淡江大學機構典藏:Item 987654321/33511
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    题名: 主管領導型態、組織文化及薪資滿意度對員工離職傾向影響之研究
    其它题名: The effect of leadership, organizational culture and compensation satisfaction on the employee's turnover behavior
    作者: 許湘靈;Hsu, Hsiang-ling
    贡献者: 淡江大學企業管理學系碩士在職專班
    洪英正;Hung, Ying-cheng;吳淑華;Wu, Shu-hua
    关键词: 主管領導型態;組織文化;薪資滿意度;離職傾向;Leadership Effectiveness;Organizational Culture;compensation satisfaction
    日期: 2008
    上传时间: 2010-01-11 04:13:37 (UTC+8)
    摘要: 企業經營需靠優秀的人才以對企業創造更高的附加價值及提升競爭力，然而並非有優秀的員工便能產出好的工作績效，管理者必須善加激勵員工，提高員工的工作滿意度，才能促使寶貴的人力資產發揮最大效能，達成組織目標。
    本研究主題在於探討主管領導型態、組織文化及薪資滿意度對員工離職傾向影響之研究。利用文獻與實證方式，針對A銀行大台北地區之員工進行調查，期透過本研究，找出影響離職傾向之因素、不同人口統計變項與員工離職傾向、薪資滿意度之關係，以提供管理單位提升員工滿意度、降低離職傾向之參考。
    本研究採量化之問卷調查法，針對A銀行大台北地區分行之員工，進行研究調查，有效問卷共232份。經過因素分析與集群分析後，本研究將主管領導型態區分為「高人際型」、「放任型」、「信任型」與「高績效型」四種；在組織文化部份，則區分為「創新型」、「支持型」與「官僚型」三種；在薪資滿意部份，區分為「高滿意」與「低滿意」兩種。並有以下之發現：

    1.不同的主管領導型態與薪資滿意度在員工的離職傾向上會有顯著差異。
    2.不同的組織文化在員工的離職傾向上會有顯著差異。
    3.不同的薪資滿意度在員工的離職傾向上呈現顯著差異。
    4.不同人口統計變項的員工在離職傾向上會有所差異。
    A high performance company greatly depends on the outstanding and talented persons to create the higher value-added and enhance the competitive advantage for the company. However, outstanding staffs do not always imply high performance. For the purpose of urging the talented persons to do their best jobs and achieve the goal of organizations, the managers should try to encourage staffs and improve their job satisfaction.
    This research emphasizes at how do leadership, organizational culture, and compensation satisfaction have effect on the Employee’s turnover behavior. In this research, we try to figure out the reason that related to employees’ satisfaction and turn over behaviors.
    This research adopts the quantitative questionnaire and the sample will be the branch employees of Bank A in Taipei. The valid samples are 232. After factor analysis and cluster analysis, we have the following discovery:
    1. Difference of managers’ leadership and compensation satisfaction of employees contributes to significant influence on the tendency of employee’s turn over behavior.
    2. Difference of organizational cultures contributes to significant influence on the tendency of employee’s turn over behavior.
    3. Different levels of employee’s compensation satisfaction reveal significant influence on the tendency of employee’s turn over behavior.
    4. Different employees’ demographic variables contribute to significant differences on the tendency of employee’s turn over behavior.
    显示于类别:[企業管理學系暨研究所] 學位論文

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