半導體產業員工組織承諾對主管領導風格和工作績效之中介作用－員工幸福感之調節效果

The Mediating Effects of Semiconductor Industry Employees' Organization Commitment between Leadership Styles and Job Performance : Employees' Well-being as the Moderator.

杜怡潔(Yi-Chieh Tu)

指導教授 ： 劉廷揚

國立高雄師範大學/教育學院/人力與知識管理研究所/碩士(2013年)

https://doi.org/10.6817/NKNU.2013.00019

摘要

如何留住人才是現今各大小企業所重視的問題，面對全球化的激烈競爭，高科技產業逐漸成為台灣經濟成長重心。近幾十年來，台灣電子業蓬勃發展，其中又以半導體產業為大宗。而在高度競爭的IC封裝業中，主管該如何透過領導，來提高員工的組織承諾進而達到績效便是一門學問。本研究旨在探討員工的組織承諾對主管領導風格(交易型領導及轉換型領導)和工作績效之中介作用，並進一步檢視員工幸福感對於主管領導風格與組織承諾間的調節效果。本研究採問卷調查法，以高雄市三間較具規模的半導體公司之生產線員工作為研究對象，採便利取樣的方式，共發出360份問卷，回收356份，其中有效樣本共計344份。問卷回收後以描述性統計、相關分析與多元迴歸分析來驗證各變項間之關係。本研究結果顯示：(1)主管領導風格對其員工的組織承諾具有顯著正向影響；(2)主管領導風格對其員工的工作績效具有顯著正向影響；(3)員工的組織承諾對其工作績效有顯著正向影響；(4)員工的組織承諾對主管領導風格與工作績效具有部分中介作用；(5)員工幸福感對其組織承諾有顯著正向影響；(6)員工幸福感對主管領導風格與組織承諾間具有顯著調節效果。

關鍵字

主管領導風格 ； 交易型領導 ； 轉換型領導 ； 組織承諾 ； 工作績效 ； 員工幸福感

並列摘要

Nowadays, how to retain competent people is an important issue for enterprises. Facing to the fierce competition from globalization, high-tech industry has gradually become the focus of Taiwan’s economic growth. In recent decades, electronics industry grows rapidly in Taiwan, and the semiconductor industry accounts for a large part. And, in the highly competitive IC Assembly industry, how to let employees enhance their organization commitment and reach performance through the supervisor’s leadership is a difficult task. The purpose of this study is discovering the mediating effects of organization commitment on leadership styles (contains transactional leadership and transformational leadership) and job performance, and the moderating effects of employees’ well-being between leadership styles and organization commitment. In this study, we collected data from production line employees of three larger semiconductor companies in Kaohsiung. Among the distributed 360 questionnaires by utilizing convenience sampling, 356 copies returns and 344 of them are effective samples. To test the hypotheses, descriptive statistics, Pearson’s correlation analysis and multiple regression analysis are used in this study. Our results showed: (1) Leadership styles has a significant positive influence on employees’ organization commitment; (2) Leadership styles has a significant positive influence on employees’ job performance; (3) Employees’ organization commitment has a significant positive influence on job performance; (4) The relationship between leadership styles and job performance is partially mediated by employees’ organization commitment; (5) Employees’ well-being has a significant positive influence on organization commitment; (6) The relationship between leadership styles and organization commitment is moderated by employees’ well-being.

並列關鍵字

leadership styles ； transactional leadership ； transformational leadership ； organization commitment ； job performance ； employees’ well-being

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