The Research about the Leadership Style of Tainan City Government Agency Chief , Employees’ Job Stress ,and Organization Commitment

• Main Authors: Su-Chu Wang, 王素珠
• Other Authors: Chia-Ling Wu
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/83726061833360617186

碩士 === 台南應用科技大學 === 生活應用科學研究所 === 102 === The primary motive of this study is to realize how to execute proper leadership to raise the quality of leadership under current policy, and how to enhance the organizational mission of the employees and reach a high efficacy goal for the organization through a better feeling leadership. The secondary motive of this study is to know if leadership style, job stresses and organizational commitment are related. The purpose of this study is to understand the current situation of leadership style, job stresses and organizational commitment, discussing the divergences and the correlation between those elements under different context variables. This study adopted questionnaire survey and purposive nonprobability sampling as the tool, sampled formal and contracted employees from 37 district office of Tainan City government with 548 feedbacks out of 605 questionnaires, (feedback rate of 90.5%). According to the result conducted by descriptive statistics, T-test, one way ANOVA and Pearson product-moment correlation: “Charismatic leadership” was more popular, job stresses came from “work loading”, and the employees showed sufficient “willingness of participation” in organizational commitment. Among the results, males pay more attention than females to leadership style; people above 51 years old show more “willingness of participation”, “identification of organization” and “inclination of reserving occupation”. Among the variables, “charismatic leadership” and “intellectual stimulation” are more popular with less seniority employees; employees with a senior high school/ vocational school academic background have more “willingness of participation” and “inclination of reserving occupation” in the organizational commitment. The contracted employees showed more “identification of organization” and “inclination of reserving occupation” in organizational commitment. A leadership style of “contingent reward” is more popular among married employees, and the origin of job stresses came from “personal development”. Unmarried employees’ job stresses came from “role conflict”. Moreover, the higher the “leadership style” scored, the lower the “job stresses” and the higher willingness of “organizational commitment.” Suggestions: Using the impact of seniority in the organization, leaders in the future should play a good role in transformational leadership, to balance and enhance the employees’ organizational commitment and reduce the job stresses. The suggestion could provide a reference for government organizations to raise leadership style, reduce job stresses and enhance the commitment of organization. Key words: Leadership style, Job stresses, Organizational commitment