A Study of the Relationships among Paternalistic Leadership, Organizational Commitment, Job Performance and Turnover Intention

• Main Authors: LIN, PO-NIEN, 林柏年
• Other Authors: CHEN, MING-SHIUN
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/53267363256102080002

碩士 === 國立臺北大學 === 企業管理學系 === 96 === 　　The research of leadership style shall not be limited to the widely accepted transformational leadership and transactional leadership, the concept of Paternalistic Leadership (PL) even plays a more popular role in the Chinese companies. This research focused the relationship among PL and the employee’s organizational commitment, job performance and turnover intention. 　　This research was completed by using sampling method and questionnaire. The total of 344 questionnaires were sent out and 214 valued questionnaires were collected to carry out the analysis. The statistical analysis was conducted by using SPSS statistic software. The series of reliability analysis, descriptive statistic, correlation analysis, stepwise multiple regression analysis, T-distribution analysis and single factor variables analysis were carried out. 　　Conforming the various analysis patterns, the below findings and conclusions are established:1.The PL are correlated with employee’s organizational commitment and turnover intention, but it is partial correlated with job performance.2.The authoritarian leadership of PL is both positively correlated with organizational commitment and job performance, and it is significantly with turnover intention.3.The benevolent leadership is both significantly correlated with employee’s organizational commitment and job performance, but it is positively correlated with turnover intention.4.The moral leadership is significantly correlated with employee’s organizational commitment, but it is positively correlated with turnover intention.5.Employee’s organizational commitment is correlated to job performance.6.Organizational commitment is positively correlated to employee’s turnover intention.