主管領導型態對不同世代組織承諾及工作投入關係之研究

The Study on Manager Leadership Style Toward Organizational Commitment and Job Involvement of Different Generations

蔡裕隆(Yu-Lung Tsai)

指導教授 ： 梁世安

國立臺北大學/商學院/企業管理學系/碩士(2008年)

摘要

組織能否成功的影響因素中，領導者扮演極為重要之角色。而在現今人力多樣化的工作環境中，領導者要如何同時管理好不同世代的員工，並有效提昇員工的組織承諾及工作投入，亦為重要的課題。本研究以轉換型領導及交易型領導為自變項，不同世代為干擾變項，組織承諾與工作投入為依變項，主要目的係探討主管使用轉換型領導、交易型領導對不同世代組織承諾及工作投入間之關係與差異。
研究對象為出生在三個不同世代的工作者：嬰兒潮世代(44~62歲)、X世代(29~43歲)、Y世代(18~28歲)。本研究採用問卷調查方式進行，有效樣本為288份，資料經描述性統計分析、單因子變異數分析、相關分析及複迴歸分析後，得到以下結果：
(1)不同世代在組織承諾及工作投入有顯著差異。
(2)轉換型領導對「組織承諾」各構面皆有正向顯著影響。
(3)交易型領導對「組織承諾」及「工作投入」構面有部份正向顯著影響。
(4)「世代」在轉換型領導對組織承諾關係及交易型領導對工作投入關係，皆有干擾效果影響。

關鍵字

轉換型領導 ； 交易型領導 ； 世代 ； 組織承諾 ； 工作投入

並列摘要

Among the factors that could lead an organization to be successful, usually the leader plays an extremely important role. In the working environment with diversified manpower in the current days, how the leader governs the staffs of different generations well, and at the same time, to raise the staffs’ organizational commitments and job involvements effectively are also the important issues.
In this study, transformational leadership and transactional leadership are the independent variables, different generation is the interference variable, and organizational commitment and job involvement are the dependent variables. The purpose of this research is mainly to find out the relationships and differences among transformational leadership and transactional leadership toward organizational commitment and job involvement of different generations.
The people who answer the questionnaires were divided into three generation workers：Baby boomer (44~62 years old)、X generation (29~43 years old) and Y generation (18~28 years old). The valid questionnaire is 288. Through the Descriptive Statistical Analysis, One-Way ANOVA, Pearson Correlation Analysis and Multiple Regression Analysis, the results are found as follow:
(1) There are significant differences among organizational commitments and job involvements of different generations.
(2) Transformational leadership has significantly positive effects toward organizational commitment.
(3) Transactional leadership has partially significantly positive effects toward organizational commitments and job involvement.
(4) The transformational leadership on organizational commitment and transactional leadership on job involvement are significantly affected through the interaction effect of different generations.

並列關鍵字

Transformational leadership ； Transactional leadership ； Generations, ； Organizational commitment, ； Job involvement

參考文獻

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