| Summary: | 碩士 === 國立嘉義大學 === 管院碩士在職專班 === 106 === In the past, Taiwanese society was basically man-oriented. With the open society and the women’s self-awareness, many modern women have generally entered the workplace. In the wakes of several organizational emphases on interpersonal relationships, teamwork and other related issues, women had the advantages of flexibility and sensitivity. It often leads to the more and faster promotion opportunities, for the women’s leadership in the workplace. The issue of female leaders became noticeable in the meanwhile.
However, previous researches related to the female leadership styles were limited. In general, the stereotypes of female leaders still exist. Many people of us believed that women are indecisive, emotionally affective, and often burdened with the upbringing of their children. The organizational operation performance is usually the sum of the employees' work performance, and their work performance is different based on the job satisfaction level.
Therefore, this study focused on the subjects of the female managers working in the bank. Regression analysis was used to conduct the relevance between the work performance and job satisfaction on the leadership of the female managers. The questionnaire was issued on February 26, 2018. Questionnaires were distributed to the female managers leading the Bank F, which had 62 branches over a year. Questionnaires were sent basing on the ratio of the expected number of questionnaires over the population. The actual number of sent questionnaires was 361 and 339 of them were recovered. The recovery rate was 94.18%. There were 34 invalid and 305 valid questionnaires respectively, bringing along the effective questionnaire rate of 84.49%.
The results are shown as follows:There is a significantly positive relationship between the transformational leadership styles of female managers and the employees' job satisfaction;There is a significantly positive relationship between the transactional leadership styles of female managers and the employees’ job satisfaction;There is a significantly positive relationship between the participatory leadership styles of female managers and the employees’ job satisfaction;There is a significantly positive relationship between the transformational leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the transactional leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the participatory leadership styles of female managers and the work performances of the employees;There is a significantly positive relationship between the employees’ job satisfaction and the work performances.
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