臺灣博碩士論文加值系統

近年來，工作價值觀變化快速，過往，員工忠誠於所屬的組織，但現今員工更忠於自己的事業，由於此趨勢導致人員流動頻繁、就業不穩定性增加，而組織迫使提高更多的人力資源成本於招募、培訓、配置範疇上。過去關於人員流動與組織績效之文獻亦指出，組織高人員流動將會影響其組織績效。此外，根據知識基礎觀點，其認為知識是組織最重要的資源之一，且在動盪的環境中，組織愈來愈依賴獲取與應用知識，以強化競爭優勢與創造價值。

因此，本研究之目的將探討組織人員流動對組織績效之關係，並以組織吸收能耐與知識分享為調節變項，以台灣銀行業理財專員團隊為研究對象。

本研究採問卷調查法，總計有效問卷為47個團隊。經統計後發現：
1.組織外部人員流動對組織績效具負向影響效果。
2.組織吸收能耐對外部人員流動率與組織績效之關係具調節效果。
3.組織知識分享對內部人員流動率與組織績效之關係具調節效果。

The work value has changed quickly in recent years. This trend leads to higher human resource cost in recruitment, staffing, and personnel training for organizations, besides, personnel instability and turnover were also found to be negatively related to organizational performance.

Moreover, according to knowledge-based view, the turbulence of the environment also forces organizations to increasingly rely on acquisition and application of knowledge to strengthen competitive advantages and create values.

Therefore, the purpose of this study is to examine the influence of organizational learning capacity on the relationship between personnel turnover and organizational performance.

The data was collected from 47 teams in Taiwan banking industry by using questionnaires, results indicated that：

1) Organizational turnover rate is negatively related to organizational performance.

2) Organizational absorptive capacity will moderate the relationship between organizational turnover and performance.

3) Organizational knowledge sharing will moderate the relationship between organizational turnover and performance.

書名頁 …………………………………………………………………………i
論文口委會審定書 ……………………………………………………ii
授權書……………………………………………………iii
中文摘要…………………………………………………………………………iv
英文摘要…………………………………………………………………………v
誌謝 ………………………………………………………………………vi
目錄 ………………………………………………………………………vii
表目錄 ………………………………………………………………………ix
圖目錄 ………………………………………………………………………x
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 組織人員流動率………………………………………………………4
第二節 組織績效 ………………………………………………………………7
第三節 吸收能耐 ……………………………………………………………13
第四節 知識分享 ……………………………………………………………18
第三章 研究方法 ……………………………………………………………21
第一節 研究假設 ……………………………………………………………21
第二節 研究架構 ……………………………………………………………21
第三節 研究樣本及施測方式……………………………………………22
第四節 研究變項與測量工具……………………………………………24
第五節 資料分析方法 ………………………………………………………31
第四章 資料結果分析 ……………………………………………………32
第一節 團隊層次資料分析 ………………………………………32
第二節 相關分析 ……………………………………………………………33
第三節 變異數分析 …………………………………………………………35
第三節 迴歸分析 ……………………………………………………………38
第五章 結論與建議……………………………………………………………45
第一節 研究假設驗證 ………………………………………………………45
第二節 分析結果 …………………………………………………………46
第三節 管理意涵 ……………………………………………………………48
第四節 研究限制 ……………………………………………………………49
第五節 後續研究 ……………………………………………………………49

參考文獻 …………………………………………………………………………50
附錄一 團隊調查問卷……………………………………………………………59
附錄二 各分行理專流動率……………………………………………………65

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