The Impact of Transformational Leadership and Incentive System on Organizational Commitment – Passion at work as the Mediator

• Main Authors: Hsieh, Chih-He, 謝智和
• Other Authors: Yu, Chien
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/58583596308533388378

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系人力資源碩士在職進修專班 === 101 === Financial services is one of the primary fundamental industries in our national economic structure. In recent years, banks, the main actor of financial service industry, have transformed into a charge-based income wealth management due to the significant reduction of profits caused by the low interest rate environment in deposit loans. Thus, wealth management is considered being the most important market for banks and the department of wealth management is widely launched in order to provide customers more diverse financial products and services. Financial consultants play the most important role of productivity in wealth management, and hence, the quality and profession of a financial consultant have a direct impact on bank’s operation performance. However, financial consultants are confronted with the pressures from, such as, investment environment, performance, the style of leadership and working environment where the pressures usually reduce the passion at work and lead to performance recession and high turnover rate. Therefore, having positive energy and passion at work have become the strong motivations for financial consultants to retain positions and further achieve the objectives of performance. This research investigates the impact of transformational leadership and incentive system on organizational commitment mediated by passion at work using hierarchical regression, and is conducted based on questionnaires which are collected from E-mail, parcel and human forces, and made 328 effective samples from a sample of 843 financial consultants in a domestic「Bank A」. The findings reveals that (1) transformational leadership has a positive effect on passion at work, (2) incentive system has a positive effect on passion at work, (3) incentive system has a positive effect on organizational commitment, (4) transformational leadership and organizational commitment are partially mediated by passion at work, (5) incentive system and organizational commitment are partially mediated by passion at work, (6) transformational leadership has a positive effect on organizational commitment, (7) incentive system and organizational commitment are partially mediated by passion at work. The result shows that by cultivating employee’s passion at work, the willingness of devotion to work will be strengthened and make the dimission rate be lessened. As a result, this virtuous circle creates a win-win-win situation for financial consultants, customers, and banks.