| 摘要: | 本研究主要的目的是找出影響員工「留任意願」的因素，作為企業留才的考量。本研究從員工視角來探討主管領導風格對員工留任意願的影響程度，再加入升遷機會來分析是否有差異。調查對象為台灣私人企業之在職員工，調查方式以網路電子問卷調查，共回收問卷 288 份。
研究結果顯示，主管領導風格對於員工留任意願具有影響力，主管領導風格若愈屬於德行領導及僕人式領導，則員工留任意願愈高。主管的領導風格若採用威權領導則對員工留任意願產生負向影響效果，不能提高留任意願。升遷機會對威權領導、仁慈領導以及德行領導與留任意願之間未產生干擾效果，相較之下主管領導風格較能穩定及影響員工的留任意願，所以，加強主管的領導能力對員工留任意願是有幫助的，期望本研究探討的結果能對企業管理實務上有幫助。
This research is focusing on finding employees’ decision criteria, whether one would consider long-term career path at a certain company, due to certain types of lead-ership, how categories of leadership are affecting employees’ career decision. With sta-tistics in how promotion opportunities may apply in this decision making, this research starts from an employee herself’s perspectives. Targeting employees in Taiwanese private company, by means of internet e-survey, we have retrieved 288 copies of feedback.
Results show, that supervisors leadership affects subordinates’ wish on staying long-term greatly. A tendency on subordinates considering long-term in one company is observed, if supervisor is of Benevolence Leadership, Moral Leadership, Servant Lead-ership. If a supervisor is of Paternalistic Authoritarian Leadership, subordinates’ ten-dency is otherwise. There is no interference effect on promotion opportunities between Authoritarian Leadership, Benevolent Leadership and German leadership, therefore, we conclude that enhancing leadership helps to maintain employees. With this research, we are hoping to assist cooperates when it comes to human resource management. |
