[[alternative]]On Turnover Intention of Automobile Salesmen in Central Taiwan

[[abstract]] 本研究之研究對象為中部地區從事汽車銷售業務之人員，透過問卷調查和統計分析的方式來探討「領導風格」、「工作壓力」、「工作滿足」、「組織承諾」及「離職傾向」五大構面之間所存在的關係，並探討不同性別、年齡、教育程度、工作年資、薪資在這五個構面上是否有顯著差異。由研究結果可知，領導風格對離職傾向並無顯著影響，而對工作壓力、工作滿足、組織承諾分別有顯著影響；工作壓力對工作滿足、組織承諾與離職傾向皆具有顯著的影響；工作滿足分別對組織承諾或離職傾向皆有顯著的影響；組織承諾對離職傾向有顯著的影響。此外，工作壓力對「領導風格與工作滿足」、「領導風格與組織承諾」不具有中介效果；工作壓力、工作滿足、組織承諾對「領導風格與離職傾向」皆不具有中介效果。工作滿足對「領導風格與組織承諾」、「工作壓力與組織承諾」均具有完全中介效果；工作滿足、組織承諾對「工作壓力與離職傾向」以及組織承諾對「工作滿足與離職傾向」皆具有部分中介效果。其次，在差異性分析上可知，女性較男性有較高的離職傾向；但在教育程度、年齡與工作年資上對五大構面均無顯著差異；而在薪資上，就工作滿足面來說，40001~60000元顯著高於20001~40000元、至於離職傾向構面，薪資低於60000元的族群有較高的離職傾向，是比較有趣且符合常理現象。 對領導者而言，必須特別注意「領導風格」這個構面，因領導風格對工作壓力、工作滿足與組織承諾皆有顯著影響；其次如何減低工作上的壓力，並且在工作滿足上的提高，均有助於組織承諾提升與離職傾向的降低。[[abstract]] The object of the research study is personnel engaged in the central region in auto sales, By questionnaires and statistical analysis to discuss five dimensions of the relationship that exists among the leadership style, job stress, job satisfaction,organizational commitment＂ and turnover intention, and to explore gender, age, education, work experience, wages in the five dimension of whether there is a significant difference. From the study results, leadership style, there is no significant effect on turnover intention, while job stress, job satisfaction, organization commitment were significantly affected; job stress and job satisfaction and organizational commitment and turnover intention have a significant impact on both; job satisfaction, respectively organizational commitment or turnover intention have significant impact; organizational commitment and turnover have a significant impact. In addition, the job stress on the leadership style and job satisfaction, leadership style and organizational commitment does not have a mediating effect; job stress, job satisfaction, organizational commitment style of leadership and turnover intention＂ have not a mediator effect. Job satisfaction on the leadership style and organizational commitment, job stress and organizational commitment are fully mediated; job satisfaction, organizational commitment to work stress and turnover intention, and organizational commitment ＂job satisfaction and turnover intention＂ are a partially mediated. Second, from the difference analysis we can know that more women than men have a higher turnover; but in education, age and work experience on the five dimensions were not significantly different. In salary, the surface on job satisfaction, 40001 ~ 60000 dollars was significantly higher than 20001 ~ 40,000 dollars. Turnover dimensions less than 60,000 dollars of the population pay a higher turnover, it is more interesting and common sense of this phenomenon. For leaders, we must pay particular attention to ＂leadership style＂ of this dimension, because of leadership style on job stress, job satisfaction and organizational commitment have significant impact; Then how to reduce the pressure of work, and increase job satisfaction, will help to enhance organizational commitment and lower turnover intention