最後歸納結論並提出建議：若組織必須施以裁員時，可以多次「小規模」裁員行動，以有效降低留任者焦慮情緒，避免焦體離職規模繼續擴大。若組織發生大規模集體離職時，對於高依附從業人員其主管可多施以德性領導，以降低其離職傾向，避免不必要的離職行為。 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.