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博碩士論文 etd-0622106-100250 詳細資訊
Title page for etd-0622106-100250
論文名稱
Title
領導型態、激勵措施認知、工作滿意度與離職傾向之研究
The analysis of the relationship among leadership type, satisfaction, the tendency of resignation and motivators.
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
91
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2006-06-10
繳交日期
Date of Submission
2006-06-22
關鍵字
Keywords
激勵措施認知、領導型態、工作滿意度、離職傾向
incentives, leadership, tendency of resignation, motivaton, job satisfaction
統計
Statistics
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The thesis/dissertation has been browsed 5803 times, has been downloaded 7975 times.
中文摘要
如何留住人才一直是企業界關注的話題, 即使在眾人稱羨的公司工作, 還是會有人選擇離開, 主要的原因不外乎對現有工作不滿意或是其他個人因素, 而萌生離職念頭, 原因包含如主管領導型態、工作滿意度及對激勵措施的認知等, 都有可能促使員工放棄現有工作。 透過職場轉業分析報導與相關論文之探討, 發現領導模式與工作滿意有顯著的相關性, 員工對激勵措施的認知也會影響員工對工作的滿意度。 本研究透過問卷調查與分析, 瞭解有哪些激勵措施真能有效激勵員工, 同時也瞭解哪些領導技巧是能提升員工工作滿意度的。

本研究以商周1000大製造業, 鎖定六家高雄地區之間接員工為對象,共計發出問卷350份, 施測回收有效問卷296份,經差異、相關、迴歸等統計分析, 獲致如下研究結果:

一. 工作滿意度會因不同的領導型態而產生差異, 轉換型領導型態較交易型領導之正向影響程度高。
二. 工作滿意度會因為員工對不同的激勵措施之認知而產生差異, 內在激勵措施較外在激勵措施呈現正向影響。
三. 工作滿意度與離職傾向呈現負相關。






關鍵字: 領導型態、激勵措施、工作滿意度、離職傾向。
Abstract
The retention of talents has been one of the crucial topics for enterprises.
No matter how renowned the enterprise is, its employees might choose to resign. The causes or reasons of resignation could be many, either unsatisfied with current workplace or other factors, such as leadership of supervisors, job satisfaction, the recognition of incentives or motivation and so forth. Through career transition survey and the research of related thesis, we discovered that employees’ job satisfaction was profoundly involved with leadership. In the meantime, employees’ recognition toward motivators will influence their job satisfaction as well.

From the result of questionnaire survey and analysis, we understand what motivators can motivate employees to the most and what type of leadership can make employees feel more satisfied their jobs.

The samples of this research were from indirect production employees of six manufactures in Kaohsiung that were listed as top 1000 manufactures on Business Weekly magazine. 296 copies completed and returned from 350 questionnaires in total sent out. Through differential analysis, correctional analysis, regression analysis, the empirical findings of the present study are as the following:

1. The difference of job satisfaction will be occurred because of different leadership types. The positive effect from transformational leadership is stronger than from transactional leadership.
2. The difference of Job satisfaction will be resulted from employees’ recognition toward incentive measures and motivation. The positive effect from internal motivation is more significant than from external motivation.
3. The tendency of resignation is heavily impacted by job satisfaction.

Keywords: leadership, incentives, motivation, job satisfaction, tendency of resignation.
目次 Table of Contents
目錄
頁次
第一章 緒論………………………………………………...............................1
第一節 研究背景與動機….…………………………………………..…………1
第二節 研究目的………………………………………………………………...3
第三節 研究流程…………………………………………………………………4
第二章 文獻探討…………………………………………...................................5
第一節 領導型態……………………………………………………………..….5
第二節 激勵措施…………………………………………………………….....16
第三節 工作滿意度……………………………………………………………..25
第四節 離職傾向……………………………………………………………….28
第五節 轉換型及交易型領導與工作滿意之關係 ……………………….…..30
第六節 激勵措施之認知與工作滿意之關係…………………….………..…..31
第七節 工作滿意與離職傾向之關係…………………………..…..………….32
第三章 研究方法…………………………………………………..................34
第一節 研究架構……………………………………………………………….34
第二節 研究變項之定義與衡量…………………………………………….....35
第三節 研究假設..…………………………….………………………………..37
第四節 研究對象與抽樣方法………………………………………………….38
第四章 資料分析與研究結果……………………………………..................39
第一節 描述性分析…………………………………………………………….40
第二節 個案公司各構面之變異數分析結果……………………………………….45
第二節 因素分析…………………………………………………………….....50
第三節 信度分析..…………………………….………………………………..53
第四節 各構面之相關分析………………………………………………….56
第五節 個人屬性在各構面之變異數分析結果……………………………….58
第六節 迴歸分析……………………………………………………………….62
第五章 研究結論與建議……………………………………..........................67
第一節 研究結論…………………………………………………………….67
第二節 研究建議…………………………………………………………….....69
參考文獻…………………………………………………………...........................71
附錄………………………………………………………………………………...81
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