臺南市公務機關主管領導風格對員工 工作壓力與組織承諾之研究

The Research about the Leadership Style of Tainan City Government Agency Chief , Employees’ Job Stress ,and Organization Commitment

王素珠(Su-Chu Wang,)

指導教授 ： 吳佳玲

台南應用科技大學/生活科技學院/生活應用科學研究所/碩士(2014年)

https://doi.org/10.6821/TUT.2014.00018

摘要

摘要
本研究為了解當今政策推動下，如何執行適當的領導風格提升領導品質，透過員工感受較佳的領導方式，加強員工對組織的使命感，達成組織高效能目標，乃本研究動機之一。政策之推動在主管領導風格方式與員工工作壓力、組織承諾是否有關，此為本研究想要瞭解的動機之二。本研究目的為瞭解主管領導風格、員工工作壓力與組織承諾之現況，探討不同背景變項員工知覺主管領導風格、員工工作壓力、組織承諾上之差異情形，分析主管領導風格對員工工作壓力、員工組織承諾之相關情形。本研究採用問卷調查為研究工具，實施對象以臺南市政府派出機關37區公所之正式員工與約聘僱員工為對象，以立意隨機抽樣方式，進行問卷調查之施行。共發出問卷605份，回收548份，回收率90.5 %。資料結果以描述性統計、獨立樣本t考驗、單因子變異數分析、皮爾森積差相關進行分析。
研究發現，主管的領導風格以「魅力領導」較受歡迎，員工的工作壓力的來源以「工作負荷」較為明顯，員工對組織的承諾顯示具有充分的「努力意願」。其中，男性在主管領導風格的智力啟發部分比女性重視。51歲（含）以上者對組織之承諾較具「努力意願」、「組織認同」與「留職傾向」。年資淺對主管的領導風格以「魅力領導」、「智力啟發」較受歡迎。高中/職學歷者對組織之承諾較具「努力意願」及「留職傾向」。約聘僱員工對組織之承諾較具「組織認同」及「留職傾向」。主管的領導風格以「條件式獎賞」較受已婚者歡迎，已婚者對員工的工作壓力的來源以「個人發展」較為明顯。未婚者對員工的工作壓力的來源以「角色衝突」較為明顯。另外，「主管領導風格」分數越高，「員工工作壓力」越低。「主管領導風格」分數越高，「員工組織承諾」意願也會越高。本研究建議：運用年長在組織中的影響力，未來領導者更需要發揮轉換型領導的角色，取得平衡強化員工的組織承諾及降低員工的工作壓力。根據研究結果提出建議，以供政府機關提升主管領導風格、降低員工之工作壓力、增進組織承諾實務之參考。
關鍵字：領導風格、工作壓力、組織承諾

關鍵字

領導風格、工作壓力、組織承諾

並列摘要

The primary motive of this study is to realize how to execute proper leadership to raise the quality of leadership under current policy, and how to enhance the organizational mission of the employees and reach a high efficacy goal for the organization through a better feeling leadership. The secondary motive of this study is to know if leadership style, job stresses and organizational commitment are related. The purpose of this study is to understand the current situation of leadership style, job stresses and organizational commitment, discussing the divergences and the correlation between those elements under different context variables. This study adopted questionnaire survey and purposive nonprobability sampling as the tool, sampled formal and contracted employees from 37 district office of Tainan City government with 548 feedbacks out of 605 questionnaires, (feedback rate of 90.5%).
According to the result conducted by descriptive statistics, T-test, one way ANOVA and Pearson product-moment correlation: “Charismatic leadership” was more popular, job stresses came from “work loading”, and the employees showed sufficient “willingness of participation” in organizational commitment. Among the results, males pay more attention than females to leadership style; people above 51 years old show more “willingness of participation”, “identification of organization” and “inclination of reserving occupation”. Among the variables, “charismatic leadership” and “intellectual stimulation” are more popular with less seniority employees; employees with a senior high school/ vocational school academic background have more “willingness of participation” and “inclination of reserving occupation” in the organizational commitment. The contracted employees showed more “identification of organization” and “inclination of reserving occupation” in organizational commitment. A leadership style of “contingent reward” is more popular among married employees, and the origin of job stresses came from “personal development”. Unmarried employees’ job stresses came from “role conflict”. Moreover, the higher the “leadership style” scored, the lower the “job stresses” and the higher willingness of “organizational commitment.”
Suggestions: Using the impact of seniority in the organization, leaders in the future should play a good role in transformational leadership, to balance and enhance the employees’ organizational commitment and reduce the job stresses. The suggestion could provide a reference for government organizations to raise leadership style, reduce job stresses and enhance the commitment of organization.
Key words: Leadership style, Job stresses, Organizational commitment

並列關鍵字

Leadership style, Job stresses, Organizational commitment

參考文獻

參考文獻

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