The Relationships among Cognitive Leadership, Employee Organizational Identification and Turnover Intention —A Case of Volunteer Soliders

• Main Authors: Hung, Bang-Jun, 黃邦峻
• Other Authors: Chiu, Han-Cheng
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/62548577278507395556

碩士 === 國防大學政治作戰學院 === 政治研究所 === 101 === This study provides insights into the relationship among paternalistic leadership, employee organizational identification and turnover intention. To try to find out the the relation of paternalistic leadership and employee organizational identification. Both find the influence of paternalistic leadership and employee organizational identification on turnover intention. This study satisfies the current leadership requirement and affecting willingness to retain in army for voluntary soldiers. This study surveyed voluntary soldiers in training base. A total of 457(91.4%) valid sample out of 500 questionnaires was obtained. The data was further analyzed by hierarchical regression and the following findings were concluded. Employee organizational identification was significantly negative correlated with turnover intention. Authoritarian leadership was significantly positive correlated with employee organizational identification. Virtuous leadership was significantly positive correlated with employee organizational identification. Benevolent leadership was significantly positive correlated with employee organizational identification. Authoritarian leadership was significantly positive correlated with turnover intention. Virtuous leadership was significantly negative correlated with turnover intention. The mediating effect of employee organizational identification can positively influence benevolent leadership and turnover intention.