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研究生:吳岱樺
研究生(外文):Wu Tai - hua
論文名稱:員工離職經驗與組織承諾之關係探討
論文名稱(外文):The Relationship between Experience of Turnover and Organization Commitment
指導教授:毛筱豔毛筱豔引用關係
指導教授(外文):Mao Hsiao - yen
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:121
中文關鍵詞:離職經驗組織承諾
外文關鍵詞:Experience of TurnoverOrganization Commitment
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論文提要內容:
本研究之背景及問題,旨在探討員工離職經驗(experience of turnovers)與組織承諾(organizational commitment)間的關係,是否會在近期產業結構的改變,以及全球性經濟景氣不穩定的情況下,呈現出明顯的差異,同時,由於離職之自願性的干擾,是否亦使得員工離職經驗與組織承諾間的關係隨之產生不同的結果。
實證結果支持本研究的內部一致性及解釋能力,同時獲得以下結論:
一、員工離職經驗與組織承諾之關係
(一)員工離職經驗愈豐富,組織承諾愈高,以產業來說,從事醫療、航太
及生化科技業者,較具離職經驗,其組織承諾亦較高。
(二)員工離職經驗愈豐富,其對組織之價值承諾愈高,以產業別來區分,
則以從事金融業者,其離職經驗最豐富,對組織之價值承諾亦最高。
(三)員工離職經驗愈豐富,其對組織的努力承諾愈高。以產業別來說,則
以進入服務業者離職經驗最豐富,而其對組織的努力承諾亦較高。
(四)員工離職經驗愈豐富,其對組織的留職承諾愈高。以所從事的產業現
象來看,則與努力承諾雷同。
由此結論得之,不同的產業對員工離職經驗與組織承諾間的關係有所影響。
二、離職之自願性對員工離職經驗與組織承諾的干擾
(一)自願離職的增加會導致組織承諾的減少,非自願離職的增加會導致組
織承諾的增加。
(二)自願離職的增加會導致努力承諾的增加,非自願離職的增加會導致努
力承諾的減少。
(三)自願離職增加會導致價值承諾減少,非自願離職的增加會導致價值承
諾的增加。
(四)自願離職增加會導致留職承諾增加,非自願離職的增加會導致留職承
諾的減少。
此部份所得結果可以引證出離職經驗的多寡,在組織承諾、努力承諾、價值承諾及留職承諾上之關係,會隨員工離職之自願性的不同而有所變化,同時,在分別控制了各控制變數(工作投入、工作滿足、工作壓力及A/B型態人格特質)對組織承諾之影響後,所得結果相同。
ABSTRACT
The main purpose of this study is to examine whether the experience of turnovers and organizational commitment, under the recent transformation of industrial construc-tion and global economic downfall, will appear to have conspicuous discrepancies; and at the same time, due to the interference of voluntary turnover, whether it will make the relationship between the experience of turnovers and organizational commitment result in any differences.
The conclusion backing up the concurrence and explanation of this study are as follows:
I. The relationship between the experience of turnovers and organizational commitment.
(A)The more experience of turnovers an employee has, the higher organizational commitment he/she possesses. This will result in medical, aviational, and bio-chemical industries.
(B)The more experience of turnovers the employee has, the higher organization values commitment he/she possesses. If we distinguish it in terms of industries, results in employees from the monetary market.
(C)The more experience of turnovers the employee has, the higher organization effort commitment he/she possesses. Looking at the distinction of the indus-tries, it happens to employees who work as render services industries.
(D)The more experience of turnovers the employee has, the higher organizational will of stay he/she possesses. These employees are similar to those who work as render services industries.
From above we are able to conclude the differences in industries will affect and in-fluence the relationship between turnover experiences and organizational commitment.
II.The intervention of voluntary or involuntary turnover upon experiences of turn-overs and organization commitment.
(E)The increase in voluntary turnover will decline organization commitment; the increment of involuntary turnover will lead to the increase of organization commitment.
(F)The increase in voluntary turnover will increase effort commitment; the incre-ment of involuntary turnover will lead to the decline of effort commitment.
(G)The increase in voluntary turnover will decline value commitment; the incre-ment of involuntary turnover will cause the increase of value commitment.
(H)The increase in voluntary turnover will lead to the increase of will of stay commitment; the increment of voluntary turnover will result in decline of will of stay commitment.
The conclusion proves the amount of turnovers, upon the relationship of organi-zation commitment, effort commitment, value commitment, and will of stay commit-ment, will alternate through the employees’ voluntarism; at the same time, under the control of controlled variances (enthusiasm in work, job satisfaction, pressure from work, and A/B type personal characteristics) to affect the organization commitment, we arrived at the same conclusion.
內容目錄
中文摘要 ...................... iii
英文摘要 ...................... v
誌謝辭  ...................... vii
內容目錄 ...................... viii
表目錄  ...................... x
圖目錄  ...................... xii
第一章  緒論.................... 1
  第一節  研究背景與問題............. 1
  第二節  研究目的................ 4
  第三節  研究架構................ 5
  第四節  研究假設................ 6
第二章  文獻探討.................. 10
  第一節  離職經驗................ 10
  第二節  組織承諾 ............... 15
  第三節  離職經驗與組織承諾之關係........ 25
  第四節  影響組織承諾之其他因素......... 26
第三章  研究設計.................. 33
  第一節  研究對象與抽樣範圍........... 33
  第二節  變項之操作定義與衡量方法........ 34
  第三節  分析方法................ 40
  第四節  研究限制................ 41
第四章  結果分析.................. 42
  第一節  個人基本資料分析........... 42
  第二節  人口統計變項與離職經驗關係之分析.... 48
  第三節  人口統計變項與組織承諾關係之分析.... 51
  第四節  人口統計變項及離職經驗對組織承諾之交互
       作用分析................ 61
  第五節  離職經驗、組織承諾、及控制變項之相關分
析.......................... 67
第六節  離職經驗與組織承諾關係之迴歸分析...... 72
第七節  離職之自願性之干擾分析........... 78
第五章  結論與建議................. 88
  第一節  研究發現................ 88
  第二節  結論.................. 92
  第三節  實務之建議............... 97
第四節  後續研究之建議............. 99
參考文獻 ...................... 101
附錄A  研究問卷.................. 118
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