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    請使用永久網址來引用或連結此文件: https://irlib.pccu.edu.tw/handle/987654321/30192


    題名: 領導風格、心理契約與留任意願關係之研究
    A Study of Relationship among Leadership Styles, Psychological Contract and Employee Retention
    作者: 曹秀憶
    Tsao, Hsiu-Yi
    貢獻者: 國際企業管理學系碩士在職專班
    關鍵詞: 轉換型領導風格
    心理契約
    留任意願
    transformational leadership
    psychological contract
    employee retention
    日期: 2015-07
    上傳時間: 2015-08-13 14:32:47 (UTC+8)
    摘要: 因應國內外經濟與金融環境快速的變化,金融市場自由化,銀行的各項業務也隨之蓬勃發展,金融機構早已走向更精緻的金融服務。金融從業人員面臨更激烈的產業競爭及業績要求,人員流動率高。此時,領導者應如何與部屬建立心理契約,並提升其留任意願,以保有人力資本,為一項重要課題。本研究為探討轉換型領導風格、心理契約與留任意願間之關係,期望藉由本研究結果,提出建議供相關單位、主管及後續研究者參考。

    本研究係以金融產業從業人員為研究對象,採便利抽樣以問卷調查方式進行,共計回收有效問卷307份,有效回收率61.4%。並運用相關分析、迴歸分析等統計方法,進行研究分析,研究結果顯示:轉換型領導風格對留任意願有顯著正向影響;轉換型領導風格對心理契約有顯著正向影響,以及心理契約在轉換型領導風格與留任意願間存在著部份中介效果。
    With the rapid changes of the domestic and international economic environments as well as the liberalization of financial markets, financial institutions have developed toward providing diverse and more integrated financial services. As a result, financial practitioners have to cope with more intense competition and higher sales requirements, and the turnover rate among them is also on the rise. How should a leader in this indus-try build a psychological contract with employees and enhance their retention to main-tain the human capital of the organization is an important issue. The purpose of this study was to investigate the relationship among transformational leadership, psycholog-ical contract, and employee intention. Results and suggestions of this study could be a reference for related organizations, supervisors, and future researchers.

    The subjects were employees in the financial industry. A questionnaire was admin-istered using convenience sampling method. 307 valid responses were collected, result-ing in a valid response rate of 61.4%. Data were analyzed using correlation analysis and regression analysis. Results showed that transformational leadership was positively re-lated to employee retention to the level of significance; transformation leadership was positive related to psychological contract to the level of significance, and the relation-ship between transformational leadership and employee retention was partially mediated by psychological contract.
    顯示於類別:[企業管理學系暨國際企業管理研究所] 博碩士論文

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