碩士 / 國立高雄海洋科技大學 / 漁業生產與管理研究所 / 106 / This study is based on the non-supervisory staffs who work for Coast Guard Administration Reconnaissance Brigade, the purpose is to discuss the impact of practitioners on supervisory leadership styles and organizational commitments on the leadership style and organizational commitment and make relevant suggestions.
From April to May 2017, there were 315 questionnaires sent out for non-competent officers of the Maritime Inspectorate's, got 289 valid questionnaires back, with an effective recovery rate of 92%. The methods of the Data analysis include: Descriptive statistical analysis, reliability and validity analysis, chi-square analysis, product-difference correlation analysis, verification-type factor analysis, etc. The results are shown below:
1. There is a significant impact between the transformation of leadership and organizational commitment.
2. There is a significant impact between transactional leadership and organizational commitment.
3. There is a significant correlation between transformational leadership and transactional leadership.
4. Demographic variables are partly related to transitional leadership.
5. Demographic variables are partly correlated with transactional leadership.
6. Demographic variables have some significant correlations with organizational commitment.
Research results: The leadership style of the military commander is more affirmed by the personnel. The captain of the civil service is more sympathetic to the transaction guideline. The transitional leadership makes the staff in the office, the eastern and southern regions feel more sympathetic. The military staff to organizational commitment are better than the civilian staff. Truely suggest that unit commander should increase the use of transactional leaders and transition leaders in order to increase the organizational commitment of the unit staff. The result of the research develops those questionnaires that belong to the leadership and organizational commitment of the Zouqian team. It is used to provide the unit supervisors to get to know the difficulties and retention of the staff of the Zala team, and to increase the staff’s commitment to the organization so as to achieve the purpose of keeping people with capability and talented.
| Identifer | oai:union.ndltd.org:TW/106NKIM0451007 |
| Date | January 2018 |
| Creators | 潘秀文PAN ,HSIU-WEN, 潘秀文 |
| Contributors | CHAO-CHING CHEN, 陳朝清 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 180 |
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