臺灣博碩士論文加值系統

目前有關組織承諾影響離職傾向之研究指出；情感承諾及持續承諾對員工離職傾向之影響，以情感承諾影響較大。依此觀點導致管理者必須積極採取福利措施保留員工對組織情感上的依附。然而，當員工為尋求個人職位升遷或較優的待遇，評估離開組織會產生較低成本和犧牲時，對於離職傾向是否產生相同結果。本研究目的即以情感承諾與持續承諾檢定對離職傾向的影響。藉以驗證目前文獻中有關情感承諾較大於持續承諾對離職傾向影響之看法。受測的樣本以目前任職於國防部全體文官(N=147)為研究對象。研究方法以質化訪談及量化問卷實施。研究的架構尚包含組織承諾的前因變項（組織特質、個人特質、工作經驗、投資、選擇性），並且以文官的人口變項當作控制變項。經迴歸統計分析結果發現，文官的持續承諾大於情感承諾對離職傾向的影響，惟未達顯著；亦即不接受持續承諾大於情感承諾對離職傾向的對立假說。故本研究在管理上的意涵顯示，國防部要降低文官的離職傾向，不能僅考量增加情感承諾的措施與手段，同時必須更注意提升持續承諾的方法。

According former researches, affective commitment was stronger than continuance commitment has improved. Within this viewpoint that the employer will increase benefits for keeping employee stay but it would get same result. When member assess higher promotion and wage but lower cost to leave organization. We point out some different opinions. The purposed of this study examines the impacts of affective commitment (AC) and continuance commitment (CC) on turnover intention. The finding be illustrates that affective commitment is stronger than continuance commitment to turnover intention. We sampled from civil service in MND (N＝147) and implemented two approaches (interview and survey). The framework includes antecedents (organizational characteristics、person characteristics、work experience、investment、alternative) and demographic variables were controlled. Finally, Regression analysis result demonstrate that the impacts of continuance commitment on turnover intention still stronger than affective commitment but not so significantly. Null hypothesis was not accepted affective commitment to turnover intention was significantly negatives, in this study implications of management should be considered increased continuance commitment than affective commitment, if we intend to reduce civilians’ turnover intention in MND.

目錄
摘要 I
ABSTRACT II
目錄 III
表目錄 V
圖目錄 VI
第一章 緒論 1
1.1. 研究動機 2
1.2. 研究目的 3
1.3. 待答問題 3
第二章 文獻探討 4
2.1. 組織承諾理論與研究 4
2.2. 組織承諾的理論 4
2.2.1. 單一構面的承諾本質 5
2.2.2. 組織承諾的定義 6
2.2.3. 組織承諾的分類 7
2.2.4. 組織承諾模型 8
2.3. 組織承諾的分類與省略 11
2.3.1. 情感承諾前因變項研究 13
2.3.2. 持續承諾前因變項 18
2.3.3. 人口統計變項與組織承諾之關聯 20
2.4. 離職傾向理論與研究 22
2.4.1. 離職 22
2.4.2. 離職傾向定義 22
2.4.3. 離職之類型 23
2.4.4. 離職模式 25
第三章 研究架構與研究方法 28
3.1. 研究架構 28
3.2. 研究變項的操作型定義與測量 28
3.2.1. 組織承諾問卷設計 29
3.2.2. 離職傾向問卷設計 30
3.2.3. 組織承諾前因變項問卷設計 30
3.3. 資料蒐集方法與研究樣本 33
3.3.1. 研究對象 33
3.3.2. 信度與效度分析 33
3.3.3. 問卷實施 33
3.3.4. 抽樣方法 34
3.3.5. 樣本特性分析 34
3.4. 資料分析方法 36
3.4.1. 描述性統計分析 36
3.4.2. 獨立樣本t檢定 36
3.4.3. 單因子變異數分析 36
3.4.4. 迴歸分析 36
第四章 資料分析與結果 38
4.1. 離職與在職文官相關性分析 38
4.2. 離職、在職文官獨立樣本T檢定 39
4.3. 在職文官描述性統計分析 40
4.4. 在職文官承諾與離職傾向迴歸分析 42
4.5. 組織承諾前因變項之迴歸分析 43
4.6. 人口統計變項單因子變異數分析 46
第五章 結論與建議 49
5.1. 結論 49
5.1.1. 情感承諾、持續承諾與離職傾向的關聯性假說 49
5.1.2. 承諾前因變項與情感承諾及持續承諾相關性假說 50
5.1.3. 離、在職文官與主要變項差異性假說 53
5.1.4. 人口統計變項與情感承諾、持續承諾差異性假說： 53
5.2. 結論 55
5.3. 研究限制 55
5.4. 對後續研究的建議 56
參考文獻 57

表目錄
表2-1 組織承諾的定義 7
表2 2 組織承諾的重要分類 8
表2-3 承諾與離職變項之關聯性 12
表2-4 組織承諾前因變項 13
表3-1 預試問卷之信度分析 34
表3-2 樣本基本資料分析表(N=147) 35
表4-2 離、在職文官之獨立樣本T檢定 39
表4-3 各變項敘述性統計分配表 40
表4-5-1 承諾前因變項對情感承諾迴歸分析 44
表4-5-2 承諾前因變項對持續承諾迴歸分析 45
表4-6 人口變項與情感承諾、持續承諾ANOVA變異數分析 45
表5-1 相關性假說驗證表 49
表5-2 相關性假說驗證表 51
表5-3 差異性假說驗證表 53

圖目錄
圖2 1 MOWDAY , PORTER & STEERS 的組織承諾的「前因後果」模型 9
圖2-2 MEYER & ALLEN 的組織承諾「三構面模型」 10
圖2-3 MOBLEY (1977)離職決策過程模式 26
圖3-1 本研究架構 28

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