The Influences of Leadership Style on Employees’ Job Satisfaction, Job Stress and Resignation Inclination in the Electrical Engineering Industry

• Main Authors: Yang ,Po-Chun, 楊博淳
• Other Authors: Huang Chung-Fah
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/99480291592829409776

碩士 === 國立高雄應用科技大學 === 土木工程與防災科技研究所 === 102 === In the current ever-changing business environment, companies face many daunting challenges for their operation continuity and strategic development. One of the key resources to address these challenges is talent recruitment and retention, particularly for the electrical engineering industry, an industry marked with high professional hazards and high requirements for professionalism. However, due to the job characteristics in this industry, the turnover rate is quite high, which will consequently lead to high costs and low morale among employees for companies. Therefore, how to retain employees and reduce the turnover rate has become an urgent priority for many electrical engineering companies. There are already a body of studies on technological improvements and product innovation in the electrical engineering industry, few of them explore the connections between the supervisors’ leadership styles and the employees’ characteristics (such as job satisfaction and job stress). Therefore, this study is conducted using the practitioners (such as workers on the construction site and construction site managers) in the electrical engineering industry in Taiwan as its samples. Totally 200 questionnaires were given and 154 valid samples were returned and then analyzed using SPSS. The major analysis results and suggestions developed in this study are as follows: I. After the factor analysis, the dimension of “leadership style” is divided into two factors: “job feedback” and “job participation” with a total variance explained rate of 66.49%. II. According to the correlation analysis results, the “leadership style”, “job satisfaction”, “job stress” and “resignation inclination” are significantly correlated with one another. III. According to the path analysis results, “job satisfaction” and “job stress” has a significant influence on “resignation inclination” (R2=0.266), indicating that it is feasible to reduce employees’ inclination to resign by increasing their job satisfaction and reducing their job stress. In addition, “leadership style” has a significant influence on both employees’ “job satisfaction” (F=28.693**, p<0.01) and “job stress” (F=10.481**，p<0.01). Keywords: Leadership Style; Job Satisfaction; Job Stress; Resignation Inclination; Path Analysis