工作壓力來源與因應策略對離職意圖之關聯性研究：以台灣和印尼金融業為例

Abstract

台灣金融市場呈現過多銀行家數現象；多樣化之金融商品，以及導因顧客、同事、上司、管理部門、文書處理、長時間操作電腦、員工訓練及績效考察等壓力事件，將會造成超時的工作，形成過度的工作壓力，影響員工身心健康；對組織而言，員工士氣的低落將會影響營運效率，反映在公司營收及獲利。如今，金管會積極推動並宣傳台灣金融產業「打亞洲盃」的口號，台灣大型銀行開始重視印尼市場。基於這樣的背景，本研究欲探討台灣、印尼兩國銀行業的員工如何面對壓力，並探討其所運用的因應壓力方式對離職意圖的影響。 本研究採用問卷調查法，研究對象以在職的台灣及印尼銀行員工，最後回收的有效問卷為356份。以結構方程模式執行分析，結果顯示：（1）工作者的心理逃脫與離職意圖有正向關係；（2）工作者的「正向重釋及成長」與離職意圖有負向關係；（3）工作者的失敗恐懼對其離職意圖直接效果不顯著，但透過心裡逃脫的間接效果顯著；（4）工作者的競爭壓力與離職意圖有正向關係；（5）工作者的失敗恐懼與心理逃脫有正向關係；（6）工作者的競爭壓力與「正向重釋及成長」有負向關係；（7）負面工作情緒正向調節競爭壓力對心理逃脫之間的關係；（8）失敗恐懼與「正向重釋及成長」的負向關係會受到國家別干擾，使台灣員工比印尼員工有較強烈的負向關係；（9）競爭壓力與「正向重釋及成長」的負向關係會受到國家別干擾，使印尼員工比台灣員工有較強烈的負向關係。最後依據實證結果提出管理意涵，希望能提供管理者，做為組織面決策的參考。

There is overbanking phenomenon on Taiwanese banking industry; diversification of financial products and stressful event caused by customers, colleagues, superior, paperwork, long-term use of computer, employee training and performance appraisal could lead to work overtime, thus resulting in work stress that affect employee’s mental and physical health. In the eyes of organization, employee’s low morale could perturb operation efficiency, thus reflects on company’s revenue and earnings. Recently, Financial Supervisory Commission of Taiwan conduct a vigorous drive to banking industry to Asian market expansion, Taiwanese leading banks therefore begin to consider Indonesia market to be very important. Based on this background, this study proposes a research model to examine how Taiwanese and Indonesian employees in banking industry cope with stress as well as the effects of Mental Disengagement (MD) and Positive Reinterpretation and Growth (PRG) on Turnover Intention (TI). In this research, we sample Taiwanese and Indonesian employees in banking industry through questionnaire, with 356 valid questionnaires were returned. Using Structural Equation Modeling to analyse the samples, we found that: (1) Employee’s MD is positively related to TI. (2) PRG is negatively related to TI. (3) Fear of failure (FF) is positively related to MD, but FF is not significant predictor of TI. Thus, the findings confirm the mediating role of MD. (4) Competitive Pressure (CP) is positively related to MD. (5) FF is positively related to MD. (6) CP is negatively related to PRG. (7) Negative working mood has a positive moderating effect on the relationship between CP and MD. (8) Country as moderator effect, which means FF and PRG negative relationship is much stronger for Taiwanese than for Indonesian employees. (9) It also indicates CP and PRG negative relationship is much stronger for Indonesian than for Taiwanese workers. At last, implications for theory and practice are discussed.