個人-組織適配、個人-工作適配對離職傾向的影響：以工作特性、自我效能為中介

Abstract

本研究係探討個人-組織適配、個人-工作適配對離職傾向的影響，並以工作特性、自我效能為中介。研究對象是以在組織內服務滿一年以上的在職者，施測對象包含各產業之企業組織之員工，以網路及紙本問卷來進行資料蒐集，共計取得190份問卷。分析回收問卷的結果：（1）個人-組織適配、個人-工作適配越高，會降低員工離職傾向；（2）工作特性會影響個人-組織適配、個人-工作適配與離職傾向間的關係，具部分中介效果；（3）自我效能會影響個人-組織適配與離職傾向間的關係，具部分中介效果（4）自我效能對個人-工作適配與離職傾向間不具中介效果。 本研究結果可以幫助企業藉由改善個人-組織適配、個人-工作適配，降低員工離職傾向，也可以透過改善員工的工作特性，並增強員工自我效能，降低員工離職傾向的產生。

The aims of this study were to examine the relationships between person-organization (P-O) fit, person-job (P-J) fit and employee’s turnover intention and the mediation effects of job characteristics and self-efficacy on these relationships. We collected data via paper and online questionnaires from 190 employees who had at least 1 year of tenure at their organizations. The results showed that (1) higher P-O or P-J fit resulted in lower employee turnover intention; (3) job characteristics mediated the relationships between P-O fit or P-J Fit and turnover intention; (3) self-efficacy mediated the relationship between the P-O fit on turnover intention; and (4) self-efficacy didn’t mediate the relationship between P-J fit and turnover intention. According to the above results, firms can reduce employees’ turnover intention by improving their P-O and P-J fit. Also by working on improving employees’ job characteristics and enhancing their self-efficacy, organizations can also reduce their employees’ turnover intention.