The Relationships among of Paternalistic Leadership, Organizational Identity, Job Satisfaction and Willingness of Retention for S.Y. Realty Inc.

• Main Authors: CHANG, CHUN-BI, 張鈞弼
• Other Authors: LIN, CHIU-CHUAN
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/b65y3e

碩士 === 長榮大學 === 經營管理研究所 === 107 === From the viewpoints of leadership styles and organizational commitment in human resource management and organizational behavior, this study intends to discuss the effect of supervisors’ paternalistic leadership styles on employees’ willingness of retention in real estate agents as well as the correlation with and impact on organizational identification. It is expected to provide managers or supervisors with better directions and planning for talent management. With questionnaire survey,stratified purposive sampling is used for distributing 207 copies of questionnaire. Deducting 36 invalid copies, total 171 valid copies are returned, with the effective retrieval rate 82.6%. SPSS 22.0 is applied to proceed the analysis in this study. Descriptive statistics, simple regression and hierarchy regression analysis are adopted in the analysis. The results show significantly positive impact of paternalistic leadership on willingness of retention, significantly positive impact of paternalistic leadership on organizational identification, significantly positive impact of organizational identification on willingness of retention, and mediation effects of organizational identification and job satisfaction in the relationship between paternalistic leadership and willingness of retention. Related suggestions and implications are also proposed in the study for the reference of managerial practice.