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題名 人格特質、領導模式與組織承諾之研究： 以A銀行為例
A study of Personality Traits, Leadership Models and Organizational Commitment-Taking A Bank for example作者 蔡孟霞
Tsai, Meng-Hsia貢獻者 詹文男<br>尚孝純
Tsan, Victor<br>Sang, Shari S. C.
蔡孟霞
Tsai, Meng-Hsia關鍵詞 人格特質
轉換型領導
交易型領導
組織承諾
Personality traits
Transformational leadership
Transactional leadership
Organizational commitment日期 2022 上傳時間 1-Mar-2022 16:52:06 (UTC+8) 摘要 早期在銀行上班被稱為「捧著金飯碗」，隨著金融自由化，金融業的競爭加劇，民國110年純網銀加入營運後，對於金融業的衝擊越來越大。根據報載近3年未滿30歲的銀行員離職屢創新高，公股行庫也不例外。很多研究發現企業文化是影響員工價值觀的最主要因素，而主管即是傳達企業文化的直接媒介，透過他們管理技有助於穩定員工情緒，激勵他們投入工作，提升服務品質的提升。根據Heskett et al., 的服務價值鏈強調滿意的員工才有滿意的客戶，留任優質員工有助於提升生產力，該理論中未納入主管的管理方式，本研究擬探討主管領導與員工組織承諾之關係。本研究之對象Ａ銀行為一家官股銀行，擬探討不同的人格特質的行員及不同主管的管理方式下，對組織忠誠度及投入情形。研究結果發現：1.不同人格特質對組織承諾確實呈現不同影響，具嚴謹性、友善性、外向性特質的員工呈現正向關係，神經質及開放性格特質的人則呈現負相關。2.轉換型領導對組織承諾有正向的關係，即具親和力、善用激勵工具的主管對於提升員工投入及留任呈現正向關係。3.交易型領導除善用目標及奬勵外，更需要動態管理才能對組織承諾產生正向的關係，若採放任式管理則產生反效果。根據上述研究結果，不同人格特質對於組織承諾有不同的反應，若是能根據不同人格特質，透過不同的領導模式，不僅可達到激勵效果，也有助於提升員工留任意願。
Working in a bank was a good job in the past. With the liberalization of finance, the competition in the financial industry has intensified. After pure online banking joined in the 2021, the impact on the financial industry has become more and more serious. According to reports, staffs resigned under the age of 30 have a record high in the past three years. Corporate culture is the most important factor affecting employees, and supervisors are the media to convey corporate culture. Through their management skills can help stabilize employees` emotions and improve service quality.According to Heskeet et al., (1994) “the service value chain” emphasizes that employees satisfied will improve customers satisfaction, retaining high-quality employees helps to improve productivity. But this theory does not discuss about the management style of supervisors and personality traits. This study intends to explore employees`s loyalty and commitment under different personality traits and management styles of supervisors. The research results found that:1. Different personality traits do have different effects on organizational commitment. Employees with conscientiousness, friendliness, and extroversion have a positive relationship, while those with neuroticism and openness have a negative relationship.2. Transformational leadership who use affinity and motivation-inspired has a positive relationship with organizational commitment.3. Transactional leaders not only good use of goals and rewards, also need dynamic management to have a positive relationship with organizational commitment. Laissez-faire management will have the opposite effect.According to the above research results, treat different personality traitsif using different leadership models, not only achieve the motivational effect, but also help to improve employees` willingness to stay.參考文獻 中文部分：書 籍1.吳秉恩(1984)。組織行為學，台北，華泰出版社。2.郭崑謨(1993）。管理學，台北，華泰出版社。期刊論文3.王雪鳳、 楊豐華、羅月英 、楊慧滿(2016)･護理人員酬勞公平、工作滿足及離職意圖相關因素之探討･弘光學報，78，203-221。4.李仁豪、鍾心瑜(2020)。中文版簡式「五大人格量表」BFI的發展。測驗學刊，67(4)，271-299。5.吳靜吉、林合懋(1988)。轉型領導量表與交易型量表的建立。測驗年刊，45(2)，57-87。6.黃敏萍、林姿葶、鄭伯壎、梁瑋均(2012)。華人企業組織中的魅力領導：有概念分析到量表建構。管理學報，29(4)，307-331。博碩士學位論文7.史昀(2020)。工作壓力、激勵制度與離職傾向關係之研究-以A壽險公司電話行銷業務員為例。國立臺灣師範大學科技與工程學院科技應用與人力資源發展學系碩士論文。台北。8.李侑翰(2020)。交易型領導、組織氣候、工作壓力、組織文化與工作績效關聯之研究-以某機械公司為例。長榮大學管理研究所碩士論文。台南。9.李坤宗（2016）。組織變革知覺、工作不安全感、工作壓力及離職傾向關係之研究-以社會支持為調節效果。國防大學管理學院資源管理及決策研究所碩士論文。台北。10.林合懋(2000)。國民小學校長的成就目標、終身學習經驗、轉型領導與其多元智慧學校經營理念之關係。國立政治大學教育學系博士論文。台北。11.邱獻弘(2020)。Lewin變革理論的實務驗證與精緻化：FG企業的組織變革經驗。國立中正大學企業管理研究所博士論文。嘉義。12.柯俊安(2013)。人格特質對組織不當行為關聯之研究。銘傳大學國際企業學系碩士班碩士論文。台北。13.陳金志(2015)。領導風格與組織信任對金融業務人員留任意願之研究-以F金控銀行為例。世新大學資訊傳播學研究所碩士論文。台北。14.陳秀雯(2013)。不同組織文化、領導行為對組織不當行為的影響。真理大學企業管理學系碩士論文。台北。15.陳添丁(2018)。國民小學校長學習領導、學校組織學習與教師教學效能關係之研究。國立政治大學教育學系博士論文。台北。16.張志誠(2020)。領導行為、真誠領導、信任感與員工滿意度關係之研究。國立交通大學管理學院管理科學學程碩士論文。新竹。17.卓玲聿(2002)。策略性人力資源、組織文化與組織績效之關係-以金融業為例。國立成功大學工業管理研究所碩士論文。台南。18.夏偉傑(2015)。桃園市國民小學校長賦權增能領導行為、教師專業學習社群與教師組織承諾關係之研究。國立政治大學教育行政與政策研究所碩士論文。台北。19.彭以真(2015)，策略性張慕貞才之關鍵成功因素探討-以金融產業為例。國立中央大學人力資源管理研究所碩士論文。桃園。20.葉舜豪(2020)。知覺組織支持、工作滿足感與職場偏差行為之關聯探討-以澎湖縣公共車船船管理處為例。國立中山大學公共事務管理研究所在職專班碩士論文。高雄。21.趙珮伃(2005)。主管領導行為與員工工作滿意之關聯性探討。國立中央大學人力資源管理研究所研究論文。桃園。22.蔡秋月(2013)。護理師需求強度與組織承諾、工作滿足的關係：需求困擾的調節效果。國立成功大學教育研究所博士論文。台南。23.蔡孟霞(2004)。內部服務品質、員工滿意度、組織承諾及顧客導向關係之研究-以A銀行為例。國立臺北科技大學商業自動化與管理研究所論文。台北。24.蔡崑源(2001)。加工區華進集團員工滿意度、工作投入、組織承諾與離職意願之研究。國立中山大學企業管理研究所碩士論文。高雄。網際網路25.中央銀行金融統計月報。民國110年11月，https://www.cbc.gov.tw26.金融監督管理委員會，銀行局全球資訊網，https://www.banking.gov.tw27.關於兆豐，民國110年12月3日，https://www.megabank.com.tw/about英文部分：書 籍28.Bass, B. 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"Structural Equation Models with Unobservable Variables and Measurement Error - Algebra and Statistics." Journal of Marketing Research 18(3): 382-388.53.Goldberg, L. R. (1993). "The Structure of Phenotypic Personality-Traits." American Psychologist 48(1): 26-34.54.Hersey, P. and K. H. Blanchard (1974). "So You Want to Know Your Leadership Style." Training and Development Journal 28(2): 22-37.55.Heskett, J. L., T. O. Jones, G. W. Loveman, W. E. Sasser and L. A. Schlesinger (1994). "Putting the Service-Profit Chain to Work." Harvard Business Review 72(2): 164-174.56.Le, T. T. and B. P. Le (2021). "Mediating Role of Change Capability in the Relationship Between Transformational Leadership and Organizational Performance: An Empirical Research." Psychol Res Behav Manag 14: 1747-1759.57.Likert, R. (1978). "Rensis Likert on managing human assets." Bull Train 3(5): 1-4.58.Likert, R. (1979). "Using Behavioral-Science." Harvard Business Review 57(5): 204-204.59.Mccrae, R. R. and P. T. 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(1990). "Education and the Role of Business." Training and Development Journal 44(1): 8-29.71.T, A. L. and H. Elamir (2021). "Organizational Culture, Quality of Care and Leadership Style in Government General Hospitals in Kuwait: A Multimethod Study." Healthcare Leadership 13: 243-254.72.Thomas, D. R. E. (1978). "Strategy Is Different in Service Businesses." Harvard Business Review 56(4): 158-165.73.Whyte, W. H. (1956). "Creative-Thinking and the Common Man .3. Creativity Vs Organization Life." Educational Leadership 14(1): 15-18. 描述 碩士
國立政治大學
經營管理碩士學程(EMBA)
108932101資料來源 http://thesis.lib.nccu.edu.tw/record/#G0108932101 資料類型 thesis dc.contributor.advisor 詹文男<br>尚孝純 zh_TW dc.contributor.advisor Tsan, Victor<br>Sang, Shari S. C. en_US dc.contributor.author (Authors) 蔡孟霞 zh_TW dc.contributor.author (Authors) Tsai, Meng-Hsia en_US dc.creator (作者) 蔡孟霞 zh_TW dc.creator (作者) Tsai, Meng-Hsia en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Mar-2022 16:52:06 (UTC+8) - dc.date.available 1-Mar-2022 16:52:06 (UTC+8) - dc.date.issued (上傳時間) 1-Mar-2022 16:52:06 (UTC+8) - dc.identifier (Other Identifiers) G0108932101 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/139166 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 經營管理碩士學程(EMBA) zh_TW dc.description (描述) 108932101 zh_TW dc.description.abstract (摘要) 早期在銀行上班被稱為「捧著金飯碗」，隨著金融自由化，金融業的競爭加劇，民國110年純網銀加入營運後，對於金融業的衝擊越來越大。根據報載近3年未滿30歲的銀行員離職屢創新高，公股行庫也不例外。很多研究發現企業文化是影響員工價值觀的最主要因素，而主管即是傳達企業文化的直接媒介，透過他們管理技有助於穩定員工情緒，激勵他們投入工作，提升服務品質的提升。根據Heskett et al., 的服務價值鏈強調滿意的員工才有滿意的客戶，留任優質員工有助於提升生產力，該理論中未納入主管的管理方式，本研究擬探討主管領導與員工組織承諾之關係。本研究之對象Ａ銀行為一家官股銀行，擬探討不同的人格特質的行員及不同主管的管理方式下，對組織忠誠度及投入情形。研究結果發現：1.不同人格特質對組織承諾確實呈現不同影響，具嚴謹性、友善性、外向性特質的員工呈現正向關係，神經質及開放性格特質的人則呈現負相關。2.轉換型領導對組織承諾有正向的關係，即具親和力、善用激勵工具的主管對於提升員工投入及留任呈現正向關係。3.交易型領導除善用目標及奬勵外，更需要動態管理才能對組織承諾產生正向的關係，若採放任式管理則產生反效果。根據上述研究結果，不同人格特質對於組織承諾有不同的反應，若是能根據不同人格特質，透過不同的領導模式，不僅可達到激勵效果，也有助於提升員工留任意願。 zh_TW dc.description.abstract (摘要) Working in a bank was a good job in the past. With the liberalization of finance, the competition in the financial industry has intensified. After pure online banking joined in the 2021, the impact on the financial industry has become more and more serious. According to reports, staffs resigned under the age of 30 have a record high in the past three years. Corporate culture is the most important factor affecting employees, and supervisors are the media to convey corporate culture. Through their management skills can help stabilize employees` emotions and improve service quality.According to Heskeet et al., (1994) “the service value chain” emphasizes that employees satisfied will improve customers satisfaction, retaining high-quality employees helps to improve productivity. But this theory does not discuss about the management style of supervisors and personality traits. This study intends to explore employees`s loyalty and commitment under different personality traits and management styles of supervisors. The research results found that:1. Different personality traits do have different effects on organizational commitment. Employees with conscientiousness, friendliness, and extroversion have a positive relationship, while those with neuroticism and openness have a negative relationship.2. Transformational leadership who use affinity and motivation-inspired has a positive relationship with organizational commitment.3. Transactional leaders not only good use of goals and rewards, also need dynamic management to have a positive relationship with organizational commitment. Laissez-faire management will have the opposite effect.According to the above research results, treat different personality traitsif using different leadership models, not only achieve the motivational effect, but also help to improve employees` willingness to stay. en_US dc.description.tableofcontents 第一章 緒論……………………………………………………………………………………………………...1第一節 研究背景及動機………………………………………………………………………………….1第二節 研究目的……………………………………………………………………………………………..2第三節 名詞釋義……………………………………………………………………………………………..4第四節 研究範圍……………………………………………………………………………………………..5第五節 論文章節結構與研究流程………………………………………………………………6第二章 文獻探討……………………………………………………………………………………………..7第一節 組織承諾……………………………………………………………………………………….…….7第二節 領導模式……………………………………………………………………………………….…….9第三節 人格特質…………………………………………………………………………………………….12第三章 研究方法…………………………………………………………………………………………….13第一節 研究架構…………………………………………………………………………………………….13第二節 研究假設…………………………………………………………………………………………….14第三節 研究變數與研究設計………………………………………………………………………15第四節 研究對象…………………………………………………………………………………………….23第五節 研究工具…………………………………………………………………………………………….23第六節 資料蒐集…………………………………………………………………………………………….24第四章 研究結果…………………………………………………………………………………………….32第一節 個案說明…………………………………………………………………………………………….32第二節 研究發現與討論…………………………………………………………………………………41第五章 結論與建議………………………………………………………………………………………….53第一節 研究結論及建議…………………………………………………………………………………53第二節 管理涵義…………………………………………………………………………………………….55第三節 研究限制與建議…………………………………………………………………………………57參考文獻…………………………………………………………………………………………………………………...58附錄-問卷…………………………………………………………………………………………………………………..63 zh_TW dc.format.extent 2344294 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0108932101 en_US dc.subject (關鍵詞) 人格特質 zh_TW dc.subject (關鍵詞) 轉換型領導 zh_TW dc.subject (關鍵詞) 交易型領導 zh_TW dc.subject (關鍵詞) 組織承諾 zh_TW dc.subject (關鍵詞) Personality traits en_US dc.subject (關鍵詞) Transformational leadership en_US dc.subject (關鍵詞) Transactional leadership en_US dc.subject (關鍵詞) Organizational commitment en_US dc.title (題名) 人格特質、領導模式與組織承諾之研究： 以A銀行為例 zh_TW dc.title (題名) A study of Personality Traits, Leadership Models and Organizational Commitment-Taking A Bank for example en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 中文部分：書 籍1.吳秉恩(1984)。組織行為學，台北，華泰出版社。2.郭崑謨(1993）。管理學，台北，華泰出版社。期刊論文3.王雪鳳、 楊豐華、羅月英 、楊慧滿(2016)･護理人員酬勞公平、工作滿足及離職意圖相關因素之探討･弘光學報，78，203-221。4.李仁豪、鍾心瑜(2020)。中文版簡式「五大人格量表」BFI的發展。測驗學刊，67(4)，271-299。5.吳靜吉、林合懋(1988)。轉型領導量表與交易型量表的建立。測驗年刊，45(2)，57-87。6.黃敏萍、林姿葶、鄭伯壎、梁瑋均(2012)。華人企業組織中的魅力領導：有概念分析到量表建構。管理學報，29(4)，307-331。博碩士學位論文7.史昀(2020)。工作壓力、激勵制度與離職傾向關係之研究-以A壽險公司電話行銷業務員為例。國立臺灣師範大學科技與工程學院科技應用與人力資源發展學系碩士論文。台北。8.李侑翰(2020)。交易型領導、組織氣候、工作壓力、組織文化與工作績效關聯之研究-以某機械公司為例。長榮大學管理研究所碩士論文。台南。9.李坤宗（2016）。組織變革知覺、工作不安全感、工作壓力及離職傾向關係之研究-以社會支持為調節效果。國防大學管理學院資源管理及決策研究所碩士論文。台北。10.林合懋(2000)。國民小學校長的成就目標、終身學習經驗、轉型領導與其多元智慧學校經營理念之關係。國立政治大學教育學系博士論文。台北。11.邱獻弘(2020)。Lewin變革理論的實務驗證與精緻化：FG企業的組織變革經驗。國立中正大學企業管理研究所博士論文。嘉義。12.柯俊安(2013)。人格特質對組織不當行為關聯之研究。銘傳大學國際企業學系碩士班碩士論文。台北。13.陳金志(2015)。領導風格與組織信任對金融業務人員留任意願之研究-以F金控銀行為例。世新大學資訊傳播學研究所碩士論文。台北。14.陳秀雯(2013)。不同組織文化、領導行為對組織不當行為的影響。真理大學企業管理學系碩士論文。台北。15.陳添丁(2018)。國民小學校長學習領導、學校組織學習與教師教學效能關係之研究。國立政治大學教育學系博士論文。台北。16.張志誠(2020)。領導行為、真誠領導、信任感與員工滿意度關係之研究。國立交通大學管理學院管理科學學程碩士論文。新竹。17.卓玲聿(2002)。策略性人力資源、組織文化與組織績效之關係-以金融業為例。國立成功大學工業管理研究所碩士論文。台南。18.夏偉傑(2015)。桃園市國民小學校長賦權增能領導行為、教師專業學習社群與教師組織承諾關係之研究。國立政治大學教育行政與政策研究所碩士論文。台北。19.彭以真(2015)，策略性張慕貞才之關鍵成功因素探討-以金融產業為例。國立中央大學人力資源管理研究所碩士論文。桃園。20.葉舜豪(2020)。知覺組織支持、工作滿足感與職場偏差行為之關聯探討-以澎湖縣公共車船船管理處為例。國立中山大學公共事務管理研究所在職專班碩士論文。高雄。21.趙珮伃(2005)。主管領導行為與員工工作滿意之關聯性探討。國立中央大學人力資源管理研究所研究論文。桃園。22.蔡秋月(2013)。護理師需求強度與組織承諾、工作滿足的關係：需求困擾的調節效果。國立成功大學教育研究所博士論文。台南。23.蔡孟霞(2004)。內部服務品質、員工滿意度、組織承諾及顧客導向關係之研究-以A銀行為例。國立臺北科技大學商業自動化與管理研究所論文。台北。24.蔡崑源(2001)。加工區華進集團員工滿意度、工作投入、組織承諾與離職意願之研究。國立中山大學企業管理研究所碩士論文。高雄。網際網路25.中央銀行金融統計月報。民國110年11月，https://www.cbc.gov.tw26.金融監督管理委員會，銀行局全球資訊網，https://www.banking.gov.tw27.關於兆豐，民國110年12月3日，https://www.megabank.com.tw/about英文部分：書 籍28.Bass, B. 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