[[alternative]]THE STUDY ON THE RELATIONSHIP AMONG STYLE OF LEADERSHIP, EAPS, INCENTIVE SYSTEM, ORGANIZATIONAL COMMITMENT AND INTENTION TO QUIT: A CASE STUDY ON LIFE LINE ASSOCIATION

[[abstract]] 志工管理與一般組織員工管理不同，由於志工為一群志願參與服務的人，在無任何薪酬與福利的誘因下，可能因任何原因而隨時離職。然而，由於志工的上任常需經過組織一段時間的訓練，其離職將造成組織莫大的損失。本研究以國內生命線協會志工為研究對象，探討以下問題：（一）不同志工個人、組織特徵變項對於領導風格、志工協助方案、激勵制度、組織承諾、離職傾向之間是否有差異性；（二）探討領導風格、志工協助方案、激勵制度、組織承諾、離職傾向等各變項之間的相關性；（三）探討領導風格、志工協助方案、激勵制度、組織承諾、離職傾向等各變項間之影響關係。本研究透過問卷調查方式，對北、中、南十所生命線志工發放問卷，回收之有效問卷共計235份，其中男性志工參與者67人，女性168人，年齡分佈以41-50歲最多，志工服務年資以5年以內佔多數，教育程度以大學學歷為主。本研究採用SPSS統計視窗軟體作為統計分析之工具，如：因素分析、信度分析、描述性分析、T檢定、單因子變異數分析，皮爾森相關分析、迴歸分析、徑路分析等方法。 本研究所得結論如下： 1. 不同個人特徵變項（年齡、服務年資）在領導風格、志工協助方案，有顯著差異。2. 不同組織特徵變項（志工人數、成立歷史、服務方式）在領導風格、志工協助方案、激勵制度、組織承諾與離職傾向有顯著差異。3. 領導風格、志工協助方案、激勵制度、組織承諾與離職傾向之間有顯著相關。4. 領導風格、志工協助方案、激助制度、組織承諾與離職傾向之間有顯著影響。5. 組織承諾具中介效果。[[abstract]] Volunteer management defers from that of organizational employees. Volunteers may quit their job anytime for any reason because they devote themselves to their work voluntarily without salary and benefit. However, their quitting will result in great loss to the organization due to the before-job training that is necessary to take up their job. The issues discussed in this study include (1) an investigation of the demographic difference among the style of leadership and EAPs、organizational commitment, and intention to quit, (2) an investigation of the correlations among the style of leadership and EAPs、incentive system, organizational commitment, and intention to quit, (3) an investigation of the relationships among the style of leadership and EAPs、incentive system, organizational commitment, and intention to quit。The data were collected from the volunteers of ten branches of Life Line Association in north, central and south area of Taiwan. Within the 235 usable questionnaires, 67 volunteers are male while 168 are female. The majority of participants are between 41 and 50 years old, less than five years of being a volunteer, and with a college degree. SPSS software was used as a tool and several statistical methods, including factor analysis, reliability analysis, descriptive statistics, t-test, two-way factor of analysis, Pearson correlation, regression and pathway analysis, were employed in this study. Conclusions of this study included:1. Among demographic factors, factors of age and years of serving as a volunteer, reveal significant differences in leadership style and program of volunteer assistance respectively. 2. Among organization factors, factors of number of volunteers, years of volunteer group, and ways of service provision reveal significant differences in leadership style, program of volunteer assistance, incentive system, organizational commitment and volunteers’ intention to quit respectively. 3. Both of the factors, including style of leadership, program of volunteer assistance, incentive system, organizational commitment and volunteers’ intention to quit reveal significant correlations. 4. Both of the following factors, including leadership style, program of volunteer assistance, incentive system, organizational commitment and volunteers’ intention to quit, reveal statistically significant difference. 5. Organizational commitment reveals a significant mediating effect on the style of leadership, EAPs, incentive system and intention to quit