标题: 个人-组织适配、个人-工作适配对离职倾向的影响:以工作特性、自我效能为中介
The Effects of Person-Organization Fit and Person- Job Fit on Employee Turnover:The Mediation of Job Characteristics and Self-Efficacy
作者: 石立慈
Shih, Li-Tzu
王耀德
Wang, Yau-De
管理学院管理科学学程
关键字: 个人-组织适配;个人-工作适配;工作特性;自我效能;离职倾向;Person-Organization Fit,;Person-Job Fit;Job Characteristics;Self-Efficacy;Employee Turnover
公开日期: 2015
摘要: 本研究系探讨个人-组织适配、个人-工作适配对离职倾向的影响,并以工作特性、自我效能为中介。研究对象是以在组织内服务满一年以上的在职者,施测对象包含各产业之企业组织之员工,以网路及纸本问卷来进行资料搜集,共计取得190份问卷。分析回收问卷的结果:(1)个人-组织适配、个人-工作适配越高,会降低员工离职倾向;(2)工作特性会影响个人-组织适配、个人-工作适配与离职倾向间的关系,具部分中介效果;(3)自我效能会影响个人-组织适配与离职倾向间的关系,具部分中介效果(4)自我效能对个人-工作适配与离职倾向间不具中介效果。
本研究结果可以帮助企业藉由改善个人-组织适配、个人-工作适配,降低员工离职倾向,也可以透过改善员工的工作特性,并增强员工自我效能,降低员工离职倾向的产生。
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.
URI: http://140.113.39.130/cdrfb3/record/nctu/#GT070163136
http://hdl.handle.net/11536/127256
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