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探討組織文化、主管領導風格與員工留任意願之研究—以電子零組件製造業為例

The Relationships among Organizational Culture, Leadership Style and Employee Retention- A Case of the Electronic Components Manufacturing Industry

指導教授 : 陳蓁逸 高一誠
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摘要


「員工是企業最重要的資產」許多企業的領導者喜歡把這句話掛在嘴邊,同時,這也是人力資源管理者的信條。對企業而言,人才是推動企業永續成長最重要的關鍵因素,在全球競爭的時代,企業若要具有競爭優勢則必須留住核心關鍵人才,關鍵人才的流失除了會影響到企業的經營與成長外,所耗費的成本也是難以估算,尤其是台灣目前正面臨到勞動力短缺的局面,企業為了人才難尋的問題苦惱,要如何留住人才就顯得更加重要。本研究之主要目的,在探討組織文化與主管領導風格對於台灣北部電子零組件製造業的從業人員留任意願之影響。 本研究對象是依據行政院主計總處所編定的「中華民國行業標準分類」第10次修訂(105年1月)定義之電子零組件製造業從業人員為研究對象,經由文獻蒐集整理後,藉此瞭解台灣北部電子零組件製造業的從業人員留任工作意願之現況,本研究問卷來源為網路發送,回收共計247份問卷,透過結構方程式模型PLS-SEM軟體進行統計資料分析。研究結果顯示:(一)官僚型與支持型組織文化對員工留任意願具有正向顯著影響;(二)轉換型主管領導風格對員工留任意願具有正向顯著影響;(三)創新型與支持型組織文化對轉換型主管領導風格具有正向顯著影響;(四)創新型與支持型組織文化對交易型主管領導風格具有正向顯著影響。 本研究最後根據建立之架構與實證結果,提出管理實務上之看法與建議,以期可供電子零組件製造業管理者及未來學術研究上之參考。

並列摘要


“Employee is the most important asset for an enterprise.” A lot of leaders in the enterprise repeat this sentence endlessly. Meanwhile, it’s also a principle for the human resource executive. As far as the enterprise is concerned, personnel is the most essential factor to promote sustainable growth in the enterprise. In the global competition era, if the enterprise wants to have a competitive advantage, it has to retain core personnel. Not only will the brain drain affect the management and growth of the enterprise, but it also results in large costing, which is hard to estimate. The enterprise’s troubles and annoyance of seeking talented personnel reflect the importance of retaining talented in the enterprise. The main purpose of this study is to explore the influence of organizational culture and executive leadership style on the willingness of employees in the electronic component manufacturing industry in northern Taiwan to stay on. The subjects of the study were employees working in the electronic components manufacturing, which was defined by the 10th amendment, revised by DGBAS, Executive Yuan (Jan 2016). After the collection and organization from literature, it reflected the current staying intention of electronic components manufacturing personnel in Northern Taiwan. The questionnaire was conducted through the Internet, and 247 responses were collected. The analysis of statistical data used the PLS-SEM software. The results revealed : (1) Bureaucratic culture and supportive organizational culture has a positive and significant effects on employees retention.(2) Transformational leadership has a positive and significant effects on employees retention.(3) Innovative culture and supportive organizational culture has a positive and significant effects on transformational leaderships.(4) Innovative culture and supportive organizational culture has a positive and significant effects on transactional leaderships. This study finally puts forward the views and suggestions on management practice based on the establishment structure and empirical results, so as to be used as a reference for the managers of electronic component manufacturing and future academic research.

參考文獻


一、中文文獻
丁虹(1987),企業文化與組織承諾之關係研究,國立政治大學企業管理研究所博士論文。
王德順(2011),企業管理概要,第二版,台北市:五南圖書出版。
王慈惠(2014),領導風格、工作動機與留任意願關係之研究,中國文化大學國際企業管理學系碩士論文。
王韻羚(2017),探討組織生涯管理與組織信任對員工留任意願之影響-以台灣連鎖餐飲業為例,國立中山大學企業管理學系研究所碩士論文。

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