淡江大學機構典藏:Item 987654321/52000
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    题名: 主管領導風格、激勵制度對機械、金屬加工業員工留任意願影響研究
    其它题名: The research of influence of retaining intention on supervisors' leadership and motivation in machinery and metal machining business
    作者: 南金昀;Nan, Chin-yun
    贡献者: 淡江大學企業管理學系碩士在職專班
    吳坤山;Wu, Kun-shan
    关键词: 領導風格;激勵制度;留任意願;leadership;Motivation;Retaining Intention
    日期: 2010
    上传时间: 2010-09-23 16:25:26 (UTC+8)
    摘要: 三千多年前中國就有精良的金屬加工技術，而在現今的生活環境中，我們無時無刻受惠於機械、金屬加工工藝。相對於電子業而言於社會投入的資源較少，而且首批創業者大多是技術技藝出身，對於管理的分析也較少研究。
    本研究主要針對機械、金屬加工業，探討管理者領導風格、組織激勵方式對員工留任意願的影響。本研究從相關的文獻探討開始著手，再根據其理論基礎建立本研究之架構與假設，並選用適當的量表為研究工具，採用便利抽樣法進行抽樣，經抽取台灣機械、金屬加工業有實際工作經驗之勞工，且其願意接受問卷調查則成為本研究樣本而郵寄問卷調查。針對回收的有效樣本187份資料，進行信度分析、敘述性統計、因素分析、t 檢定及變異數分析、相關分析及迴歸分析。經實證分析和討論後，有以下重要發現：
    (1) 管理者領導風格對員工留任意願有顯著的影響，其中規範型領導風格對員工留任意願有顯著正向影響。
    (2) 組織激勵制度對員工留任意願有顯著的正向影響，其中以內在激勵制度與工作夥伴激勵對員工留任意願的影響較大。
    希望藉由本研究能給機械、金屬加工業管理階層一些建議，提供有關領導風格、激勵制度、留任意願較嚴謹的數據，藉此能對未來制度的設計有所助益，並留住人才。
    Three thousand years ago, there were many excellent skills of metal processing in China. We still get the benefits from the machinery and metal processing technology nowadays. Since most of the first groups of pioneers are from the technical experts, they do fewer researches in the analysis of management, and input fewer resources into the society not as well as the electronic industry.
    The main purpose of this research is trying to find the relationships among supervisor’s leadership, motivation scheme, and retaining intention in Machinery and Metal Machining Business. This research is begun to set about from relevant references, then set up structure and hypotheses of this research according to its theoretical foundation, select proper scale for study tool, adopt convenience sampling, implement questionnaire investigation for the employees of the Machinery and Metal Machining Business in Taiwan.
    To effective 187 materials of sample retrieving, analyze the descriptive statistics, reliability analysis, factor analysis, t-test, one way ANOVA, correlation analysis and regression analysis. After the empirical research, the major findings as follows:
    (1) In supervisor’s leadership behavior scope, “standard leadership” has positive impact on retaining intention.
    (2) In motivating scheme scope, “intrinsic motivation” and “working partner motivation” have positive impact on retaining intention.
    I hope that this research can offer some suggestions related to the leadership of managers, the system of motivation, the retaining intention for the supervisors of the machinery and metal processing business in order to help the system adjustment of the human resources in the future.
    显示于类别:[企業管理學系暨研究所] 學位論文

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