| Summary: | 碩士 === 國立中正大學 === 企業管理所 === 98 === Responsible leadership on subordinate job satisfaction research
- A Case Study of a military unit
Abstract
Logistic support plays a very important role in the military covering the
war, all the exercises, and even rescue sites. The the results of implementation
depend on the extent of solid logistics, and manpower is the most vital. The
development of a more dynamic group of staff things are linked to the success
of the personnel of rank. Are the greatest asset of group level, Drucker also
repeatedly mentioned in their writings: "Strictly speaking, only a true enterprise
group level of resources, that is" human”. Subordinates are our greatest assets,
but assets must be cultivated and that covering the asset itself does not produce
anything.” From the above, the importance of people is unquestionable.
This study to a military unit of Volunteer Officers and
noncommissioned officers as the object of study, actually engages in the
supply, warranty, transportation, medical service, ammunition management
and operating personnel on the parent study.
After lean because of the military, and other organizations to
streamline the process of streamlining plan, logistics units and the whole
experience, and organizational change, personnel streamlining, the relative
increase in business volume, resulting in significant increase in the burden
of logistics personnel, and logistical preparedness working relationship
between the operation and modernization of the armed forces The key, in
this study to examine this key leadership behavior causing immediate
supervisor subordinates work contained the work stress, job satisfaction,
job involvement correlation, and then find out the attitude of the leadership
to promote the work of subordinate behavior, can work in logistics staff met
from work, to encourage their willingness to work with emotions, to
maintain minimum working standards, to further stimulate their active and
effective work of their potential, improve their performance and job
involvement in order to achieve organizational goals, improve
organizational performance. Enhance the effectiveness of logistical
preparedness work.
Hypotheses were divided into the following six:
(1) High sympathetic leadership immediate supervisor will affect
employees working pressure.Responsible structure of leadership will
affect the low working pressure subordinates.
(2) Subordinate work stress can affect job satisfaction.
IV
(3) Subordinate job satisfaction will affect their job involvement.
(4) Compassionate leadership immediate supervisor of high job satisfaction
will affect employees.
Responsible structure of leadership will affect the low-subordinate job
satisfaction.
(5) Subordinate work stress can affect their job involvement.
(6) Compassionate leadership immediate supervisor of high job
involvement will affect employees.
Immediate supervisor leadership behavior will affect the low-structure
into the work of subordinates. In this study, the following conclusions can be:
(1) To "gender" and job satisfaction dimension "internal satisfaction" level,
the females are significantly higher than males and females.
(2) To "marital status" and the working pressure of the dimension "anxiety",
"fatigue" ,"depression", degree, married is significantly higher than
unmarried. "Low self-esteem" degree of unmarried is significantly higher
than married persons; and "job involvement"dimension extent, married is
significantly higher than unmarried.
(3) To "age" and the dimensions of leadership behavior, "compassionate
factors" extent shows remarkable. It shows that 40 to 25 years of age and
older focus on compassionate factors.
(4) To "class" and the dimensions of leadership behavior "compassionate
factors" are significantly different from the captain, the major dimensions
of class, and compassionate attention.
(5) To the "service" and "job involvement" dimension extent, the results
represent significant positive correlation.
(6) To "education" and the working pressure of the dimensions of "fatigue", the
results represent significant Vice related.
(7) Affecting investment: difference is significant and positive correlation with
length of service to meet the other two intrinsic, and the difference was
significant negative correlation include low self-esteem, fatigue, etc..
(8) Affected by intrinsic satisfaction, extrinsic satisfaction, job satisfaction:
difference is significant and positive correlation with sympathetic elements,
and the difference is significant negative correlation include low self-esteem,
fatigue, etc.
(9) the impact of "fatigue", "depression", "low self-esteem", "work pressure"
and the difference was significant negative correlation including
"compassionate factors" were significantly different and positively related to
"structural factors.
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