隨著金融市場自由化，國內外金融環境快速變化，銀行各項業務發展日益蓬勃，銀行不再是以前單純的金融業，正逐漸轉型為金融服務業，過去的銀行在管理上較趨被動，有時管理者不太需要與員工溝通，然而面臨環境壓迫下，組織必須要有創新的變革，在人力管理上也逐漸有所轉變。領導者的領導方式及企業內部組織氣候造成留任意願極大的影響。
本研究的主要目的在於以員工的角度來探討主管領導風格、組織氣候與留任意願間之關係研究，本研究以某公股民營F銀行為例，以北部地區分行為抽樣對象，發出問卷共計350 份，回收有效問卷共計294 份，回收率為84%。透過統計分析方法驗證後獲得結論如下：
1.轉換型領導風格對留任意願皆有顯著正相關。
2.交易型領導風格對留任意願皆有顯著正相關。
3.組織氣候對留任意願皆有顯著正相關。
最後，依據研究結果提出結論與建議，希冀提供業界與後續研究者之參考。
With the liberalization and changes in the global financial markets, the business scopes of the bank have expanded rapidly and been more service-oriented. In the past, the management structure in banks seems passive and the communications between supervisors and employees are rarely emphasized. Nevertheless, there should be more innovations and transformations as to human resource management when facing the pressure from the environment. The leadership styles of the management team and the organization climates have great impact on the retention intention of employees.
The purpose of this study is to investigate the relation among leadership style, or-ganization climate, and retention intention. We sampled 350 employees from the northern branches of F bank and received 294 pieces of valid data. The followings are the conclusion of this study:
1. Transformational leadership style has positive impact on retention intention.
2. Transactional leadership style has positive impact on retention intention.
3.Organization climate has positive impact on retention intention.
Finally, the conclusion and suggestion of this study are provided for the reference for the further study.
