The Impacts of Supervisors’ Personal Traits and Organizational Culture on Work Satisfaction:Empirical evidence from the Hi-Tech Electronic Industry in Taiwan

• Main Authors: Hui-Shan Fang, 方慧姍
• Other Authors: Tzu-Ling Huang
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/jc6kr3

碩士 === 中原大學 === 國際貿易研究所 === 99 === Abstract In a rapid moving and keen competitive environment, an organization will find the centripetal force of employees is always the key of the success in the implementation of strategy. The researches by scholars also pointed out that the assessment of centripetal force of employees should be employee satisfaction-oriented while the most important factors that might affect employee’s satisfaction were nothing more than executive’s personality traits and the differences of organizational culture. In addition, with the progress of society, many new methods are applied to the recruiting while the focus of attention is also shifted form education and experience background to personality traits, that is, today’s enterprises, the personality traits have been emphasized more than before in recruiting. In the implementation process of values of organizational culture, the executive plays a critical role and the executive’s leadership has more and more effects on their employees. Therefore, an executive has to send clear messages to make sure members of organization understand. The researches by some scholars found that the values of organizational culture did help the enterprises achieve their goals and missions, and managers would also be able to describe some of the values through their own behaviors. In an organization itself, there is unique organizational culture. The strong organizational culture could enhance employees’ centripetal force, motivation for work and intention to accept leadership for achieving goals. However, because an organization is composed of a variety of employees who have different personality traits that the leaders should spend time to understand the employees’ personality, talents and potentials to stimulate their creativity and enhance their satisfaction with work. This research adopted questionnaire survey with hi-tech industry workers in Hsin Science Park as the subjects and descriptive statistics, factor analysis, correlation analysis and regression analysis as research methods. We found: 1. executive’s personality traits, organizational culture and employee’s satisfaction with their work were significantly positive correlated; 2. the executive’s personality traits have significant and positive effects on organizational culture; 3. the executive personality traits also have significant and positive effects on employees’ satisfaction with their work; 4. the organizational culture has positive effects on the employees’ satisfaction with their work. Keywords: executive’s personality traits, organizational culture, employees’