| Summary: | 碩士 === 淡江大學 === 管理科學研究所企業經營碩士在職專班 === 96 === Abstract:
From established, traditional and settled practices in the past, the banking industry in Taiwan has moved forward to a new era that is finance liberalized, informationized, diversified and globalized. Therefore, while facing challenges from the 21-century’s new environment, new technology and new way of thinking, how the current leaders adapt new leadership behaviors to the new circumstances and undertake new challenges for improving employee performance are the most important issues. It is also the purpose of this thesis.
After study and discussion, this thesis targeted employees working at six banks as case study objects and obtained 222 returned questionnaires as effective study samples. The results of survey are carried out by the measures of “Descriptive Statistics Analysis”, “Chi-square Test”, “Correlate Analysis” and “Multiple Regression Analysis”, with “Consideration”, “Initiating Structure” and “communications” defined as the independent variables and “Task Performance” and “Contextual Performance” the dependent variables. The conclusion and suggestion generated from this thesis can be regarded as the reference material for leaders and managers at banking industry, enterprises and academic institutions on the improvement of leadership and management skills.
The main five findings carried out in this thesis include the following:
1.)The more consideration the employees get from their leaders, the more remarkable results of employee performance, task performance and contextual performance are.
2.)The more initiating structure the employees get from their leaders, the more remarkable results of employee performance, task performance and contextual performance are.
3.)The better communication among leaders and employees, the greater remarkable results of employee performance, task performance and contextual performance are.
4.)The way that leaders emphasizing on the importance of operation achievement and target management can also make employees value the target performance as the first priorities rather than the consideration. This situation can push employees to look for other jobs, due to mentally and physically exhausted. Eventually it will be negative influence on normal and sustainable development for banking industry.
5.)The study found that if the effect of communication between leaders and employees regarding “career development” is just “so-so”, employees will not expect too much for “developing career”in the organizations. It will further influence employees''loyalty and centripetal intention to the organizations.
Suggestions to banking industry from this thesis are as follows:
Regarding the leadership:
To build up an “appropriate management system” that fits the circumstances in banking industry.
Regarding the effect of communication:
To create a constructive culture of communication that can encourage employees to be innovative, expressive and passionate.
Regarding the employee performance:
Implement a system of rewards and penalties that is simplified, workable, equitable and rational.
The objective of the findings from the study is to contribute a win-win-win status for banks, leaders and employees. From adopting the above three suggestions, the banking industry can establish better working environments where can facilitate employees with better perceptions of comforts and stableness, greater encouragements for working happily and more motivations for willing to fulfill self-obligations and perform the best achievement for the organizations.
|
|---|
