Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/125110
題名: 大學圖書館館員離職傾向及其與主管領導風格 、館員工作鑲嵌相關研究
Study on trnover intention for academic librarian and its relationship with leadership style of directive supervisor and job embeddedness in Taiwan
作者: 林均憶
Lin, Chun-Yi
貢獻者: 王梅玲
Wang, Mei-Ling
林均憶
Lin, Chun-Yi
關鍵詞: 大學圖書館
離職傾向
領導風格
工作鑲嵌
圖書館員
Academic library
Turnover intention
Leadership style
Job embeddedness
Librarian
日期: 2019
上傳時間: 7-Aug-2019
摘要: 近年來社會環境的變遷,使得大學圖書館員面對不同於以往的職場環境,也須面臨離職的考量。在企業界的調查顯示有許多人是因為不滿意主管的領導風格而想離職,而大學圖書館員的離職原因何在,且若已有離職念頭是甚麼因素未實際付諸行動。因此,本研究目的在瞭解大學圖書館員的離職傾向與主管領導風格、館員工作鑲嵌的相關性為何。希望藉此研究降低大學圖書館員的流動率,使組織得以發揮效能。\n研究設計架構以主管領導風格為自變項;館員離職傾向為依變項;館員工作鑲嵌為干擾變項;館員個人屬性為人口變項。透過問卷調查法針對國內127所大學圖書館的1,554位館員進行調查,藉由獨立樣本T檢定、Pearson相關係數、單因子變異數及階層迴歸等方式進行分析,得到以下結論:(一)大學圖書館有近半數的館員產生離職念頭且個人屬性確實影響館員的離職傾向。(二)大學圖書館高體諒高體制領導風格的主管佔多數,且若主管為低體諒的領導風格容易讓館員產生離職念頭。(三)館員與所服務的圖書館鑲嵌關係愈緊密,離職意願會愈低,且會影響原本因對於主管領導行為不滿而產生的離職念頭。(四)館員個人屬性對於主管領導風格、工作鑲嵌有所影響。\n針對研究結果提出以下建議:(一)大學校方任命主管時宜加以考量其領導能力,且人事單位應辦理領導知能相關研習課程;私立大學應給予職員足以安心的福利、薪資及升遷制度。(二)大學圖書資訊相關系所宜開設領導專業相關課程;圖書資訊相關學會可舉辦領導技能研習或工作坊。(三)大學圖書館的主管應充實自身領導相關知能,重視與組織成員間的相互關係,協助成員提升與組織間的鏈結程度並強化館員的工作滿意度。
Recently, the changes in the social environment have made it necessary for academic librarians to face the different workplace environments in the past. Surveys from industry show that many people want to resign because they are dissatisfied with the leadership style of the supervisor. In order to understand the reason of turnover for academic librarians, and what factors have not actually been put into action if there is a turnover idea. Therefore, the purpose of this study is to explore the turnover intention for academic librarians and Its leadership with Leadership style of directive supervisor and job embeddedness in Taiwan. It is hoped that this study will reduce the turnover rate of academic librarians and enable organizations to be effective.\nThe research structure is based on the leadership style as the independent variable; the librarian`s turnover intention is the dependent variable; the librarian’s job embeddedness is the moderating variable; the librarian’s personal attribute is the demographic variable. Data for the study come from a questions survey of 1,554 librarians from 127 academic libraries in Taiwan. Results shows: (a) Nearly half of the librarians in the academic library had a turnover intention and personal attributes did affect the librarian`s turnover intention. (b) The leadership style for High-consideration and high-initiating stricture is the majority of supervisors of the academic library`s. If the supervisor is a low-conformity leadership style, it is easy for the librarian to have a turnover intention. (c) Being higher embeddedness between the librarian and the library, the lower the willingness to turnover, and the impact of the turnover intention that was originally caused by dissatisfaction with the leadership behavior. (d) The personal attributes of the librarians have an impact on the leadership style and job embeddedness.\nThe following suggestions are made for the research results: (a) The universities should consider the leadership ability when appointing the supervisor; the personnel section should host the relevant courses of leadership knowledge; the private university should offer the staff sufficient welfare, salary and promotion system. (b) The department of library and information of the University should be provided with relevant courses on leadership; the library information related Society can hold leadership skills training and workshops. (c) The supervisor of the university library should enrich the relevant knowledge of its own leadership, attach importance to the relationship with the members, assist the members to improve the degree of linkages with the organization and strengthen the job satisfaction of the librarians.
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描述: 碩士
國立政治大學
圖書資訊學數位碩士在職專班
106913006
資料來源: http://thesis.lib.nccu.edu.tw/record/#G0106913006
資料類型: thesis
Appears in Collections:學位論文

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