A Study of the Leadership Style, Organizational Culture, Work stress, Organizational Commitment and Intention to Quit:a case study on the South of automobile salesman

• Main Authors: Jia-liang Jian, 簡嘉良
• Other Authors: Kuo-chung Huang
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/56143909274486783466

碩士 === 南華大學 === 企業管理系管理科學碩博士班 === 97 === 　　This study focused on the members of the leadership style of perception, work stress, organizational culture, organizational commitment arising from the left after the orientation, to the southern region of this study (Chiayi, Tainan, Kaohsiung and Pingtung) automotive business to study the samples convenience sample of personnel to give automotive business survey, issued 300 questionnaires, 208 valid questionnaires were valid questionnaires asked for the 69% yield. 　　 　　The purpose of this study to SPSS12.0 statistical package for data analysis and processing, the use of statistical methods of reliability analysis for the questionnaire to measure the internal consistency and stability, using factor analysis to find the relationship between the factors will be many factors grouped into a small number of dimensions, the use of correlation analysis of two variables measuring the relationship between the intensity of the use of regression analysis testing whether the five dimensions there are significant between the relations and intermediate results. The results showed that the authoritarian leadership style and a laissez-faire style of leadership style would have to leave the organization have a business idea, but the Democratic leadership can reduce the tendency to leave. Bureaucratic culture of organizational commitment does not help, but it will have a tendency to leave, and support an innovative culture-based organizations can increase the business of organizational commitment, thus reducing the tendency to leave. Therefore this study suggests that business executives should adopt a democratic style of leadership to the leadership of the staff, and look forward to the creation of organizations to shape and support the type of organizational culture in order to reduce the tendency to leave.