Leadership Style, Work in High Risk Environment-a Case Study of Organizational Commitment and Job Satisfaction -D Power Plant as an Example

• Main Authors: Donq-shoung Kang, 康棟雄
• Other Authors: Dr.Kuo-Qin Yan
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/46396181954794542164

碩士 === 朝陽科技大學 === 企業管理系碩士班 === 99 === Abstract March 2011, Japan northeast of 9.0 magnitude of large earthquake, damage Fukushima countless of building, personnel of casualties more is tragic, more attracted huge of tsunami invasion Japan, and chain reaction Fukushima Nuclear Energy Power Plant of nuclear fuel bar melt destroyed, and hydrogen explosion, leakage of radiation caused serious, radiation pollution floating to world States, effect farreaching, anti-view Japan Nuclear Energy Power Plant within sent so-called of 50 heroes, defending in Nuclear Energy Power Plant within, for urgent strain, each a bit guardian in power plant of staff are hold was will died of determined to, knows radiation pollution serious, has may because radiation exposure caused casualties, however, This group of brave soldiers are unafraid of death unexpectedly, Goes to determi- -nation of death, is rare. So power plant high risk working environment, job satisfaction and organizational leadership and organizational commitment research was the study of the high -est motives. This research to employees for the study of D-Power Plant, analytical style of leader- -ship and organizational commitment to the relationship between job satisfaction, to reach a study on generaliza tion of the results, this study questionnaire 194, effective reclamation questionnaire 184 and using analysis of variance and regression analysis for hypothesis testing. Job satisfaction for this research to strain, patterns of leadership and organizational commitment to change. (I). In the study of leadership style, found high risk work environme- -nts is based on performance of lead taken by the competent State Leadership、Leadership structure、Caring leadership ,that is led to performance considerations, common sense, power generation task is first and foremost, so performance-centered leadership is inevitable. (Ⅱ). study of job satisfaction, found high risk working environment between colleagues with high EQ, employees also get along well with the boss, the work itself can bring satisfaction, pay and benefits are also desirable, but for the promotion have no confidence in the system. (Ⅲ). Organization commitment of research, found high dangerous work environment colleagues has on organization efforts work of enthusiasm, and has learning new of technology of height wishes, but for continues to service wishes does not high, Exploring their home visit services causes people deep of the heart and the regional concept, if you can, with individual regional demand willingness to mobilize and recruit talent, and willingness to improve staff retention. Study finds (1).High concern leadership and high job satisfaction and retention of high commit- -ment. (2).Have a clear organizational structure and Division of powers to avoid conflicts among government departments, you can avoid the Division of duties conflict between States of ambiguity caused among colleagues. (3). Promoting high satisfaction, high retention commitment. (4).The sense of accomplishment, and potential opportunities for themselves, are more inspire personal willingness to stay on. Recommendations to leaders: 1. Care for the purposes of leadership: study finds high rendering care leadership and high job satisfaction and retention of high commitment. Therefore leaders should point with greater care staff with leadership, when an employee when you feel the caring leader will be proactive efforts of hard work, in gratitude for receiving help and encouragement by a superior return leader, particularly in high risk working environment of employees; competent caring leader- ship is absolutely essential purposes. 2. Establish a clear relationship between organizational structure, responsibilities and performance assessment system: study finds a clear organizational struc- ture and Division of powers to avoid conflicts among government departments, you can avoid the Division of duties conflict between States of ambiguitycaused among colleagues. Establishment of a fair and impartial performance appraisal system, a sound performance evaluation system of the Orga- nization, improve employee retention and commitment to the efforts of commitment. 3. Established fair just of staff promotion examination system: Research display D-Power Plant collea- gues for work satisfaction of of promotion satisfaction of quite of not satisfaction; Organization commitment in the, staff although has strongly of efforts commitment and the pursuit new of skills, but for continues to service D-Power Plant of wishes does not high; toupgrade colleagues of retention commitment, should established units of fair just and transparent of of staff promotion examination system, upgrade low of retention commitment. 4. Improve job satisfaction: study shows commitment to retention, with forecasts of job satisfaction and positive and significant effect. Sense of accomplishment, and potential opportunities for work, and more inspire personal willingness to stay on.