淡江大學機構典藏:Item 987654321/33164
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    题名: 華人企業主管之德行領導對部屬之組織承諾、工作滿意及離職傾向的影響
    其它题名: The effects of Chinese moral leadership on organizational commitment, job satisfaction & turnover intention of business employees
    作者: 彭詩雯;Pang, Shih-wen
    贡献者: 淡江大學管理科學研究所碩士班
    黃國隆;Huang, Kuo-long
    关键词: 德行領導;組織忠誠;主管承諾;工作滿意;離職傾向;moral leadership;Organizational commitment;management commitment;job satisfaction and turnover intention
    日期: 2005
    上传时间: 2010-01-11 03:41:23 (UTC+8)
    摘要: 國內學者依據華人文化，發展出獨特的「家長式領導」(Paternalistic Leadership)，其中又以「徳行領導」(Moral Leadership)為核心，但過去的研究並未對「徳行領導」多加討論，因此本研究主旨在探討以部屬的立場，研究華人組織中直屬主管德行領導對組織忠誠、主管承諾，工作滿意及離職傾向之間的相互關係。以問卷調查法，利用便利抽樣進行實證研究，共計204名員工，結果有下列重要發現：
    1. 德行領導對工作滿意及離職傾向均有顯著影響，即企業主管之德行領導越良好則部屬之工作滿意越高及離職傾向會越低。
    2.部屬之組織忠誠會受企業主管之德行領導的顯著影響
    3.部屬之主管承諾會受企業主管之德行領導的顯著影響
    4.主管承諾對「主管之德行領導對組織忠誠的影響」產生「完全中介效果」。
    5.「主管之德行領導分別對部屬工作滿意與離職傾向的影響」是否會受中介變數的影響?
    (一)以主管承諾為中介變項：主管承諾皆對「主管之德行領導對部屬工作滿意的影響」與「主管之德行領導對部屬離職傾向的影響」產生完全中介效果。
    (二)以組織忠誠為中介變項：組織忠誠對「主管之德行領導對部屬工作滿意的影響」產生「部份中介效果」，組織忠誠對「主管之德行領導對部屬離職傾向的影響」產生「完全中介效果」。
    最後針對本研究的限制、未來研究方向提出具體簡要的說明。
    Domestic scholars develop the theory of “Paternalistic Leadership” according to tradition of Chinese culture and family system. The core of “Paternalistic Leadership ” is “Moral Leadership”, but there are no research discuss the issues of it. The study aims to discuss the relationship among moral leadership, organizational commitment, management commitment, job satisfaction and turnover intention of workers of the companies. It adopts questionnaire survey as a research method, taking convenience sampling 204 employees of the domestic companies. The conclusions are drawn after analysis as followed:
    1. Job satisfaction and turnover intention have significant relationship with moral leadership. The Chinese leaders have higher level of moral leadership, their employee will have higher level of job satisfaction and lower turnover intention.
    2.Employees’ organizational commitment have significant relationship with leaders’ moral leadership.
    3.Employees’ management commitment have significant relationship with leaders’ moral leadership.
    4.The management commitment plays an intermediate effect between moral leadership and organizational commitment.
    5.Are there any mediator varieties between moral leadership and job satisfaction or between moral leadership and turnover intention?
    (a)The management commitment plays an intermediate
    The management commitment plays an intermediate effect between moral leadership and job satisfaction. The management commitment plays an intermediate effect between moral leadership and turnover intention.
    (b)The organizational commitment plays an intermediate
    The organizational commitment plays an intermediate effect between moral leadership and job satisfaction. The organizational commitment plays an intermediate effect between moral leadership and turnover intention.
    Finally a concrete brief on the limitations of the study, further research direction in the future.
    显示于类别:[管理科學學系暨研究所] 學位論文

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