臺灣博碩士論文加值系統

生技產業為我國高科技產業之一，因此高科技常面臨的離職問題，生技產業一樣無法避免，雖然人員離職可以適時的騰出職缺、促進組織新陳代謝，但離職率過高卻會導致組織失去擁有豐富經驗的員工、離職成本的增加，更必須面臨員工士氣的打擊、企業形象受損等困擾。另外生技產業為知識密集的產業，需要長時間投注於研發，對於研發等高科技人才的需求很高，人事支出往往佔了公司總支出的一半，因此瞭解研發人員的離職原因，以避免離職率過高所帶來的企業損失更是當務之急。
影響離職的原因眾多，其中工作滿足及組織承諾為其重要的前因變項，而不少研究也發現員工工作滿足及組織承諾會受到主管領導型態的影響，由此可知領導對於員工行為的重要性。原則上沒有一種領導方式可以適用於所有情境，唯有因應不同的情境而採取適當的領導型態，方可達到最佳的管理效能，國內外有許多學者研究報告指出主管領導型態對於企業的影響，但國內較少人針對新興生技產業做探討。另外隨著時代的變遷，工作—家庭衝突所造成的問題也漸漸受到重視；其中也有學者發現當衝突產生時可能對於員工的工作滿足、組織承諾及離職傾向造成影響。
基於上述所言，本研究遂以新興生技產業的研發人員為研究對象，探討其領導型態、工作—家庭衝突、工作滿足及組織承諾對離職傾向影響。本研究以郵寄問卷的方式，寄出729份問卷，有效回收率為27.7%，經由SPSS統計軟體分析發現：(1)領導型態中體恤因素對員工工作滿足、組織承諾有顯著的正向影響，結構因素則較無顯著影響。(2)工作—家庭衝突、工作滿足及組織承諾皆對離職傾向有顯著正向影響。(3)工作滿足、組織承諾皆在工作—家庭衝突與離職傾向間扮演了中介的角色。

Biotechnological industry is one of the Hi-Tech industries in Taiwan. Hi-Tech industries often face the turnover’s problem, which biotechnological industry can’t to avoided, either. although employee turnover can supply job vacancy, promote the organization’s metabolism. However, when the turnover intention is too high, the organizing losing the employee with abundant experience, the turnover costs increase, and is the organization image damage. In addition the biotechnological industry are knowledge-intensive, needing a lot of employees who owns the high-tech talent. As a result, to understand the reasons of turnover is very important. In Taiwan not a lot of people research about leadership style and work-Family in conflict biotechnological industry. This study want to focus on this topic.
Out of 729 questionnaires sent and 202 valid copies returned at return ratio of 27.7%. SPSS statistics software was used to analysis the data. The major findings of this study are summarized as the following: 1.Consideration factor of leadership style is positively related to job satisfaction and organization commitment. Initiating structure factor is not significant. 2. Work-family conflict , job satisfaction and organization commitment are all related to turnover intention. 3. Job satisfaction and organization commitment are mediators in the relation between work-family conflict and turnover intention .

目錄
目錄………………………………………………………………………………I
圖目錄…………………………………………………………………………III
表目錄…………………………………………………………………………Ⅳ
第一章 緒論…………………………………………………………………1
第一節 研究背景與動機………………………………………………1
第二節 研究目的………………………………………………………3
第二章 文獻探討……………………………………………………………4
第一節 領導型態………………………………………………………4
第二節 工作—家庭衝突………………………………………………11
第三節 工作滿足………………………………………………………16
第四節 組織承諾………………………………………………………21
第五節 離職傾向………………………………………………………27
第六節 我國新興生技產業概述………………………………………33
第三章 研究方法……………………………………………………………40
第一節 觀念性架構……………………………………………………40
第二節 研究假設………………………………………………………41
第三節 變數操作性定義與衡量………………………………………49
第四節 研究對象………………………………………………………53
第五節 資料分析方法…………………………………………………53
第四章 資料分析……………………………………………………………56
第一節 樣本描述………………………………………………………56
第二節 因素分析………………………………………………………57
第三節 信度與效度分析………………………………………………61
第四節 各構面之相關分析……………………………………………62
第五節 假說驗證………………………………………………………63
第五章 結論與建議…………………………………………………………75
第一節 研究結論………………………………………………………75
第二節 學術貢獻及實務建議…………………………………………77
第三節 研究限制及後續研究建議……………………………………80
參考文獻………………………………………………………………………81
中文文獻…………………………………………………………………81
英文文獻…………………………………………………………………83
附錄 A：前測問卷……………………………………………………………91
附錄 B：正式問卷……………………………………………………………95









圖目錄
圖2-1管理座標……………………………………………………………… 7
圖2-2管理類型圖……………………………………………………………10
圖2-3工作—家庭衝突模式…………………………………………………12
圖2-4工作與家庭角色壓力來源模式………………………………………13
圖2-5工作—家庭衝突雙向模型……………………………………………15
圖2-6工作—家庭衝突影響模式……………………………………………15
圖 2-7 Steers組織承諾前因後果模式………………………………………25
圖 2-8 Mowday, Porter, & Steers 之理論模式……………………………26
圖 2-9 Wasti 組織承諾之前因及後果模式…………………………………26
圖 2-10 Szilagyi 的離職過程模式……………………………………………31
圖 2-11 Arnold and Feldman 的認知離職決定模型…………………………32
圖 2-12 Khatri et al.的離職過程模式………………………………………32
圖 2-13 我國新興生技廠商之產業領域分布………………………………37
圖 3-1 本研究觀念性架構…………………………………………………40








表目錄
表2-1影響工作—家庭衝突之因素…………………………………………14
表2-2 組織承諾程度與可能之影響…………………………………………27
表2-3 離職型態………………………………………………………………30
表 2-4 生物科技產業特性表…………………………………………………36
表 3-1 前測信度分析…………………………………………………………54
表 3-2 KMO判斷準則………………………………………………………55
表4-1 樣本分析………………………………………………………………56
表 4-2 領導型態之因素分析…………………………………………………57
表 4-3 工作—家庭衝突之因素分析…………………………………………58
表 4-4 工作滿足之因素分析…………………………………………………59
表 4-5 組織承諾之因素分析…………………………………………………60
表 4-6 離職傾向之因素分析…………………………………………………60
表4-7 正式問卷之信度分析…………………………………………………61
表4-8 各構面的相關分析……………………………………………………63
表4-9 領導型態對工作滿足的影響…………………………………………64
表4-10領導型態對組織承諾的影響………………………………………66
表4-11 工作滿足對工作—家庭衝突與離職傾向之中介效果……………69
表4-12組織承諾對工作—家庭衝突與離職傾向之中介效果……………72
表4-13 假說驗證結果………………………………………………………73

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