臺灣的旅館市場競爭白熱化,營運現場主管的領導型態深切影響飯店基層從業人員,如何運用不同的領導型態,使員工提昇工作績效,同時建構完整的激勵制度,令員工能夠朝向組織共同的目標邁進,是重大課題。 本研究在探討「領導型態」、「激勵制度」對「工作績效」的影響,研究對象為休閒飯店員工,發放正式問卷180份,回收159份,有效問卷共145份,有效問卷回收率為80.56%。 本研究利用多元迴歸分析,研究結果顯示,休閒飯店產業員工在主管領導型態及激勵制度的各構面對於工作績效均呈現顯著正相關,顯見對於休閒飯店產業員工而言,領導型態及激勵制度的各構面均應正視,在組織中應以各式完善的制度面架構出令員工可以有效提升工作績效的環境。本研究發現,休閒飯店的領導者應關懷及指導員工完成工作,與員工透過互動形成共識,並輔以合理的薪資及福利制度,再提供完整的訓練,同時架構暢通的升遷管道,為員工提供最大的滿足。
There are tough competitions in Taiwan hotel industry, therefore, leadership styles of hotel management are significant to hotel employees. How to increase employees’ job performance and achieve the main target by using different leadership styles, and also create a good reward system will be an important issue. The thesis explores how the leadership styles and reward system impact on the job performance focus on resort hotel staff. We distributed 180 questionnaires; retrieve effective 145 questionnaires, the retrieved rate is 80.56 percentages. The results of the research show that job performance positive related leadership styles and reward system using regression. Above of all, leadership styles and reward system of resort hotel industry must need more concern. Management System improvement, reward system and encouragement will bring staff’s job satisfaction and then promote staff’s job performance.