臺灣博碩士論文加值系統

在與時俱進的時代中，企業隨著時代改變是必然的趨勢，否則將會成為時代下的犧牲品，就餐飲服務業而言，其經營核心已從以往的物超所值轉變為精緻養生，而消費者也對餐飲服務的品質要求隨之增加。因此，存於跨時代中的餐飲業者須隨時做好企業轉型的改變，而組織內的員工也經常被迫面臨工作上的改變，不同以往的服務習慣、經驗與工作模式，皆使員工在歷經改變的過程中，產生極大的心理壓力，進而造成人才的流失。因此，企業如何在變革之際，留住優質人才並減低員工的離職傾向，成為了變革當中最重要的管理議題。
本研究之研究目的，旨在探討組織變革知覺對離職傾向之影響-以挑戰型壓力為中介效果；其次，探討組織變革知覺對離職傾向之影響-以阻礙型壓力為中介效果。本研究以餐飲服務產業員工為問卷發放對象，有效問卷362份，回收率為72.4%。
本研究以驗證性因素分析檢視量表，並以結構方程模式檢驗假設。研究結果顯示：(1)組織變革知覺會透過挑戰型壓力降低離職傾向之路徑較不顯著；(2) 組織變革知覺會透過阻礙型壓力提高離職傾向。最後，根據研究結果，提出管理意涵及未來研究之建議。

關鍵詞：組織變革知覺、挑戰型壓力、阻礙型壓力、 離職傾向

Abstract
In order to confront the rapidly changing world and intense competitions, industries need to evolve with the times and adapt to the changes; otherwise, they will disappear eventually. In terms of the catering service industry, the business core has changed from providing affordable and delicious food to exquisite healthy food. In addition, customers are expecting not only good food but also high quality of service from this business. Thus, the catering industry needs to get ready for the corporate transformation at any time. Employees in the organization are also forced to face the changes in their daily work. During the transformation, the employees are having strong physiological pressure due to different service habits, experiences, and working pattern changes, which situation leads to talent loss. How to retain talented employees and reduce employees’ turnover intentions at the time of change becomes the most important management issue in the reform.
The goal of this study is to explore the impact of employees’ organizational change perceptions on turnover intentions from two type of mediating effects- challenge stressors and hindrance stressors. The survey was designed for and distributed to catering service employees. We successfully collected 362 completed questionnaires (response rate=72.4%).
In this study, data were tested and analyzed by means of a confirmatory factor analysis and structural equation modeling. The result showed that challenge stressors did not significantly affect organizational change perceptions on reducing turnover intentions. However, hindrance stressors significantly increased the employees’ turnover intentions. Finally, based on the results, suggestions for management implications and future work were proposed.

Keywords：perception of organization change, challenge stressor, hindrance stressor, turnover intention.

中文摘要 ……………………...………………………………………. I
Abstract ……………………...………………………………………. II
目錄 ……………………...………………………………………. IV
表目次 ……………………...……………………………………VI
圖目次 ……………………...………………………………………. VII
第一章 緒論 ……………...…………………………………………… 1
第一節 研究背景與動機 ……………………...…………………. 1
第二節 研究目的 ……………………...…………………………. 6
第三節 研究流程 ……………………………...…………………. 6
第四節 名詞釋義 ………………………….…..…………………. 8
第二章 文獻探討 ………..…………………….……..………….. 10
第一節 組織變革知覺對離職傾向之影響：挑戰型壓力
的中介效果………...…….. ……...……...….…….....…… 10
第二節 組織變革知覺對離職傾向之影響：阻礙型壓力
的中介效果 ………...……………………………. ….……. 20
第三章 研究方法 ……...……………………………………...……. 24
第一節 研究架構與假設 ………...…………………………….….. 24
第二節 研究對象 ………………...…………………………….….. 25
第三節 研究工具 ………………...…………………………….….. 25
第四節 調查實施 ………………...…………………………….….. 28
第五節 資料分析 ………………...…………………………….….. 29
第四章 研究結果 ……...……………………………...……. 31
第一節 樣本描述 ………...…………………………….….. 31
第二節 整體樣本適配度 ……………………………………….….. 34
第三節 組織變革知覺對離職傾向之整體模式……………….….. 35
第五章 研究結果 ……...……………………………...……. 39
第一節 研究發現 ………...…………………………….….. 39
第二節 研究結論 ……………………………………….….. 40
第三節 研究建議 ……………………….……………….….. 41
第四節 研究限制 ………………………….……………….….. 43
參考文獻 …………………………...…………….………….….…….. 46
附錄 …………………………...…………….………….….…….. 56

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