主管領導風格、員工工作滿意度與留任意願的相關研究-以某食品公司為例

• Main Author: 鄭怡雯
• Other Authors: 李隆盛
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/06573270927561621820

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系人力資源碩士在職進修專班 === 99 === The food manufacturing industry is affected by the recent changes in the food and beverage market. Employee retention has become an important issue to remain competitiveness in this industry. The employee turnover rate continues to rise in the case company of this study, and it has apparently influenced the company’s sales performance. In order to maintain a competitive advantage in the food manufacturing industry, the company has to effectively conduct supervisors’ leadership to increase employee job satisfaction and retention rate. The researcher intends to help solve the company’s problem of too high employee turnover rate. Thus, the purpose of this survey study was to explore relationships between supervisor’s leadership style, employee job satisfaction, and employee’s willingness to retain. The survey subject of this study was sales representatives in the case company. 250 questionnaires were sent out and 205 valid ones were obtained. The data collected were analyzed by means of statistical methods such as correlation and regression. Consequently, the following findings are obtained: (1) Significant positive correlation exists between supervisors’ consideration as well as initiating structure leadership and employee job satisfaction. (2) Significant positive correlation exists between supervisors’ consideration as well as initiating structure leadership and employee’s willingness to retain. (3) Significant positive correlation exists between employee’s intrinsic, extrinsic the intrinsic and general satisfaction on job and willingness to retain. (4) Supervisor’s extent of consideration leadership can be used to predict employee’s willingness to retain and job satisfaction. (5) Employee’s job satisfaction has higher power than intrinsic satisfaction and general satisfaction to predict employee’s willingness to retain. (6) Employee’s job satisfaction higher power than supervisor’s leadership styles higher power than. The following conclusion can be drawn from the above findings: In the case company, employee’s willingness to retain may increase if employees obtain better job external satisfaction and more supervisor’s consideration leadership.