The Effects of Leadership Behavior and Performance Evaluation Fairness on Turnover Intention --Based on A Case of Armament Production Unit.

• Main Authors: Chung-Lun Wang, 王中倫
• Other Authors: Tzu-Jou Liao
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/06764247233924934471

碩士 === 義守大學 === 工業管理學系碩士在職專班 === 101 === Based Army NCO Service Ordinance. Expire 20 years seniority in service can receive pension for life. Many people will lie to Republic of 99 years to Republic of 103 years, a succession of 20 years expiring. And meet the lifelong pension application to withdraw the conditions of veterans. To avoid large tide Hajime Health manpower shortage. Technical experience heritage crevices. Expectations can be contacted by the Effects of Leadership Behavior and Performance Evaluation Fairness understanding of staff Whether resulting from the retirement of the idea. This research object are non-commissioned officers （NCOs） at the Armaments Production plant staff sergeant, by questionnaire, to explore organizational Leadership behavior and performance evaluation of the impact on Turnover Intention.The SPSS statistical software package was used to manage the questionnaire data, and a total of 102 valid questionnaires were collected. Such statistical methods as descriptive statistical analysis, factorial analysis, reliability analysis, t-test, ANOVA, Pearson correlations, and regression analysis were performed to test the research hypotheses. The research results showed that： For non-commissioned officers led by military intelligence and performance inspired by the more equitable distribution of identity, its lower turnover intention; Anti-And, encourage caring for turnover intention will have a positive impact, that is, non-commissioned officers for the military leadership to encourage off Huai behavior more likely to agree, its higher turnover intention.