- 學位論文
轉換型領導對工作績效影響研究─以IC Design House 研發人員為例
The Impact of Transformational Leadership on Job Performance - By Example of IC Design House
摘要
IC設計產業面臨同業競爭，研發部門人才留任與否，研發部門主管若只是單憑技術領導的管理，的確會少了部門團隊的驅動力，在領導效益上似嫌薄弱，有效能的領導帶動組織績效、部門績效，應該是以轉換型領導和技術領導相輔相成來領導，更能滿足員工需求。擁有共同願景；創造價值共享成果，轉換型領導以強調企業之願景，關懷員工發展，鼓勵員工自我提升，這已經形成一個領導主流，而轉換型領導領域大多聚焦於Bass＆Avolio學說，致力於激發潛在能力並提供優良工作環境持續性技能發展。以留住優秀人才，強化對組織的認同為主，是企業組織重要經營課題。研究結果發現: IC Design House研發部門之研發主管，將轉換型領導之功能發揮到淋漓盡致，則會與組織承諾互相緊密連結，而組織承諾可加強員工對組織的認同感，樂於與同儕伙伴的激勵，更捨得於個人私利，超越到部門組織共同利益，簡單的說，轉換型領導者提出對組織的目標與願景，與部門組織共同成長。 本論文研究的領導模式帶動整體的工作態度(包含組織承諾、工作投入、工作滿意)，當員工所面臨工作環境挑戰，整體的工作態度表現越好，其工作績效、留職意願越強因此，探討領導風格(轉換型領導)影響工作態度(包括組織承諾、工作投入、工作滿意、)、行為意圖(留職傾向)、工作表現(工作績效)。
並列摘要
Amid the challenges of the IC design industry, the key factor of an outstanding engineer turnover rate is in the Research and Development Department. However, the technical leadership of a leader sometimes weakens the driving force in a department. Only with the effective organization performance and sector performance can a department achieve better results. In other words, the corporation between transformational leadership and technical leadership can satisfy staffs’ necessities. Be holding a common vision, creating mutual benefits, and sharing the performances, transformational leadership focuses on the vision of an enterprise, takes care of the development of employees, and cheers up group members’ self-promotion. This has become a mainstream of management, as opposed to the transactional leadership focusing on the values of exchanging rewards and the command management. Hence, the transformational leadership is easier to obtain group member’s coherence and corporation than the transactional leadership. Obviously, the conclusion is supported by many researchers’ prediction, also verified by actual investigations. This study sheds lights on the histology of technology industry. Most parts of the transformation leadership are based on the Theory of Bass & Avolio, which includes four major concepts: Charisma leadership, Inspiration motivation leadership, Intellectual stimulation leadership and Individualized consideration leadership. Key traits of the transformation leadership are to create better personal characteristics, fair and decisive attitude to handle business and good communication with group members. Besides, the most important is that it can inspire employees’ potential and provide a better working condition to make technology keep developing.