領導風格與工作特性對於組織承諾的影響-以線上遊戲G公司為例

The Effect of Leadership Styles and Job Characteristics on Employees’ Organizational Commitment-A Case Study of G Digital Entertainment Corporation

李仲珣(Chung-Hsun Li)

指導教授 ： 辛炳隆

國立臺灣大學/社會科學院/國家發展研究所/碩士(2011年)

https://doi.org/10.6342/NTU.2011.02723

摘要

雖然線上遊戲G公司成立滿15年的歲月，但隨著線上遊戲產業持續成長，促使該公司仍須不斷地招募年輕新成員為組織注入活力。然而，由於年輕成員在職業生涯中往往處於摸索的階段，再加上面臨遊戲產品的生命週期長以及同業高度的競爭下，促使留才與育才成為線上遊戲G公司刻不容緩的問題。
在影響員工組織承諾的因素中，本研究將著重於2種領導風格及5種核心工作特性，並且以線上遊戲G公司182位員工作為調查的對象。根據本研究的實證結果可以得知，在領導風格方面，轉換型領導與交易型領導分別與情感性承諾、持續性承諾及規範性承諾呈現顯著正相關。另外，轉換型領導及交易型領導皆對於情感性承諾、持續性承諾及規範性承諾皆有顯著正向的影響。因此，理想的管理者應該懂得在「尊重」和「激勵」下功夫，確實深入瞭解員工的需求 ; 當員工相信領導者為值得託付、誠實且具有決斷力，將讓個人更加願意全心全意留在組織中服務，並且認知到個人是組織中不可缺少的一員。
另外，在員工所知覺的工作特性方面，根據統計的相關分析結果，員工知覺的工作技能多樣性、工作完整性、工作重要性、工作自主性及工作回饋性皆分別與情感性承諾、持續性承諾及規範性承諾呈現顯著正相關。另外，根據統計的迴歸分析結果，員工知覺的工作重要性對於情感性承諾及規範性承諾有顯著正向的影響，員工知覺的工作自主性則對於情感性承諾有顯著正向的影響。由此可知，如果能依據員工的期待與需求提供個人展現才華與創造價值的途徑，為員工在心靈層次上找到歸屬，將能夠提高員工的組織承諾。

關鍵字

轉換型領導 ； 交易型領導 ； 工作特性 ； 組織承諾

並列摘要

Even though G Digital Entertainment Corporation has been established for 15 years, but it still needs new young members to satisfy its expansion of business. However, some problems still exist. In addition to longer life cycle of online game product and higher competition, because most of young members just start their own careers, so how to catch their minds and give further training to them have become the critical problems to this corporation.
Among all factors which affect employees’ organizational commitment, my research particularly focused on two types of leadership and five job characteristics. In questionnaire survey, my research investigated 182 G Corporation members. According to the results of statistic analysis in respect of two types of leadership, my research discovered that both of transformational leadership and transactional leadership not only significantly positively correlate with affective commitment, continuance commitment, and normative commitment but also significantly positively influence affective commitment, continuance commitment, and normative commitment. Therefore, ideal leaders should do every effort to win employees’ respect, give them inspirations, and try hard to understand his/her own need. While every employee is convinced that the leader can be trusted, he/she will do as much as he/she can to help this organization and gradually has the sense that this organization cannot do without him/her.
In addition, according to the results of statistic analysis in respect of job characteristics, my research discovered that five characteristics significantly positively correlate with affective commitment, continuance commitment, and normative commitment; Task significance can significantly positively influence affective commitment and normative commitment; Autonomy can significantly positively influence normative commitment. Therefore, if the organization can meet employees’ expectations and requirements to provide something which can show themselves and create new values to them, employees’ organizational commitment will increase.

並列關鍵字

Transformational leadership ； Transactional leadership ； Job characteristics ； Organizational Commitment

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