五、專職行政人員對工作滿意的知覺會因學校規模不同而有差異。六、專職行政人員對組織承諾的知覺會因年齡、服務年資及教育程度不同而有差異。七、校長「關懷」領導風格與專職行政人員工作滿意度有顯著正相關；校長「倡導」領導風格與專職行政人員工作滿意度有顯著負相關。八、專職行政人員工作滿意度與組織承諾有顯著正相關；校長領導風格與專職行政人員組織承諾亦有顯著正相關。九、校長領導風格對專職行政人員組織承諾具有預測力。十、專職行政人員工作滿意度對組織承諾具有預測力。根據上述研究結論，本研究提出以下之建議：一、對教育行政機關的建議 (一)針對規模較大的學校的總務處增設副組長的員額編製。 (二)開放升遷管道、建立公平的升遷制度，適時提拔人才。二、對國民中學校長及單位主管之建議 (一)校長應主動瞭解服務年資較淺的專職行政人員的需求及想法。 (二)單位主管及人事單位應研擬建立公平客觀的考核制度。三、對專職行政人員的建議建議專職行政人員在職進修，追求自我實現。四、對後續研究者的建議 (一)擴大研究對象 (二)擴大研究主題 (三)增加研究工具及研究方法 This study aims to explore the relationship among the principals’ leadership style, full-time administrators’ job satisfaction and organizational commitment in junior high schools. Questionnaires assessing principals’ leadership, full-time administrators’ job satisfaction and organizational commitment were completed by 233 full-time administrators from 53 junior high schools in Taipei County. Findings of the study were as follow: 1. Full-time administrators perceptions toward principals’ leadership styles were high in the consideration dimension and low in the initiative dimension. 2. Full-time administrators reported a medium-high degree of job satisfaction. 3. Full-time administrators responded a medium degree of organizational commitment. 4. There were significant differences in full-time administrators’ perceptions toward principals’ leadership styles based on years in profession . 5. There were significant differences in full-time administrators’ job satisfaction based on the size of school. 6. There were significant differences in full-time administrators’ organizational commitment based on age, education level, and years in profession. 7. The consideration dimension of principals’ leadership style was greatly related to job satisfaction of full-time administrators, and the initiative dimension was negatively related to job satisfaction of full-time administrators. 8. Full-time administrators’ job satisfaction was greatly related to organizational commitment, and the principals’ leadership styles, too. 9. The principals’ leadership styles were found to be a good predictor of full-time administrators’ job satisfaction. 10. Full-time administrators’ job satisfaction was found to be a good predictor of organizational commitment. The study concluded with several suggestions for improving full-time administrators’ job satisfaction and organizational commitment.
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