目前，我国已经进入经济全球化时代。经济全球化改变了企业运营环境，激化了企 业之间的竞争。为了维持正常发展，企业必须主动适应环境，进行企业并购和企业重组， 企业变革活动伴随着人才流动。在当今社会，人力资源管理已经成为决定企业快速、健 康、持续发展的重要因素之一。2018年，全球经济形势持续走低，人才市场频繁出现员 工跳槽的现象。越来越多的人开始考虑更换工作。如何规避人才流失对企业的影响，成 为企业管理者必须考虑的问题。为了解决人才流动和人才流失问题，管理学领域学者开 始研究领导风格对员工离职倾向的影响。大型台资企业F公司的工程师近万人，近年来 工程师的年度流失率达到20%以上。外界普遍认为，F公司的领导风格与管理制度造成 了工程师工作压力过大，从而产生了离职倾向。因此，本文以F公司的领导风格为研究 对象，分析导致工程师产生离职倾向的原因，并在此基础上提出F公司管理层应该完善 的对策，以降低工程师的离职倾向。 本论文详细阐述了研究目的、研究思路、研究方法，分析总结了三种领导风格（专 制型、民主型、放任型）和工程师离职倾向的相关关系，在此结论的基础上提出了降低 F公司工程师离职倾向的相关对策建议。首先，前两章厘清领导风格、离职倾向及领导 风格与离职倾向关系等基本理论和概念，为文章的写作奠定了理论基础；其次，通过对 F公司的组织结构、领导风格进行分析，从近4年离职状况、不同部门离职状况两个纬 度来统计F公司工程师实际离职状况,，并通过问卷调查的方式实证分析了F公司领导 风格对工程师离职倾向的影响关系：（1）专制型领导风格与工程师的离职倾向有显著的 正相关关系；（2）民主型领导风格与工程师的离职倾向有显著的负相关关系；（3）放任 型领导风格与工程师的离职倾向有显著的负相关关系，但其影响程度较民主型领导风格 明显减弱。 根据以上分析的相关性影响结论，提出三种领导风格的改善对策建议，以此达到最 小化F公司工程师离职倾向：（1）改善专制型领导风格：a)换位思考，拉近组织距离； b)相互尊重，构建公平、诚实、信任的组织氛围；c)团结协作，增加团队认同感。（2） 优化放任型领导风格：a)选择团队核心领导，调整不胜任的领导者；b)优化个人领导风 II 格；c)加强沟通，提高团队凝聚力。（3）倡导民主型领导风格：a) 树立民主型高绩效管 理的标杆；b)创建创新、学习型组织氛围，共同成长；c)计划性岗位轮换，促进工程师 个人成长。 最后，对本研究进行了总结，并针对本研究的局限提出了后续的研究方向。 关键词：领导风格，离职倾向，影响关系，对策建议 III Abstract At present, China has entered the era of economic globalization. Economic globalization has changed the operating environment of enterprises and intensified the competition among enterprises. In order to maintain normal development, enterprises must take the initiative to adapt to the environment, carry out M & A and enterprise restructuring, and the enterprise reform activities are accompanied by the flow of talents. In today's society, human resource management has become one of the important factors that determine the rapid, healthy and sustainable development of enterprises. In 2018, the global economic situation continued to decline, and there were frequent job hopping in the talent market. More and more people are thinking about changing jobs. How to avoid the impact of brain drain on enterprises has become a problem that managers must consider. In order to solve the problem of talent flow and brain drain, management scholars began to study the influence of leadership style on employee turnover intention. There are nearly 10000 engineers in F company, a large Taiwan funded enterprise. In recent years, the annual turnover rate of engineers has reached more than 20%. It is generally believed that the leadership style and management system of F company cause too much pressure on engineers, resulting in turnover intention. Therefore, this paper takes F company's leadership style as the research object, analyzes the reasons that lead to the turnover intention of engineers, and on this basis, puts forward the countermeasures that F company's management should improve to reduce the turnover intention of engineers. This paper elaborates the research purpose, research ideas and research methods, analyzes and summarizes the relationship between the three leadership styles (autocratic, democratic and laissez faire) and the turnover intention of engineers, and on the basis of this conclusion, puts forward relevant countermeasures and suggestions to reduce the turnover intention of engineers in F company. First of all, the first two chapters clarify the basic theories and concepts of leadership style, turnover intention and the relationship between leadership style and turnover intention, which lays a theoretical foundation for the writing of the article; second, through the analysis of the organizational structure and leadership style of F company, the actual turnover of engineers in F company is counted from the two dimensions of turnover status in the past four years and different departments, and through the questionnaire. This paper IV empirically analyzes the influence of F company's leadership style on the turnover intention of engineers. (1) there is a significant positive correlation between authoritarian leadership style and engineer turnover intention. (2) there is a significant negative correlation between Democratic leadership style and engineer turnover intention. (3) there is a significant negative correlation between the laissez faire leadership style and the turnover intention of engineers, but the influence of laissez faire leadership style is weaker than that of Democratic leadership style. According to the conclusion of the above analysis, three suggestions are put forward to improve the leadership style, so as to minimize the turnover intention of F company's engineers. (1) improve autocratic leadership style: a) shift thinking, shorten organizational distance; b) mutual respect, build a fair, honest and trustworthy organizational atmosphere; c) unity and cooperation, increase team identity. (2) optimize the laissez faire leadership style: a) select the core leaders of the team and adjust the incompetent leaders; b) optimize the personal leadership style; c) strengthen communication and improve team cohesion. (3) advocate Democratic leadership style: a) set up the benchmark of democratic high performance management; b) create an innovative and learning organization atmosphere for common growth; c) plan job rotation to promote the personal growth of engineers. Finally, this paper summarizes the research and puts forward the follow-up research direction. KEY WORDS: leadership style, turnover intention, influence relationship, countermeasures and suggestions V 目 录 摘要...............I Abstract.......III 1 绪 论..........1 1.1 研究背景与意义.............1 1.1.1 研究背景...............1 1.1.2 研究意义...............1 1.2 研究内容与方法.............2 1.2.1 研究内容...............2 1.2.2 研究方法...............2 1.3 国内外研究现状与评述.3 1.3.1 国外研究现状.......3 1.3.2 国内研究现状.......4 1.3.3 评述.......................6 1.4 研究思路与技术路线.....6 1.4.1 研究思路...............6 1.4.2 技术路线...............7 1.5 创新之处.........................7 2 相关概念及理论基础...............9 2.1 领导风格的基本涵义.....9 2.1.1 领导风格定义和领导风格类型..........9 2.1.2 领导风格的作用和影响....................10 2.2 离职倾向.......................11 2.2.1 离职与离职倾向.11 2.2.2 离职倾向的影响因素........................12 2.3 三种领导风格与离职倾向的关系..............13 2.3.1 专制型领导风格与离职倾向的关系15 VI 2.3.2 民主型领导风格与离职倾向的关系16 2.3.3 放任型领导风格与离职倾向的关系16 3 F公司领导风格与工程师离职现状......................17 3.1 F公司简介及组织架构.17 3.1.1 行业背景和公司简介........................17 3.1.2 组织架构和人员结构简介................18 3.2 F公司领导风格现状.....19 3.2.1 专制型领导风格现状........................20 3.2.2 民主型领导风格现状........................20 3.2.3 放任型领导风格现状........................20 3.3 F公司工程师离职现状.21 3.3.1 近4年工程师离职现状....................21 3.3.2 不同部门的工程师流失现状............21 3.4 不同领导风格与工程师离职的现状..........22 3.4.1 专制型领导风格与离职现状............22 3.4.2 民主型领导风格与离职现状............23 3.4.3 放任型领导风格与离职现状............24 4 三种领导风格与离职倾向