在金融企業中，「人」是維繫組織中最重要且有效運作因素之一。金融界從業人員常會被視為擁有高薪、工作性質充滿挑戰性、工作壓力巨大的工作族群之一。綜觀過去文獻，與工作績效相關的研究相當多，針對主管作探討的研究也大多以主管的領導風格及其人格特質為研究之主要變項，似乎仍有部分變數因子被忽略。本研究者有感於此，基於自身在金融界體察到之職場現象，希望探討領導-成員交換關係、組織政治知覺、工作績效對離職傾向之間的關係，用以了解影響銀行職員本身離職傾向原因。本研究共發放793份問卷，並以相關性分析與迴歸分析驗證研究假設。研究結果希望可以提供金融企業組織了解上述各變項如何影響員工離職傾向，作為日後金融界改善員工離職率之參考依據。 In financial companies, “people” is one of the most important and effective operating factors in maintaining an organization. Financial practitioners are often regarded as one of the work groups that have high-paying, challenging, and stressful jobs. Making an overview of the previous studies, there are quite a lot of researches related to job performance. Most explorations on supervisors focused on their leadership style and personality characteristics as main research variables. It appeared that some areas of research have been ignored. In view of these gaps, this study mainly explored the relationships among leadership-member exchange relationship, job performance, organizational political perceptions, and turnover intention, seeing to understand main factors affecting turnorver intention of financial banking staff. This study surveyed 793 financial banking employees, and used correlation analysis and regressiong analysis to examine research hypotheses. It is hoped that the findings of the study may provide a better understanding of how the above mentioned variables affected employee turnover intention, as well as to serve as references to help financial industries to improve the issue.
