主管領導風格影響比馬龍效應與員工工作投入及職涯發展之研究-以金融業為例

Abstract

在金融時代瞬息萬變世代中，員工對因融業來說是一個重要的資產，而主管就是帶領組織最重要的角色，主管領導風格對員工、組織和對績效的表現和承諾具有絕對的影響力。過去許多學者專注在調查員工對企業績效成果的影響和企業永續經營，組織要永續，員工工作投入的提升程度對組織來說就是一種永續經營並可以減少許重新教育訓練花的時間成本，本研究主要在探討主管領導風格關懷型、規範型在組織中經過比馬龍效應下對其工作投入又分別為心智、情感和行為三種型態去作細部了解與職涯發展之間的關聯性。 本研究以抽樣方式來收集問卷調查，並收集301有效問卷，利用結構方程模型(SEM)來進行本研究假設。研究結果顯示主管領導風格，比馬龍的比龍效應，三個工作投入型態及生涯發展信心皆有正相關，除了規範型領導風格對比馬龍效應為負相關。關懷型對比龍效應有顯著正向影響;比龍效應對工作投入–心智、情感、行為皆有呈現正向顯著影響；心智、情感、行為投入對職涯發展有顯著正向影響。因此，建議管理者要強調關懷型領導風格，才能對員工各層面工作投入程度有影響力，也才能穩定從業人員在公司的生涯發展。Leadership has been a particular point of difficulty for contemporary management. Two types of leadership: Transformational and transactional leaders have been studied for many years to assess the person-organization fit. Transformational leaders seek to make changes and improvements in individuals and organization systems. This type of leader enjoys using information to help followers achieve their best and derives inspiration from interactions with subordinates. On the other hand, the transactional leadership style requires hard lines between leaders and followers, they focus on exchanges of benefits or transactions with subordinates. To a transactional leader, he believes the reward can drive followers to reach their maximum potential. However, between leadership style and career commitment there are certain correlates are limited studied. Then, we investigated the relationships between leaders' leadership style, job engagement, career commitment in the organization mediated by Pygmalion effects (i.e., this study referred Pygmalion as leaders' high expectations to improve follower performance). This study collected questionnaires by purposive sampling and 301 data were validated and using structural equation modeling (SEM) to test research hypotheses. The results of the study showed that all constructs were positively correlated, except the transactional leadership was negative related to Pygmalio effect. Transformational leadership was positively related to Pygmalion effect, but transactional was not. The Pygmalion effect was positively related to three types of job engagement: cognitive, emotional and behavioral engagements Finally, three types of job engagement was positively related to organizational commitment. Therefore, it is suggested that the managers in the bank industry can perform transformational leadership style to increase the perception of Pygmalion effect, then to enhance employees’ job engagement and career commitment in the organization.