Y世代員工已經成為現在業界主要雇用的人力，雇用Y世代員工作為新進員工已變成一種趨勢，且台灣企業以中小型企業為主，流失一位好的Y世代員工將對公司造成損失，在這種大環境下如何運用合適的領導方式蔚為重要，如此才能保留住人才並提高其對公司的組織認同，本研究在探討企業採取轉換型領導方式與交易型領導方式是否對Y世代員工有不同組織認同的影響，研究結果可供主管、企業主管參考是否要採用轉換型領導方式，或交易型領導方式，以此提升Y世代員工對公司的向心力，並讓Y世代員工對其組織有更佳的觀感進而工作更賣力，而本研究也會用SPSS統計軟體分析轉換型與交易型領導風格何者對Y世代員工組織認同有較正面的影響。
Generation Y Employees are the most important human resources. Hiring Generation Y Employees become trend, and in Taiwan business models often build up by small or middle corporations.Losing Generation Y Employees cause corporations’ loses. On this environment .How to choice leadership style is more and more considerable.
Taiwan’s corporations use different leadership styles can effect Organizational Identification. The research result will show Transformational leadership style and Transactional leadership style which effect Generation Y Employees’ Organizational Identification. How to avoid Generation Y Employees quit their job, and let them increase Loyalty. And this research use SPSS software. It can show Transformational leadership style and Transactional leadership style which have better effect for the Generation Y Employees’ Organizational Identification.
