醫院主管領導風格對部屬離職傾向之影響

The Impact of Hospital Supervisors’Leadership Style on Subordinates’Turnover Intention

在競爭激烈的市場環境中，企業若要達成永續經營的目標，需關注人力資源管理，尤其是主管的領導風格對員工的影響。主管不同的領導風格，如轉換型領導、交易型領導等，對員工的工作體驗和工作滿意度皆產生不同的影響。在現今社會，CSR、ESG等永續經營理念的發展，更強調企業應該重視且善待員工，許多研究顯示員工的離職傾向與工作滿意度息息相關，部分研究顯示領導者的領導型態會透過工作滿意度、工作壓力等間接影響著人員的離職傾向，因此本研究目的為分析主管領導風格是否會直接地影響員工之離職傾向。
研究採用問卷調查法，以新竹某大學附設醫院320位員工為研究對象，並運用SPSS25.0進行描述性統計、t檢定、變異數分析（ANOVA）與迴歸分析，以探討變數間的關聯性。
本研究結果顯示，員工的工作年資會影響其對主管領導風格的感受（p=.019**）及離職傾向（p=.017**）。此外，主管的領導風格對員工的離職傾向具有顯著影響，顯示適當的領導風格可有效降低員工離職意圖，進而降低組織人事成本，提升企業穩定性。因此，企業應重視領導力培訓，並推動符合組織文化與員工需求的領導模式，以促進企業永續經營。

In today’s highly competitive market environment, enterprises must focus on human resource management to achieve sustainable operations, particularly regarding the impact of leadership styles on employees. Different leadership styles, such as transformational leadership and transactional leadership, have varying effects on employees’work experience and job satisfaction. The development of sustainability concepts such as CSR and ESG further emphasizes the importance of treating employees with care and respect. A review of previous studies shows that employees’turnover is closely related to job satisfaction. Some research suggests that leadership style does not directly affect turnover intention but instead influences it indirectly through job satisfaction and work stress. Therefore, this study aims to analyze whether leadership style directly impacts employees’turnover intention. This study adopts a questionnaire survey method, targeting 320 employees of a university-affiliated hospital in Hsinchu. Data processing and statistical analysis were conducted using SPSS 25.0, including descriptive statistics, t-tests, ANOVA, and regression analysis to examine the relationships between variables. The results indicate that employees’years of service influence their perception of leadership style (p=.019**) and their turnover intention (p=.017**). Furthermore, leadership style has a significant impact on employees’turnover intention, suggesting that adopting an appropriate leadership style can effectively reduce employees’turnover intention, lower organizational personnel costs, and enhance corporate stability. Therefore, enterprises should prioritize leadership training and implement leadership models that align with organizational culture and employee needs to promote sustainable business operations.