轉換型領導者對員工工作滿意度與組織忠誠度之影響以越南企業為例

The Influence of Transformational Leadership on Employees' Job Satisfaction and Organizational Loyalty in Vietnam Enterprises

武氏明賢(Vu Thi Minh Hien)

指導教授 ： 吳全成

義守大學/管理學院/企業管理學系/碩士(2014年)

https://doi.org/10.6343/ISU.2014.00218

摘要

本研究目的旨在瞭解越南轉換型領導者之影響力及不同性別領導者對員工滿意度與忠誠度之影響，並且工作滿意度對組織忠誠度之影響。鑑於轉換型領導、滿意度，忠誠度以及此三變項間之關係之基礎理論，謹提研究模型及研究假說。本研究分為兩個階段：第一、 透過探索性研究中的定性方法重新設定轉換型領導、滿意度、忠誠度等三個變數的測量方式；第二、本研究以越南地區企業員工作為研究樣本，進行發放問卷（其中有效問卷357份），隨後採取敘述性統計量研究中的定量方法究進行研究，並運用IBM SPSS 19 軟體進行評估、衡量量表以及檢定假說。
本研究對轉換型領導者量表輸入20個變量、結果8個變量被淘汰、剩下的12個變量將萃取組成兩個因素。滿意度量表被萃取成1個因素，以及忠誠度量表被萃取成1個因素。再者，本文提出新研究模式與4個概念及9個假說。其後之模型驗證及假說檢定的結果發現：(1) 關懷-啟發因子（IC-IS）對於員工工作滿意度（JS）與忠誠度（EL）有顯著正向影響; 鼓勵-理想化因子（IM-IA）對於工作滿意度和忠誠度卻不顯著; (2) 帶有IC-IS因素的女性領導者對於工作滿意度與組織忠誠度比男性領導者擁有強大的影響力，而帶著IM-IA因素產生的結果卻無顯著; (3) 工作滿意度與組織忠誠度具有緊密關係（0.747）; 本研究發現工作滿意度可以作為作轉換型領導與忠誠度之間的完全中介變項。最後，針對越南轉換型領導者所提出建議，作為改善員工工作滿意度與組織忠誠度之參考。

關鍵字

轉換行領導 ； 工作滿意度 ； 組織忠誠度 ； 越南企業

並列摘要

This study aims to examine the influence of transformational leadership; the influence of leader’s gender on satisfaction and loyalty of office staffs working in Vietnam; and the influence of satisfaction on loyalty. On the basic of theory related to transformational leadership, satisfaction, loyalty and relationship among them, the study construct several models and research hypotheses. The study was conducted over two phases. Phase 1, conducting exploratory research by qualitative method to re-define the scale for transformational leadership, satisfaction and loyalty; Phase 2, conducting descriptive research by quantitative methods with data used in the study were collected from questionnaires (with 358 valid samples) which had sent to office staffs who are working in Vietnam. The study used IBM SPSS 19 statiscal software package for evaluating, testing scale and hypotheses.
As a result, the transformational leadership scale with 20 input variables,among them 8 variables are eliminated and the remaining 12 variables are extracted into 2 factors. The satisfaction scale is extracted into 1 factor, and the loyalty scale is extracted into 1 factor. The thesis has a new research model with 4 concepts and 9 hypotheses. Model tests and hypotheses yield results as follows: (1) Consideration-Stimulation factor (IC-IS) has a positive influence upon the satisfaction (JS) and loyalty (EL) of the employees; the influence of Inspiration-Idealization factor (IM-IA) upon JS and EL has no statistical significance; (2) female leaders with IC-IS factor exert more significant influence upon JS and EL than their male counterpart, while IM-IA factor yields results with no statistical significance; (3) JS has a tight relationship with EL (0.747) and JS can be considered as a total mediator variable between transformational leadership and loyalty.
In sum, the research has shown the influence of transformational leadership factors upon the satisfaction and loyalty of the employees; judgments, assessments of employees on approach method of transformational leadership, job satisfaction and organizational loyalty. Build on this results, the thesis presents suggestions in order to enhance the transformational leadership style and increase the satisfaction and loyalty of employees.

並列關鍵字

Transformational leadership ； Job satisfaction ； Organizational loyalty ； Vietnam enterprises

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