本研究旨在探討雲林縣鄉鎮市公所領導風格、工作滿意度與組織承諾的現況及其關聯性。本研究採取問卷調查,針對雲林縣鄉鎮市公所,以分層隨機取樣方式,抽取450位公務人員;有效樣本431份,可使用率為99%。所得資料以SPSS統計軟體執行分析,並透過描述性統計、t 檢定、單因子變異數分析、薛費法、Pearson積差相關及多元迴歸分析等方法來驗證本研究假設,結果發現如下: 1.雲林縣鄉鎮市公所領導風格現況,以「整體領導風格」最感到重要;工作滿意度現況,以「一般工作滿意度」最感到滿意;組織承諾現況,以「價值承諾」最受重視。 2.不同年齡之雲林縣鄉鎮市公所員工在「工作滿意度」及「組織承諾」呈現顯著差異。 3.不同服務年資之雲林縣鄉鎮市公所員工在「工作滿意度」及「組織承諾」呈現顯著差異。 4.雲林縣鄉鎮市公所主管領導風格與員工工作滿意度具有中度正相關。 5.雲林縣鄉鎮市公所主管領導風格與其組織承諾具有中度正相關。 6.雲林縣鄉鎮市公所員工工作滿意度與其組織承諾具有中度正相關。 7.雲林縣鄉鎮市公所領導風格、工作滿意度對組織承諾具有顯著的預測力,其中以「外在工作滿意度」及「內在工作滿意度」層面最具預測力。
This study aimed to probe into the status and the correlation between leadership style, job satisfaction, and organizational commitment at Yunlin County township offices. Using questionnaire survey and stratified random sampling methods, this study survey 450 public servants employed at Yunlin County township offices. A total of 431 valid samples were retrieved, with a valid return rate of 99%. The collected data were analyzed with the SPSS statistical software, and methods including descriptive statistics, t-test, one-way ANOVA, Scheffe's method, Pearson product-moment correlation, and multiple regression analysis were adopted to verify hypotheses in this study. The results are as follows: 1.In terms of the current leadership style at Yunlin County township offices, employees considered the “overall leadership style” to be of the utmost importance, were most satisfied with the “general job satisfaction”, and attached the most emphasis to “organizational commitment”. 2.Employees in different age groups demonstrated significant difference in “job satisfaction” and “organizational commitment”. 3.Employees with different years of employment demonstrated significant difference in “job satisfaction” and “organizational commitment”. 4.There was a moderate positive correlation between “leadership style” and “job satisfaction”. 5.There was a moderate positive correlation between “leadership style” and “organizational commitment”. 6.There was a moderate positive correlation between “job satisfaction” and “organizational commitment”. 7.Leadership style and job satisfaction had significant power in predicting organizational commitment. In particular, “extrinsic job satisfaction” and “intrinsic job satisfaction” had the most significant predictive power.