| Summary: | 碩士 === 國立臺北大學 === 企業管理學系碩士在職專班 === 105 === In the era that enterprises pursue globalization and information becomes more transparent, not only the opportunity for employee to change career path has been increased, relevant process has also become much easier than before. Every company looks for good talent, some even poach talent from other companies by offering better working condition. As a result, it has become crucial for a leader to apply appropriate leadership in order to bring down turnover intention of talent so as to retain talent and to empower talent to devote into work, which eventually bring up the competitiveness and performance of enterprise.
The purpose of this study was to investigate the relationships between transformational leadership style and turnover intention, and also use the job involvement as a mediator. This research targeted on the employee of enterprises located in Taiwan, 264 samples in total were returned. The study adopts the following statistical analysis techniques: The reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the correlation analysis, and the hierarchical regression analysis. The finding were as follows: 1. Transformational leaderships show significant negative effects on the turnover intention; 2. Transformational leaderships show significant positive effects on the job involvement; 3. Job involvement show significant negative effects on the turnover intention; 4. Job involvement has mediated effect between transformation leadership style and turnover intention.
This study concludes by discussing for the implications of major findings, which would be a reference to the academy, and make suggestions for further studies.
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