經理人領導風格、分行文化與分行績效之關聯性分析; The Research of the Relationship Among General Manager Leadership Style、Branch Culture and Branch Performance

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Title:	經理人領導風格、分行文化與分行績效之關聯性分析;The Research of the Relationship Among General Manager Leadership Style、Branch Culture and Branch Performance
Authors:	楊桂章;Kuei-chang Yang
Contributors:	人力資源管理研究所
Keywords:	交易型領導;分行文化;分行績效;領導風格;轉換型領導;Branch Culture;Branc Performance;Leadership Style;Transactional Leadership;Transformational Leadership
Date:	2011-07-14
Issue Date:	2012-01-05 15:02:48 (UTC+8)
Abstract:	本論文之研究宗旨，在探討不同組織型態下不同的領導風格、分行文化對於分行績效之影響，並且驗證組織型態在領導風格與分行績效間，以及分行文化與分行績效間的調節效果。本研究以個案公司Ａ金融控股公司下的Ａ銀行之員工作為研究對象，採用隨機抽樣進行問卷調查，有效回收問卷共計420 份，佔當時母體數21.7％。並利用因素分析、信度檢定、卡方檢定及獨立樣本t檢定進行驗證，其實證結果如下： 1.不同類型的經理人領導風格對其分行文化之影響具顯著差異。當經理人領導風格偏向轉換-交易型領導，其分行文化排序會是支持型、官僚型；當經理人領導方式偏向放任型領導，其分行文化排序會是官僚型、支持型。 2.不同分行經理人領導風格，對其分行績效之影響具顯著差異。在成長型組織中，轉換-交易混合型經理人之分行績效明顯高於放任型；在成熟型組織中，轉換-交易混合型經理人之分行績效明顯高於放任型。 3.不同分行文化，對其分行績效之影響具顯著差異。在成長型組織中，支持型分行文化之分行績效明顯高於官僚型；在成熟型組織中，支持型分行文化之分行績效明顯高於官僚型。隨著各金控公司的規模與日俱增，必須搭配有效的管理工具並且與組織策略相結合，同時特別考量領導者的行為態度，共同打造支持型的分行文化與環境，讓成員認同組織的價值，才能落實各種行動計畫，使企業得以穩定成長，並且永續經營。後續研究可朝向長期運作與觀察，進一步瞭解其變化趨勢與驗證變項間的真正因果關係，並擴大受訪對象及區域，使研究更具整體性及代表性。 This study examined the effects in different organization life cycles of different leadership style and branch culture on branch performance, and then verified the moderating effects of organization life cycles between leadership style and branch performance, branch culture and branch performance. This research takes the employee of the “Ａ” financial holding company as sample, the evidence of this research is based on the entity questionnaire as to investigate a method. In this research, take back it valid the sample count to 420, and occupied at that time the population of 21.7%. Furthermore, this study’s confirmation used factor analysis, reliability analysis, χ2, and Independent samples t-test , and the result are as followed: 1. There is significant difference of different general manager leadership style on branch culture. When the general manager leadership style tends to transformation-transaction leadership, the rank of branch culture is (1)supportive culture (2)bureaucratic culture. When the general manager leadership style tends to laissez-faire style leadership, the rank of branch culture is (1)bureaucratic culture (2)supportive culture. 2. There is significant difference of different general manager leadership style on branch performance. The branch performance in growing organizations , transformation-transaction leadership is higher than laissez-faire style leadership . The branch performance in mature organizations , transformation-transaction leadership is higher than laissez-faire style leadership . 3. There is significant difference of different branch culture on branch performance. The branch performance in growing organizations , supportive branch culture is higher than bureaucratic branch culture . The branch performance in mature organizations , supportive branch culture is higher than bureaucratic branch culture . In an era of financial holding companies continue growing in size, in order to maintain a stable and sustainable growth, the company should use effective management tools to create an environment for the employees to identify with the organization value and execute action plans. These tools should also be implemented in accordance with company strategy, corporate culture and in line with leader's style. Future research direction includes the observation of long-term operation, further understanding on the causation of changing trend and testing the real causal relationship , and expansion of the regional respondents and respondents, so that the study is holistic and representative.
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