标题: | 工作镶嵌对离职意图的影响:产业景气与组织绩效的调节作用 Job Embeddedness and Turnover Intention: The Moderating Effects of Business Prospect and Organizational Performance |
作者: | 彭信泽 Peng, Hsin-Tse 王耀德 Wang, Yau-De 管理学院管理科学学程 |
关键字: | 工作镶嵌;镶嵌感受;产业景气;组织绩效;离职意愿;Job Embeddedness Practices;Embedded Perception;Business Prospect;Organizational Performance;Turnover Intention |
公开日期: | 2011 |
摘要: | 本研究的目的在于探讨企业实施工作内镶嵌与工作外镶嵌作为对工作镶嵌感受的关系,以及产业景气与公司营运绩效对于镶嵌感受的调节作用,进而讨镶嵌感受对于降低离职意愿的中介作用,期盼研究成果能够做为企业以留才为前提下,订定设计管理制度或福利措施时之参考。 本研究的对象为新竹科学园区科技产业的员工,采用问卷调查方式搜集资料,发出400份问卷,收回324份,回收率达81%,扣除14 份无效问卷后,共得310份有效问卷。资料分析以阶层回归法检验本研究假设,实证验证结果发现:(1) 公司的镶嵌作为与员工镶嵌感受有正向关系;(2)产业景气状况与公司营运绩效对镶嵌作为与镶嵌感受的正向关系没有调节作用;(3) 员工的镶嵌感受对离职意愿的负向关系不显着;(4) 镶嵌感受对镶嵌作为对离职意愿的负向影响没有中介作用。 The purpose of this research is to examine the relations between on-the-job embeddedness and off-the-job embeddedness practices and employees’ perceptions of the practices and also to explore the moderating effects between business prospect and organizational performance on the embedded practice- perception relationship. The study explores further the mediating effects of the embeddedness perception on the relations between the embeddedness practice and turnover intention. We hope that the result of this research could provide useful knowledge for companies, which are planning to renovate their human resource management in order to better retain their employees. Subjects of this study are employees work in hi-tech companies in the Science-based Industrial Park in Hsinchu area. Four hundred questionnaires were distributed and 324 of them were returned with a return rate of 81 %. After excluding 14 incomplete 14 questionnaires, the final sample includes 310 subjects. We used hierarchical regression analysis to test our hypotheses. We have the following findings: First, job embeddedness practice has a significant positive relationship with employees' embeddedness perception; second, the prospect of business and the performance of organization do not mediate the embeddedness practice and embeddedness perception relationship; third, the employees’ embedded perception has not effect on their turnover intentions; and fourth, embeddedness perception does not mediate the negative effects of embeddedness practice on turnover intention. |
URI: | http://140.113.39.130/cdrfb3/record/nctu/#GT079962512 http://hdl.handle.net/11536/50698 |
显示于类别: | Thesis |