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轉換型領導、組織公正與工作不安全感、離職傾向、情感性承諾之研究--以C銀行為例

Study of Transformational Leadership, Organizational Justice, Job Insecurity, Turnover Tendency, Organizational Commitment, and Self-Efficacy: Taking C Bank as An Example

作者：陳慶仲
畢業學校：國立中山大學
出版單位：國立中山大學
核准日期：2007-09-10
類型：Electronic Thesis or Dissertation
權限：Copyright information available at source archive--National Sun Yat-sen University....

中文摘要

論文摘要
論文題目：轉換型領導、組織公正與工作不安全感、離職傾向、組織承諾之研究--以C銀行為例
院校系所：國立中山大學人力資源管理研究所
畢業時間及提要別：九十五學年度第二學期碩士論文摘要
研究生：陳慶仲（Ching-Chung Chen）指導教授：黃良志（Liang-Chih Huang）
林鉦棽（Cheng-Chen Lin）
論文題要內容
我國政府於2000 年及 2001 年分別通過「金融機構合併法」與「金融控股公司法」鼓勵金融同業合併以發揮規模經濟的效益，以達成資本運用效率（capital efficiency）、成本節省（cost saving）以及交叉銷售（cross selling），即所謂 3C 的目的。今日的銀行在外在環境急速的變遷下，公營銀行民營化是趨勢亦是提升競爭力之方法，金融改革【第一次金融改革、金融合併、公營銀行民營化、第二次金融改革、金融控股化】組織購併、企業變革是企業為適應環境的快速需求與提升競爭力所採取求生存、發展的主要策略。當環境改變，組織所提供的需求不在重要或是被別的需求取代時，組織就會被併購或必須轉型。
為增加銀行業之競爭力，本研究之目的在於探討銀行產業中轉換型領導、組織公正、工作不安全感、離職傾向、情感性承諾與自我效能之關係。
因此，本研究以C銀行高雄市、高雄縣、屏東縣市及台東地區現職員工為研究對象，採用層級問卷法，有效回收問卷447份，經由單因子變異數差異、獨立樣本t檢定、Pearson積差相關、複迴歸分析等統計分析後，實證調查結果，獲致如下重要發現：
一、工作不安全感會因員工年齡、公司服務年資、銀行界年資與主管共事時間不同有顯著差異，但轉換型領導與組織公正不會因人口統計變項的不同而有顯著差異性存在。
二、離職傾向與情感性承諾會因年齡、教育程度、公司服務年資、銀行界年資與主管共事時間不同有顯著差異。
三、員工在轉換型領導、組織公正對工作不安全感無顯著性影響，對離職傾向呈現顯著性負相關，對情感性承諾呈現顯著性正相關。
四、自我效能分別對轉換型領導及組織公正對工作不安全感、離職傾向與情感性承諾之影響上不具干擾效果。
關鍵詞：轉換型領導、組織公正、工作不安全感、離職傾向、情感性承諾、自我效能

英文摘要

Abstract
Title: Study of Transformational Leadership, Organizational Justice, Job Insecurity, Turnover Tendency, Organizational Commitment, and Self-Efficacy: Taking C Bank as An Example
University: National Sun Yat-sen University, Institute of Human Resource Management
Date: 2nd Semester of Year 2006
Graduate student: Ching-Chung Chen Advisors: Drs. Liang-Chih Huang & Cheng-Chen Lin
In Year 2000 and 2001, the respective passage of the Financial Institutions Merger Act and Financial Holding Company Act encouraged the merger of financial institutions to reach the effect of scale economy with a view to developing capital efficiency, cost saving, and cross selling, the 0so-called 3C. Along with the rapid change of the external environment, the privatization of state-owned banks is both a trend and the way to increase competition. When the environmental changes, the organizations will be merged or have to transform if the service provided are not competitive anymore or substituted by other service.
In order to increase the competition of banking industry, the purpose of the study is to explore the relationships among transformational leadership, organizational justice, job insecurity, turnover tendency, affective commitment, and self-efficacy in the banking industry.
Accordingly the subjects of this study were the current employees of C bank in Kaohsiung city, Kaohsiung county, Pingtung area, and Taitung area. Data was collected through the survey with a 447 valid questionnaires. Through the statistical analysis including t-test, one-way ANOVA, Pearson correlation, and multiple regression, the findings were as follows.
1. Job insecurity which employees felt significantly differed from their ages, working years for current company, working years for banking and years of colleague with director. However, it showed that demographic statistics variables didn t make any difference for transformational leadership and organizational justice.
2. With diverse ages, working years for current company, working years for banking and years of colleague with director, employees would show great difference in turnover tendency and affective commitment.
3. Transformational leadership and organizational justice had no significant effect on job insecurity, but there were strong negative correlation with turnover tendency and significant positive correlation with affective commitment.
4. Self-efficacy did not have a significantly moderating effect on referring transformational leadership and organizational justice to job insecurity, turnover tendency, and affective commitment.
Key Words: transformational leadership, organizational justice, job insecurity, turnover tendency, ffective commitment, self-efficacy

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網頁資料：
財政部金融局(2006)，http://www.banking.gov.tw/dp.asp?mp=7 。

目錄
第一章緒 ............................................................................................................................................1
第一節研究背景...............................................................................................................................1
第二節研究動機...............................................................................................................................5
第三節研究目的...............................................................................................................................9
第四節研究流程.............................................................................................................................10
第二章文獻探討.....................................................................................................................................12
第一節轉換型領導.........................................................................................................................12
第二節組織公正.............................................................................................................................25
第三節工作不安全 .......................................................................................................................35
第四節情感性承諾.........................................................................................................................46
第五節離職傾向.............................................................................................................................59
第六節自我效能.............................................................................................................................67
第三章研究方法.....................................................................................................................................71
第一節研究架構與假設.................................................................................................................71
第二節研究變項之操作性定義與衡量工具.................................................................................73
第三節研究對象與施測程序…………….....................................................................................80
第四節資料分析方法.....................................................................................................................83
第五節研究限制.............................................................................................................................84
第四章分析結果與討論.........................................................................................................................85
第一節各研究變項之相關分析.....................................................................................................85
第二節個人屬性在各研究變項上之差異分析.............................................................................88
第三節相關研究變項之迴歸分析.................................................................................................99
第四節假設驗證結果...................................................................................................................107
第五章結論與建議...............................................................................................................................109
第一節研究結論...........................................................................................................................109
第二節研究結果之意涵與建議...................................................................................................110
參考文獻.................................................................................................................................................114
附錄........................................................................................................................................................122
表目錄
表 1-1 我國金融機構家數統計表............................................................................................3
表 1-2 國內金融控股公司一覽表............................................................................................4
表 2-1 轉換型領導定義彙整..................................................................................................14
表 2-2 轉換型領導及其前因變項關係之研究......................................................................23
表 2-3 組織公平兩構面分類架構..........................................................................................27
表 2-4 工作不安全感之定義彙整..........................................................................................36
表 2-5 工作不安全感定義及構面..........................................................................................38
表 2-6 工作異動的構面..........................................................................................................43
表 2-7 組織承諾的定義..........................................................................................................48
表 2-8 組織承諾的分類..........................................................................................................50
表 2-9 離職傾向之相關研究..................................................................................................64
表 2-10 自我效能知覺的影響..................................................................................................69
表 3-1 轉換型領導量表信度分析..........................................................................................77
表 3-2 組織公正量表信度分析..............................................................................................78
表 3-3 工作不安全感量表信度分析......................................................................................78
表 3-4 離職傾向量表信度分析..............................................................................................78
表 3-5 組織承諾量表信度分析..............................................................................................79
表 3-6 自我效能量表信度分析..............................................................................................79
表 3-7 樣本資料分析表...........................................................................................................82
表 4-1 研究變項相關分析表..................................................................................................87
表 4-2 個人屬性對轉換型領導之差異分析..........................................................................90
表 4-3 個人屬性對組織公正之差異分析..............................................................................91
表 4-4 個人屬性對工作不安全感之差異分析......................................................................92
表 4-5 個人屬性對離職傾向之差異分析..............................................................................94
表 4-6 個人屬性對組織承諾之差異分析..............................................................................96
表 4-7 個人屬性對自我效能之差異分析..............................................................................98
表4-8 員工對民營後工作不安全感的迴歸分析摘要表.....................................................101
表4-9 員工對民營後離職傾向的迴歸分析摘要表.............................................................103
表4-10 員工對民營後組織承諾的迴歸分析摘要表 ...........................................................106
表 4-11 研究假設驗證結果彙總表........................................................................................107
圖目錄
圖1-1 研究流程.......................................................................................................................11
圖2-1 組織承諾前因及後果模式...........................................................................................53
圖2-2 組織承諾的前因及後果...............................................................................................54
圖2-3 組織承諾的發展階段 .................................................................................................54
圖2-4 初期承諾的決定因素 .................................................................................................55
圖2-5 預期承諾的決定因素...................................................................................................56
圖2-6 鞏固期承諾的決定因素...............................................................................................56
圖2-7 承諾態度與行為之交互影響.......................................................................................57
圖2-8 組織承諾角色模式.......................................................................................................58
圖2-9 影響組織承諾的流程圖...............................................................................................58
圖2-10 工作滿意離職模式.......................................................................................................61
圖3-1 本研究架構...................................................................................................................71