責任中心員工離職意圖與工作壓力、主管領導風格、績效目標關係之研究

人才培養是企業永續經營的根本，員工是企業最重要的資產，而員工的離職行動，特別是一些掌握專業技術核心的人才之離職，往往會造成企業組織競爭力流失的嚴重問題。以產品及售後服務為主之業務公司每月都要績效產出，人才培訓又需要時間，若能提前了解員工可能產生離職意圖之因素，加以預防及管理，企業才能不斷成長邁向永續經營。　　本研究針對員工離職意圖與工作壓力、主管領導風格及績效目標之關聯進行探討，試圖找出員工離職意圖之源。研究採用網路及通訊軟體進行問卷調查法，以以產品及售後服務為主之業務公司為研究對象，共收回148份有效問卷。利用SPSS 22.0及Smart PLS 3統計軟體進行實證並驗證本研究所提出之各項假說。結果顯示(一)工作壓力對員工離職意圖有正向顯著影響獲得支持，(二)主管領導風格對員工離職意圖之影響未獲得支持，（三）轉換型主管領導風格對工作壓力有顯負向影響獲得支持，(四) 轉換型主管領導風格對績效目標有正向顯著影響獲得支持，（五）績效目標對離職意圖有正向顯著影響未獲支持，（六）績效目標對工作壓力有正向顯著影響未獲得支持。本研究之結果對於現行與未來企業內員工離職意圖，藉由了解工作壓力來源及協助員工如何面對工作壓力及釋放壓力，達到穩定人力，培育人才企業邁向永續經營。

關鍵字

領導風格；工作壓力；績效目標；離職意圖

並列摘要

Talent training is the foundation of sustainable operation of enterprises, employees are the most important assets of enterprises, and employees' departure actions, especially the departure of some personnel who master the core of professional technology, will often lead to the loss of competitiveness of enterprises. 　　Products and after-sales service-based business companies to performance output every month, talent training and time, if you can understand in advance employees may be the reason for the intention to leave, to prevent and manage, enterprises can continue to grow towards sustainable operation. This study explores the correlation between employee's intention to leave and job stress, supervisor leadership style and performance goals, and tries to find out the source of employee's intention to leave. The study used network and communication software to conduct questionnaires, with products and after-sales service as the main business companies as the research object, a total of 148 valid questionnaires were recovered. Use SPSS 22.0 and Smart PLS 3 statistical software to empirically and verify the hypotheses presented by this Institute. The results show that (1) job pressure has a positive and significant impact on employees' intention to leave to gain support, (2) the effect of the supervisor's leadership style on the employee's intention to leave is not supported, (3) the transformational supervisor leadership style has a negative impact on job pressure, (4) The transitional supervisor leadership style has a positive and significant impact on performance objectives, (5) performance goals have a positive and significant impact on separation intentions is not supported, and (6) performance goals have a positive and significant impact on job stress and are not supported.) The results of this study provide a sustainable approach to the employment intentions of current and future employees, by understanding the sources of job stress and assisting employees in how to face the pressure of work and release the pressure, to achieve a stable manpower, and to foster the development of talent enterprises towards sustainable operation.