陸軍航空部隊主管領導風格對工作績效之影響－以組織承諾為中介變項

在每個組織體系當中，皆面臨如何利用有限的人力資源才能達到最好的組織績效，連國軍組織也不例外，自推動及修正「國防組織法」這項重大變革後，國軍特別重視拓展人才管道及提升人力素質，使部隊組織更加完備。在一體系中，組織承諾被視為可預測員工行為及作為工作績效的一項指標，根據研究發現，高組織承諾的員工相較低組織承諾的員工有較高的工作績效，而員工對組織的認同與承諾，關係著員工對組織的奉獻程度，並且有助於達成人力的有效運用。本研究以台南市陸軍航空部隊基層營級單位官兵同仁為研究對象，主要探討測者對單位「領導風格」、「組織承諾」與「工作績效」的認知及相關性，並了解主管的領導風格型態與工作績效之間的關連性。其問卷受到範圍上限制，因此共回收109份有效問卷，研究結果顯示個人屬性對「領導風格」、「組織承諾」與「工作績效」有顯著差異性等三個假說皆為部分成立，而領導風格對組織承諾有顯著影響及組織承諾對工作績效有顯著影響等兩個假說皆為成立，最後在領導風格對工作績效有顯著影響則是部分成立。

關鍵字

工作績效；組織承諾；領導風格

並列摘要

In business organization, how to use the limited human resource to reach the best job performance is the very importance issue, even the army organizes is not exception. After the great change of promotion and correction in “the national defense organic law”, the army hve more attention to expand talented person's piping and elevating the manpower quality. In the research field, the organizational commitment is seen as a factor of predict employee's behavior and be a index of elevating the manpower quality. The employee of high organizational commitment has taller iob performance than the employee of low organizational commitment. And the employee’s organizational commitment is improved the effective human usage. The research object of this research is Tainan City army's aviation troop grass-roots camp class unit government troops colleague. The study purpose is measured the cognition and relativity between “leadership styles”, “organizational commitment”, and “job performances”. In recall 109 effective questionnaires, the research shows the three hypothes are partion positive for personal attributes versus “leadership styles”, “organizational commitment”, and “job performances”. The hypothes is significant for “leadership styles” sersus “organizational commitment” and “organizational commitment” versus “job performances”, the hypothes are partion significant for “leadership styles” sersus “job performances”.