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研究生:林孟學
研究生(外文):MENG-HSUAN LIN
論文名稱:工作事件情緒感受與工作滿足、組織承諾對離職傾向影響之研究
論文名稱(外文):The research of the influence among emotion affective ,job satisfaction and organization commitment on the turnover intention.
指導教授:艾昌瑞艾昌瑞引用關係
學位類別:碩士
校院名稱:國立中正大學
系所名稱:企業管理所
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:2005
畢業學年度:93
語文別:中文
論文頁數:121
中文關鍵詞:情緒感受工作滿足組織承諾離職傾向
外文關鍵詞:Emotion AffectiveJob SatisfactionOrganization CommitmentTurnover Intention
相關次數:
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  • 收藏至我的研究室書目清單書目收藏:6
組織中的員工,不論是面對工作任務的挑戰,或是與人互動的過程中,往往會產生各種情緒感受,因此將情緒視為組織生活中不可或缺的一部份,應非言過其實。長期情緒壓力所造成的結果是,上班族普遍存在著壓力越來越大、愉快越來越少,危機感越來越強的不愉快心情。年輕的越來越常換工作,年長的越來越想提早退休。無論是跳槽或提早退休,過高的離職率意味著將影響組織於各市場的競爭力,導致運作效率的降低,這無疑會對組織的運作帶來極大的傷害。因此,如果可以透過員工工作上的情緒感受對其離職傾向的瞭解,是可以協助企業避免在人事流動成本上的增加。

本研究旨在探討企業組織員工在工作場域中所感受到的的工作情緒事件、工作滿足與組織承諾,對其離職傾向的關係。研究方法主要採用問卷調查法,以便利抽樣抽取國內企業組織之員工為研究樣本,發出問卷600份,有效回收392份,有效樣本回收率為65.3%。主要研究工具為:(一)工作情緒量表(二)工作滿足量表(三)組織承諾量表(四)離職傾向量表。所得資料分別以統計分析進行信度分析、相關分析、迴歸分析、單因子變異數分析等統計方法加以處理。最後,從相關理論文獻分析和實證調查結果,本研究得到以下結論:
一、不同的產業別在「工作情緒」、「工作滿足」、「組織承諾」、「離職傾向」上均有顯著差異,顯示不同的產業特性,的確會形成不同的影響效果。
二、正向的情緒感受與離職傾向成負相關,負向的情緒感受與離職傾向成正相關,所以企業組織應設法提升員工在工作場域中的正向情感,並且降低其負向情感,讓員工願意工作,樂在工作,進而降低員工的離職傾向。
三、負向情感的累積將引燃員工衝動性的離職行為。
四、工作滿足和離職傾向是影響離職傾向的關鍵因素。

最後,根據以上結論,本研究提出討論與建議,提供企業組織去瞭解與體認,工作場域中的情緒事件及員工情緒感受之重要性,對有情緒反應的員工,企業應將視為健康的、正常的、想改善的、需要協助的。如能適時地提供情緒處理上的協助,滿足員工情感上的需求,定能增進組織的和諧、減少摩擦、提昇工作效率。
第壹章 緒論 ……………………………………………………………………1
第一節 研究背景………………………………………………………………1
第二節 研究動機………………………………………………………………3
第三節 研究目的………………………………………………………………6
第四節 研究流程………………………………………………………………7
第貳章 文獻探討………………………………………………………………8
第一節 情緒感受的定義與理論………………………………………………8
第二節 工作滿足………………………………………………………………18
第三節 組織承諾………………………………………………………………25
第四節 離職傾向………………………………………………………………31
第五節 情緒感受、工作滿足、組織承諾與離職傾向的關係…………………38
第三章 研究方法………………………………………………………………41
第一節 研究架構與研究假設…………………………………………………41
第二節 研究變項之操作性定義………………………………………………44
第三節 問卷設計………………………………………………………………45
第四節 研究對象與資料蒐集…………………………………………………50
第五節 資料分析方法…………………………………………………………52
第四章 研究分析結果………………………………………………………53
第一節 敘述統計分析……………………………………………………53
第二節 個人特徵與工作情緒、工作滿足、組織承諾及離職傾向差異性析…………………………………………………………………57
第三節 工作情緒、工作滿足、組織承諾與離職傾向相關性之探討………74
第四節 工作情緒與離職傾向的關係……………………………………77
第五節 工作滿足、組織承諾干擾變數分析……………………………80

第五章 結論與建議…………………………………………………………92
第一節 研究結果………………………………………………………………92
第二節 研究發現………………………………………………………………97
第三節 管理上的意涵…………………………………………………………99
第四節 研究限制與後續研究建議…………………………………………100
參考文獻…………………………………………………………………………102
中文文獻………………………………………………………………………102
英文文獻………………………………………………………………………106
附錄一研究問卷:………………………………………………………………115
一、中文文獻
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