| 摘要: | 本研究旨在探討直銷產業主管人格特質、核心職能與領導風格對組織承諾相關性之研究。其研究目的︰探討直銷產業主管人格特質、核心職能與領導風格對組織承諾之相關性及差異情形。因此，本研究為探討上揭情況尋找其原因，就以直銷產業主管人格特質、核心職能與領導風格對組織承諾之相關性進行研究，並選擇個案M公司之北區作為案例，採用問卷調查法為主、半結構性專家訪談為輔，受試者採擔任主管之職級為抽樣對象，問卷總計發放445份，有效問卷380份，其回收率達85％。進行描述性統計、單因子變異數分析、獨立樣本t檢定、皮爾森積差相關分析及迴歸分析等驗證，經由訪談及實證研究與假設後，發現以下結論︰
經由訪談及實證研究結果發現，主管大多集中於（26~35歲）、血型（O型）、宗教信仰（基督教）、教育程度（大學）、婚姻狀況（已婚）、經營現況（專職）、加入動機（開創事業）、經營年資（2~5年）、經營職稱（明星級招募人）。其人格特質的「自律和善性、神經質、外向性及經驗開放性」；核心職能的「團隊領導力、個人特質及培育能力」；領導風格的「激勵領導及魅力領導」；組織承諾的「持續承諾及情感承諾」，與組織承諾的差異有特定的影響及相關性。最後研究還發現組織績效優良者除了擁有個人領導風格外，還須具備專業職能的能力。本研究希冀藉此將研究結果，提供直銷產業主管進行生涯規劃與組織培訓上之建議與參考。
The aim of this research is to explore the correlations and differences between the personality straits, core competencies, leadership styles of the direct marketing executives and the commitments to the organization. Therefore, This study was conducted to find the cause for the shrinking direct selling industry by exploring the personality traits and the core functions of leadership style on organizational commitment relevance. The case M Company North was selected by using case survey method-based and semi -structural expert interviews.A total of 445 questionnaires were distributed. 380 valid questionnaires were collected with a return rate of 85%. The data for conduct descriptive statistics, ANOVA, independent T-tests, Pearson correlations, and regressions.
The findings from the interviews and the empirical research indicate that most executives falled into categories of age (26~35), blood type (O), religion (Christian), education (university), marital status (married), working status (full-time), motivation of joining the industry (starting business), working experience (2~5 years), titles (star recruiters). Most frequent personality traits are “self disciplined and good natured, neurotic, extravert, and open to new new experiences, ” while core competencies consist of “team leadership, personal qualities, and ability to improve with trainings.” Most executives have the leadership styles of “motivational leadership and charismatic leadership.” Organization commitments consist of “continuous commitment and emotional commitment,” which have specific effect and correlation to the difference of the organization commitments. Finally, this research finds excellent performers within the organization not only have their own individual leadership style, they also have professional competencies. This research is conducted with the hope to provide the findings as a reference for career planning and organization training for the direct marketing executives. |
