領導風格及激勵方式對員工組織認同之影響－以T銀行為例

T銀行110年8月總資產規模破2兆，近十年資產規模大幅增加，但獲利未能相對有效增加，為改善財務健全度，提高資本適足率以達主管機關要求，如何增加無風險的手續費收入為業務推展的重點，又以全員行銷拓展財富管理業務為顯學，全體動員拓展財管業務，嚴重排擠分行行員作業時間，除了本身既有的工作還要推展基金IPO、保單等理財商品，讓同仁疲於奔命、苦不堪言，如何有效領導及激勵方式成為影響同仁組織認同以達成業務目標的重要力量。本研究採面談法，以個案銀行從業人員為對象，透過面談內容加以分析，結果顯示： 1. 容許風險的領導者，工作環境較為開放，領導人的包容直接影響員工感受，領導者的領導是強化組織凝聚力，若組織領導者對下屬具有高度的支持與信任，員工便會在工作中得到更多的滿足，獲得更高的組織認同，進而提高工作意願達成組織目標。 2. 領導者會塑造目標及願景，並利用鼓舞及激勵方式來激發員工的工作意願，員工也能實現工作理想，強化組織認同，透過激勵，員工有意願承擔更大的工作責任，較資深員工會帶部門團隊進行挑戰，達成部門目標及自我實現。 3.激勵方式對員工組織認同有影響，組織給予的激勵方式愈好，可強化企業與員工的關係，當員工獲得激勵時，會更信任企業能提供其所需滿足之需求，讓自己在工作上感到自信及成就感。

關鍵字

領導風格；激勵方式；員工組織認同

並列摘要

Bank T's total assets exceeded 2 trillion in August 2011, and its assets have increased substantially in the past ten years, but profits have not been able to increase relatively effectively. The risky fee income is the focus of business promotion, and the development of wealth management business through full-staff marketing is a prominent learning. All staff are mobilized to expand wealth management business, which seriously squeezes the working time of branch staff. In addition to their existing work, they also promote fund IPO, insurance policy, etc. Wealth management products make colleagues exhausted and miserable. How to effectively lead and motivate has become an important force that influences the recognition of colleagues in order to achieve business goals. This research adopts the interview method, takes the case bank practitioners as the object, and analyzes the content of the interviews. The results show that: 1. Leaders who tolerate risks have a more open working environment. The tolerance of leaders directly affects the feelings of employees. The leadership of leaders strengthens organizational cohesion. If organizational leaders have a high degree of support and trust in their subordinates, employees will be in Get more satisfaction, get higher organizational recognition, and then increase the willingness to work to achieve organizational goals. 2. Leaders will shape goals and visions, and use inspiration and incentives to stimulate employees' willingness to work. Employees can also achieve work ideals and strengthen organizational identity. Through incentives, employees are willing to take on greater job responsibilities. Will lead the department team to challenge, achieve department goals and self-realization. 3. Incentive methods have an impact on employees’ organizational identity. The better the incentive method given by the organization, the stronger the relationship between the company and its employees. When employees are motivated, they will trust the company to provide the needs they need to meet, allowing them to work. Feeling confident and accomplished.