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博碩士論文 etd-0707111-112925 詳細資訊
Title page for etd-0707111-112925
論文名稱
Title
主管領導風格與薪酬滿意度對離職傾向的影響
The study on the relationship between Leadership styles,Compensation Satisfaction and Turnover Itention
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
67
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
2011-06-02
繳交日期
Date of Submission
2011-07-07
關鍵字
Keywords
離職傾向、薪酬滿意度、轉換型領導、交易型領導
Compensation Satisfaction, Turnover intention, Transitional leadership, Transactional leadership
統計
Statistics
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中文摘要
銀行業受到2008金融海嘯的狂襲後,已逐漸走出陰霾。台灣自從簽訂了MOU(Memorandum of Understanding)及ECFA(Economic Cooperation Framework Agreement),未來的競爭對手不只是國內的金控銀行或外商,也包括了中國大陸的銀行業者。因此留住企業的優秀人才成為了銀行業目前當務之急。
本研究以主管領導風格作為對員工離職傾向之前因變項,同時亦進一步分析薪資滿意度是否在上述其影響中產生中介效果。俾以探討不同主管領風格對銀行人員之離職傾向的影響,並分析銀行人員薪酬滿意度對離職傾向的中介效果。
本研究計發放問卷300份,回收有效問卷224份,有效問卷回收率75%。在經過相關分析、迴歸分析後,主要結果如下:
一、交易型領導風格主管會對薪酬滿意產生正向且顯著的影響。
二、轉換型領導風格主管會對薪酬滿意產生正向且顯著的影響。
三、薪酬滿意度會對離職傾向產生負面且顯著的影響。
四、員工薪酬滿意在交易型領導對離職傾向的影響關係中,扮演完全中介效果的角色。
五、員工薪酬滿意在轉換型領導對離職傾向的影響關係中,扮演中介效果的角色。
Abstract
The banking industry has been gradually stepped out of the shadow of the financial crisis of year 2008. After the MOU (Memorandum of Understanding) and the ECFA (Economic Cooperation Framework Agreement) were executed, the banking industry of Taiwan will be facing competitions from not only domestic financial holding banks or foreign banks, but also banks from China. Thus, retaining talents has become the first priority to the banking industry.
This research sets styles of leadership as the variable for the turnover intention in while further analyzing whether compensation satisfaction has intermediate effect to the aforesaid variable. 300 questionnaires were distributed and among which 224 effective questionnaires were collected for this research. After correlation analysis and regression analysis, the primary study results are:
(1)Supervisors with transactional leadership style have positive and significant effect to satisfaction over compensation.
(2)Supervisors with transitional leadership style have positive and significant effect to satisfaction over compensation.
(3)Satisfaction over compensation has negative and significant effect to the tendency of resignation.
(4)For the effect by the transactional leadership style to the tendency of resignation, satisfaction over compensation has complete mediation.
(5)For the effect by the transitional leadership style to the tendency of resignation, satisfaction over compensation has intermediate effect.
目次 Table of Contents
論文審定書 i
誌 謝 ii
論文摘要 iii
Abstract iv
目 錄 v
圖 目 錄 vi
表 目 錄 vii
第一章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 3
第一節 薪酬 4
第二節 薪酬滿意 6
第三節 主管領導風格 10
第四節 離職傾向 17
第三章 研究方法 25
第一節 研究架構 25
第二節 研究假設 26
第三節 研究變項操作型定義與測量工具 27
第四節 研究對象與抽樣方法 32
第五節 資料分析方法 33
第四章 資料分析與研究結果 35
第一節 敘述性統計分析 35
第二節 量表之信度分析 38
第三節 相關分析 40
第四節 迴歸分析 43
第五章 結論與建議 48
第一節 主要發現與討論 48
第二節 管理意涵 50
第三節 研究限制與建議 52
參考文獻 53
附錄 57

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