本研究以傳統產業為例，探討轉換型領導風格、組織認同與留任意願關聯性之研究，並以問卷調查法作為本研究主要研究方法。首先，以便利抽樣方式進行針對新北市工業園區的傳產加工業內的員工共507位進行問卷調查，有效問卷回收率為94.9%。蒐集樣本資料以描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關和多元迴歸分析等方法來進行統計分析。
本研究結論如下：傳統產業員工對轉換型領導風格、組織認同、留任意願會因為員工的背景不同而有所差異。傳統產業員工對留任意願會因為員工的教育程度、服務年資、薪資水準而有所差異。休戚感構面、牽連感構面、忠誠感構面、疏離感構面分別對激勵領導構面、個人化關懷構面、智力啟發構面與留任意願具有部分中介效果，且休戚感構面對理想領導構面與留任意願也具有部分中介效果。
The study takes traditional industry as example to discuss the relationship among theory of transformational leadership, organizational identification and retaining intention. Firstly, the research utilized convenience Sampling method to let 507 employees from traditional-machining industry in New Taipei County to do questionnaire survey, and the percentage of effective questionnaires is 94.9%. The collected data are analyzed by descriptive statistics, independent samples t-test, one-way ANOVA, Pearson product-moment correlation coefficient, multiple regression analysis and other related methods. The main findings of the research are as below: employees from traditional industry have high-intermediate identification toward theory of transformational leadership, organizational identification, retaining intention, and it would be differentiated by their background differentials. Cohesion dimension, involvement dimension, loyalty dimension, alienation dimension, inspirational dimension, individualized consideration dimension and intellectual stimulation dimension play a partially mediate effect to retaining intention. Cohesion dimension and idealize leadership also play a partially mediate effect to retaining intention.
