| Summary: | 碩士 === 國立成功大學 === 高階管理碩士在職專班 === 95 === As the global economic changes become faster and faster, enterprises face competition that is fiercer than ever. Competition advantage is therefore crucial to business survival whereas manpower is essential in enhancing enterprises’ competitiveness and sustaining their competition advantage.
Recruiting is not easy for traditional industries during the past few years, especially for the labour-intensive construction industry. As a country’s fundamental industry, construction business can affect a wide range of industries which wins the industry the name, locomotive industry. Accordingly, this thesis is to investigate the case of construction industry.
Construction industry is highly labour intensive. Other than recruiting activities, it has to focus on retention strategies such as reward system, employee benefits and employee relationship to sustain its competitiveness. Nevertheless, when retention, employee morale or performance results fall short of expectation, reward system, benefit or other management systems’ designs are usually to be blamed. In fact, employee’s turnover rate, satisfaction and performance are influenced dramatically by organization climate, leadership style, and their interaction with supervisors.
To achieve organizational goals, enterprises need correct operational strategy, strong implementation ability, and more importantly a complete system. Supervisors from all levels that are responsible for implementing systems play roles. critical Subordinates’ behaviors, performance and morale are under their influence. Generally speaking, construction industry is an industry full of human touch in which the relationship between leaders and subordinates is much more influential than regulations. Besides, each organization has its unique organization climate that deeply affects employees’ ethical values.
The study aims to investigate the relationship between organization climate, supervisor’s emotional intelligence, LMX, employee satisfaction, and performance to see whether the first two will affect job satisfaction and performance via LMX’s mediation effects and if different employees’ and enterprises’ characteristics will make significant differences on organization climate, supervisor’s emotional intelligence, LMX, job satisfaction, and performance.
Through regression analysis, the research shows that there are positive correlations between organization climate, supervisor’s emotional intelligence, leader-member exchange relationship and job satisfaction as well as performance. Also, the path analysis indicates there are significant mediation effects between leader-member exchange relationships. The leader-member exchange relationship is key to organization climate, supervisor’s emotional intelligence against job satisfaction and performance respectively and the latter two factors can be enhanced by means of changing LMX.
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