The Effects of Authoritarian Leadership toward Job Performance, Job Satisfaction and Organization Commitment – Using Job Engagement as the Intervening Variable

• Main Authors: Fang,Chia-Chien, 方家茜
• Other Authors: Ann,Bao-Yi
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/572778

碩士 === 中國科技大學 === 企業管理系碩士在職專班 === 107 === State-owned enterprises in Taiwan, also known as enterprise-oriented bureaucratic organizations, have been playing specific missions during economic developing process. Under the effects of economic development, democracy, globalization and modern technologies, state-owned enterprises need to enhance basic quality of services and techniques. Meanwhile, supervision from the public and supervisory bodies should be generally accepted no matter they are reasonable or not. Because state-owned enterprises are assumed to take full responsibility for their own profits and losses, downsizing has become a long-term policy. And with population aging issue, employee structure has concentrated on high age, which has resulted in a wave of retirement in recent years. Besides, with the participation of younger generations, M-shape human resource structure has also highlighted the disparities in leader cultivation, passing down of professional skills and younger generations’ concept of value. Leadership and management are significant issues in organizational behaviors. Leadership can affect employee’s job attitude and performance, and this is also a determinant factor to job achievement and organizational efficiency. Leaders who are responsible, aggressive and innovative can lead subordinates to fulfill visions and organizational goals. This project uses state-owned enterprises as research objects to study authoritarian leadership, which has been commonly and distinctly existing in Chinese enterprises. Meanwhile, to comply with the trend of the times, the project also studies how much can leaders affect by people-related authoritarian leadership and task-related authoritarian leadership, by which to understand subordinates’ attitude and efficiency, as well as the connections between job engagement, job satisfaction and organizational commitment. Through questionnaires to high-performing units subordinate to Taipei City Government, 347 valid questionnaires have been collected and through the result to understand subordinates’ opinions of job performance and feelings toward their leaders. The result indicates the more people-related authoritarian leadership, the less job satisfaction, organizational commitment and job engagement. However, moderate degree of authoritarian leadership can enhance job performance. On the contrary, the more task-related authoritarian leadership, the better job performance, job satisfaction, organizational commitment and job engagement. When job engagement goes higher, then job performance, job satisfaction and organizational commitment go higher. This means people-related authoritarian leadership can affect job performance and job satisfaction through the mediating effects of job engagement; however, task-related authoritarian leadership can affect job performance, job satisfaction and organizational commitment through the mediating effect of job engagement. At last, this project puts forward further discussions about the research results and gives suggestions to future studies and management practice.