企業家在領導風格的表現上,並不侷限於目前廣受討論的轉換型領導及交易型領導,甚至在華人企業圈中,家長式領導類型往往更為普遍,本研究即著眼於探討家長式領導風格與企業所屬員工的組織承諾、工作績效與離職傾向,以提供企業管理當局參考運用,並藉以有效發揮領導效能。 本研究在問卷收集方面,請非特定行業的在職人員對其直屬主管之家長式領導程度進行評估,以及受訪者對本身在組織承諾、工作績效與離職傾向之認知,以檢驗主管家長式領導對員工工作績效、組織承諾與離職傾向所產生的影響程度,更進而探究其交互的相關效果。 本研究以問卷調查進行研究,共發出344份問卷、有效回收214份,並採用SPSS進行統計分析,針對樣本資料作信度分析、描述性統計、相關分析、逐步迴歸分析、t檢定分析及單因子變異數分析等方法。彙整各種分析模式而得到下列發現與結論: 一、家長式領導與工作績效具有部分顯著的相關性,而與組織承諾、離職傾向則具有顯著的相關性。 二、家長式領導中的威權領導與工作績效、組織承諾具有顯著的負相關,與離職傾向具有顯著的正相關。 三、家長式領導中的仁慈領導與工作績效、組織承諾具有顯著的正相關,而與離職傾向則具有顯著的負相關。 四、家長式領導中的德行領導與組織承諾具有顯著的正相關,而與離職傾向則具有顯著的負相關。 五、員工組織承諾對員工工作績效具有顯著的正相關。 六、員工組織承諾對員工離職傾向具有顯著的負相關。
The research of leadership style shall not be limited to the widely accepted transformational leadership and transactional leadership, the concept of Paternalistic Leadership (PL) even plays a more popular role in the Chinese companies. This research focused the relationship among PL and the employee’s organizational commitment, job performance and turnover intention. This research was completed by using sampling method and questionnaire. The total of 344 questionnaires were sent out and 214 valued questionnaires were collected to carry out the analysis. The statistical analysis was conducted by using SPSS statistic software. The series of reliability analysis, descriptive statistic, correlation analysis, stepwise multiple regression analysis, T-distribution analysis and single factor variables analysis were carried out. Conforming the various analysis patterns, the below findings and conclusions are established: 1.The PL are correlated with employee’s organizational commitment and turnover intention, but it is partial correlated with job performance 2.The authoritarian leadership of PL is both positively correlated with organizational commitment and job performance, and it is significantly with turnover intention. 3.The benevolent leadership is both significantly correlated with employee’s organizational commitment and job performance, but it is positively correlated with turnover intention. 4.The moral leadership is significantly correlated with employee’s organizational commitment, but it is positively correlated with turnover intention. 5.Employee’s organizational commitment is correlated to job performance. 6.Organizational commitment is positively correlated to employee’s turnover intention.