Responsible leadership on subordinate jobsatisfaction research –A Case Study of a military unit

• Main Authors: GIMY CHEN, 陳道濱
• Other Authors: Chang-Ruay Ay
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/03776124369836989782

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.