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研究生:周瑋倫
研究生(外文):Wei-Lun Chou
論文名稱:汽車修護人員專業承諾、組織公平與留任意願之關聯性研究 - 以心理契約為中介變項
論文名稱(外文):A Study of the Relationship among Automobile Technicians’ Professional Commitment, Organizational Justice, and Retention Willingness-Psychological Contract as Mediator
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Yung-Chuan Wang
口試委員:劉廷揚馮國豪黃佳純
口試委員(外文):Ting-Yang LiuKuo-Hao FengJie-Tsuen Huang
口試日期:2017-05-17
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:165
中文關鍵詞:汽車修護人員專業承諾組織公平心理契約留任意願
外文關鍵詞:Automobile TechnicianProfessional CommitmentOrganizational JusticePsychological ContractRetention Willingness
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在汽車修護已不分廠牌的今日,汽車修護人員流動率的高低,不僅影響技術力的培訓,更是攸關組織的經營績效。藉由本研究瞭解汽車修護人員的專業承諾、組織公平對留任意願之影響,並分析心理契約之中介效果,以作為汽車產業在管理實務上之參酌。
本研究對象為雲嘉南高屏地區某知名品牌之兩家汽車經銷商,透過問卷調查共計發出700份問卷,有效問卷共475份。針對所蒐集的資料,使用SPSS 19.0與LISREL 8.51等統計軟體,進行資料分析與處理,其研究結果如下:
一、汽車修護人員的專業承諾對其留任意願具有顯著的正向影響。
二、汽車修護人員的組織公平對其留任意願沒有顯著的正向影響。
三、汽車修護人員的專業承諾對心理契約具有顯著的正向影響。
四、汽車修護人員的組織公平對其心理契約具有顯著的正向影響。
五、汽車修護人員的心理契約對留任意願具有顯著的正向影響。
六、心理契約對專業承諾與留任意願之關係具有顯著的中介效果。
七、心理契約對組織公平與留任意願之關係具有顯著的中介效果。
Nowadays, regardless of the automobile brands, the turnover rate of automobile technicians will not only influence on training related skills, but also concern about business performance. We attempt to analyze the impact of the professional commitment and organizational justice to retention willingness, as well as examine whether the psychological contract has mediating effects in the relationship between them. Therefore, this study may become the future reference on empirical practices for automobile industries.
The research objects are those automobile technicians of two famous automobile dealers in Southern Taiwan, which includes Yunlin, Chiayi, Tainan, Kaohsiung, Pingtung. This research has applied survey questionnaire; we sent out 700 questionnaires, and there were 475 effective. After that, SPSS 19.0 and LISREL 8.51 were used for data analyze, then the research results are as followings:
1. Professional commitment of automobile technicians has a significant positive effect on retention willingness.
2. Organizational justice of automobile technicians has no significant positive effect on retention willingness.
3. Professional commitment of automobile technicians has a significant positive effect on psychological contract.
4. Organizational justice of automobile technicians has a significant positive effect on psychological contract.
5. Psychological contract of automobile technicians has a significant positive effect on retention willingness.
6. Psychological contract has a significant positive mediation effect on the relationship between professional commitment and retention willingness.
7. Psychological contract has a significant positive mediation effect on the relationship between organizational justice and retention willingness.
目錄
致謝辭..............................................................i
摘要................................................................ii
Abstract............................................................iii
目錄................................................................v
表目錄.............................................................vii
圖目錄.............................................................ix
第一章 緒論.........................................................1
 第一節 研究背景與動機.............................................1
 第二節 研究目的...................................................4
 第三節 研究流程...................................................5
 第四節 名詞解釋...................................................6
第二章 文獻探討.....................................................7
 第一節 專業承諾...................................................7
 第二節 組織公平..................................................19
 第三節 心理契約..................................................29
 第四節 留任意願..................................................41
 第五節 專業承諾、組織公平、心理契約與留任意願之關係................55
第三章 研究方法....................................................66
 第一節 研究架構..................................................66
 第二節 研究假設..................................................67
 第三節 研究變項之操作性定義與衡量工具............................69
 第四節 研究對象與調查方法........................................77
 第五節 資料分析方法..............................................78
 第六節 量表之信效度分析..........................................82
第四章 實證分析....................................................89
 第一節 樣本描述性統計分析........................................89
 第二節 相關分析..................................................93
 第三節 結構方程模式驗證與分析....................................99
 第四節 研究假設結果檢定.........................................115
第五章 結論與建議.................................................122
 第一節 研究結論.................................................122
 第二節 理論意涵與實務建議.......................................128
 第三節 研究限制與後續研究建議...................................133
參考文獻..........................................................135
一、中文部份.......................................................135
二、英文部份.......................................................139
附錄 問卷.........................................................151
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