| Summary: | 碩士 === 國立成功大學 === 高階管理碩士在職專班 === 97 === Before 1990, the banking of Taiwan was oligopoly market. The establishment of the bank was adopted liberalization after 1990, hence new banks establish like mushroom after a spring rain. In addition, government loosened the establishment policy of foreign bank in Taiwan to make bank number has reached 45 in 2005. After over expanding, government devoted to promoting the mergence of the banks in recent years. In a few years, the banking ecology changed radically. The role of the banking is a fund provider for enterprises which needs to face the impact of global fund flowing, consumer awakening for service quality demands and supervision except the pressure of liberalization and reform in finance. The banking started to become a ‘service trade’ of finance from a ‘gold rice bowl trade’ with quite high posture early stage.
While an organization faces the pressure of the competition and transform, individual in the organization has to change and grow thereupon. Bank staff confronts the change of business model and role, which they need to face the leadership difference after transform and the change of the peer relationship in addition to have diverse professional skill because of meeting the development of organization. They have to work under pressure more than before, then the turnover rate of the personnel is higher as well.
The study was based on employee’s emotional intelligence, leadership style and peer relationship as independent variable, organizational commitment as dependent variable, and self- efficacy and stress perception as intervening variable to discuss impact each other in different dimensions. After that to explore whether self-efficacy and stress perception had intermediary effect. Meanwhile, the study found out that whether it affected different dimensions because of different personnel characteristics and organization types.
The study explored that emotional intelligence, leadership style and peer relationship were significantly positive for self-efficacy, stress perception, and self-efficacy, stress perception for organizational commitment indicated significantly positive relationship. Furthermore, the study also explored self-efficacy and stress perception as intervening variable was significant effect. Self-efficacy and stress perception were important impact among emotional intelligence and peer relationship for organization respectively. In other words, it could affect individual commitment for organization to improve individual self-efficacy and tune individual stress perception, moreover; affect individual desire for remaining.
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