領導型態、組織承諾對離職傾向之研究 – 以A銀行金融理財服務人員為例

Abstract

亞太地區經濟持續成長，政府盼能規劃建置亞太理財中心，吸引外資來台投資，2015年金管會也鬆綁相關金融法規，年度目標之一就是「發展以本地人才為基礎的跨國資產管理業務」，使得各銀行極力擴大金融理財服務人才招募。在這波浪潮中，銀行業要如何在招募合適的人才外，同時提高留任率是一大課題。此外，多項研究皆顯示出主管領導方式對員工離職傾向有顯著的影響力，同時也影響員工對組織的承諾。鑑此，暸解員工對與組織的承諾、主管的領導風格，是企業在人才招募與管理上需更加重視的。

本研究主要探討銀行業中領導型態、組織承諾及離職傾向之間的關係。本研究透過立意取樣方式，以國內某銀行之金融理財服務人員為研究對象，發放問卷400份，回收361份。問卷採用t檢定、變異數分析、及迴歸分析等進行統計分析。

本研究的主要研究結果為： 1. 轉換型領導對於理財專服務員工對離職傾向具有顯著影響。 2. 交易型領導對於理財專服務員工對離職傾向具有顯著影響。 3. 組織承諾轉對於理財專服務員工對離職傾向具有顯著影響。 4. 組織承諾在轉換型領導與離職傾向間具部份中介效果。 5. 組織承諾在交易型領導與離職傾向間具部份中介效果。

With the continuously economic growth in Asia Pacific in these years, the government expects to establish Asia Pacific Financial Service Centre for attracting foreign investors to enter Taiwan market. In 2015, Financial Supervisory Commission makes efforts on deregulation of related financial laws and regulations, and they also put high premium on “To develop cross-countries investment business as well as local talents.” This makes banking industry to expand talent recruitment on their financial services.

Following this trend, banking industry does not only have to take care of recruiting the right persons, but also focuses on raise the rate of employees retaining. In addition, studying from several researches, it is discovered that leadership style has significant impact on turnover intention, as well as on employees’ organizational commission. Thus, it is essential for a corporate to understand the relationship of staff between leadership style and organization commission.

This study aims to investigate the relationship among Leadership Styles, Organization Commitment and Turnover Intention in banking industry. This study takes Financial Service Consultants from Bank A as a research group and conducted by Purposively Sampling. A total of 361 effective questionnaires have been collected. In the Study, T-test, Analysis of variance, and regression analysis were employed.

The key findings are shown as below: 1. Transformational Leadership has positive impact on Turnover Intention. 2. Transactional Leadership has positive impact on Turnover Intention. 3. Organization Commitment has positive impact on Turnover Intention. 4. The relationship between Transformational Leadership and Turnover Intention is partially mediated by Organization Commitment. 5. The relationship between Transactional Leadership and Turnover Intention is partially mediated by Organization Commitment.