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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/87576

    Title: 證券從業人員之依附程度, 離職規模與焦慮, 離職傾向關係之研究 : 以家長式領導為干擾變數
    Other Titles: The relationships among degree of attachment, volume of turnover, anxiety and turnover intentions of securities workers : the moderating effects of paternalistic leadership
    Authors: 胡鳳嬌;Hu, Feng-Chiao
    Contributors: 淡江大學企業管理學系碩士在職專班
    黃曼琴;Huang, Man-Chin
    Keywords: 依附程度;集體離職規模;焦慮;家長式領導;離職傾向;Degree of Attachment;Volume of Turnover;anxiety;Turnover Intentions;Paternalistic leadership
    Date: 2012
    Issue Date: 2013-04-13 11:27:11 (UTC+8)
    Abstract: 集體的離職、跳槽行為一直是證券業存在已久的現象,也為企業組織帶來了不安定,甚至影響組織的營運,本研究欲以水平角度探討同儕間不同依附程度對留任者離職傾向的影響,並以垂直角度探討主管不同領導風格對留任者的離職傾向影響。



    Collective turnover and job-hopping has been a long-stand phenomenon in the securities industry; this not only comes into the organization’s instability but also affects the operation of the business. The purpose of this study is with horizontal perspective to investigate how the different degree attachment of peers influences the intention of turnover of those stayed in the company; and in vertical angle to survey the influence in the intention of turnover of from different styles of leadership.

    This study uses different combination factors of the degree of the peers’ attachment and the scale of collective leaves that securities workers confronted with to research if there is a significant difference in the anxiety and turnover intention; and to study whether the anxiety of peers influences the intention of turnover; furthermore, to check the relation between the different style of Paternalistic Leadership and anxiety and the intention of turnover.

    The result showed that the degree of attachment have positive and signification effect on anxiety and turnover intentions; and in high degree of attachment and large volume of turnover, the “moral leadership” of paternalistic leadership has negative moderating effect on anxiety and turnover intentions of employees.

    The conclusion and suggestion: if a business have to lay off employee, multiple “small scale” layoff can reduce the anxiety of remains, and avoid the collective leaves continues to expand. If large volume collective leaves happen, the supervisor could use moral leadership to subordinate who has high degree attachment, it could reduce turnover intentions, avoid unnecessary turnover behavior.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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