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研究生:李申富
研究生(外文):Shen-Fu Lee
論文名稱:員工留任意願影響因素之探討-以彰化地區信用合作社為例
論文名稱(外文):Determinants of Employees' Intention to Stay- A Study of Credit Unions in Changhua
指導教授:莊智薰莊智薰引用關係
指導教授(外文):Chih-Hsun Chuang
口試委員:曹瓊文張曼玲
口試日期:2019-06-02
學位類別:碩士
校院名稱:國立中興大學
系所名稱:高階經理人碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2019
畢業學年度:107
語文別:中文
論文頁數:30
中文關鍵詞:留任意願知覺組織支持領導成員交換關係就業力
外文關鍵詞:Intention to StayPerceived Organizational SupportLeader-member ExchangeEmployability
相關次數:
  • 被引用被引用:7
  • 點閱點閱:407
  • 評分評分:
  • 下載下載:147
  • 收藏至我的研究室書目清單書目收藏:2
摘要

企業或組織要追求獲利與永續經營,維持人力資源的穩定是有其必要性,企業認定的優秀員工,更是其他企業爭相想要獲得的人才。尤其在金融服務業中涉及財務隱私,如果是一個優秀的員工離職除了企業必須重新招聘訓練以外,也有可能因服務人員的流動而損失客戶。因此本研究希望從知覺組織支持、領導成員交換關係與就業力三個構面探討可能影響員工留任意願之因素,盡早瞭解究竟影響員工留任意願因素為何?避免企業因人力資源不穩定而徒增管理成本。

本研究以彰化地區兩家信用合作社之23家分社基層員工為問卷調查樣本,回收有效樣本179份問卷,研究結果顯示知覺組織支持與留任意願呈現正向顯著相關,領導成員交換關係與留任意願無顯著相關,就業力與留任意願具有負向顯著關係。
Abstract
It is important and necessary for enterprisers to maintain the stability of human resources in order to pursue profits and sustainable operations. The outstanding employees recognized by enterprises are the talents that other enterprises are eager to headhunt.In the financial services industry, employees are involved in customers’ financial privacy, therefore, employees who leave the company may cause a serious loss of profit from both customers and enterpris. On the other hand, enterprisers have to spend time and money recruiting new blood in order to maintain the stability of human resources. Therefore, this study hopes to find out the factors that may affect employees' intention to stay, and let enterprises reduce the cost of management due to the unstable human resources.

This study surveyed and collected data from 179 financial tellers working at branches of two credit unions in Changhua, Taiwan.Questionnaires addressing theperceived organizational support, leader-member exchange, employability,and intention to stay were distributedto employees. This study shows that (1)the perceived organizational support has a positive correlated with intention to stay, (2) there is no significant correlation between the leader-member exchange and intention to stay,(3)there is a negative relationship between employability and intention to stay. This study fulfills an identified need to understand the influence of the perceived organizational support, leader-member exchange, employabilityon the intention to stay.
目錄
第一章 緒論 1
第一節 研究背景與動機。 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 留任意願 3
第二節 知覺組織支持與留任意願 3
第三節 領導成員交換關係與留任意願 4
第四節 就業力與留任意願 5
第五節 研究架構 6
第三章 研究方法 7
第一節 資料蒐集程序 7
第二節 變數衡量 8
第三節 分析方法 10
第四章 研究結果 12
第一節 敘述性統計分析 12
第二節 問卷信度分析 12
第三節 差異性分析 13
第四節 Pearson相關分析 14
第五節 多元迴歸分析 16
第五章 討論與建議 19
第一節 研究發現 19
第二節 管理意涵 20
第三節 研究限制與後續建議 24
參考文獻 26
參考文獻
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2. 轉換型領導、主管與部屬交換關係與離職傾向關係之研究
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