臺灣博碩士論文加值系統

金融從業人員面臨國內、國外金融機構整合併購的環境，高工時與高壓力外加高道德標準的規範之前提下，所造就的困境更是很難讓外界可以想像的。長期的競爭壓力、改革及面對社會與新律法的挑戰亦將導致金融從業人員感到身心俱疲。
工作壓力是一種身心失衡的現象，通常會造成人們對工作的滿意，組織的承諾與生產力的下降，並且造成時常曠職，身心俱疲與離職等負面效果。因此本研究的目的想要建立一模式架構來了解:金融從業人員所受到的工作壓力是否會帶給他們有離職的意願及金融從業人員主要的工作壓力因子。
本研究採用便利性樣本，選取台北地區六家金融機構作為本研究的對象。總共發出300份問卷，回收254份，回收率84.66%。
本研究的假設模型與資料配適相當成功，有四條模式路徑均達顯著水準。其結果說明了工作壓力確實扮演了通往離職道路的主要角色。工作壓力的前因除了自主性與公平報酬外，其餘的角色壓力源(角色負荷過重，角色模糊與角色衝突)均達顯著水準。角色壓力源的確會使金融從業人員帶來工作壓力，其不外乎是因為當前的複雜環境與本身具備的工作性質所導致的。由於目前講究的是能於金融機構「一次購足」 (one-stop shopping) 的觀念產生，迫使的金融人員必須疲於奔命的扮演多種角色。
因此建議企業能設法幫助員工降低工作壓力外，另一方面則需要靠員工自我的調整與適應來尋求克服壓力的方法。

Owing to the dramatically change environment of domestic financial institutions, the predicament for the financial people is unimaginable for the outsiders. Severe job stress is dysfunctional, in that it has been linked to decreased satisfaction, commitment and productivity, and increased absenteeism, burnout and turnover, all of which adversely affect net profits. This study, therefore, tries to build a model to test the job stress affecting the turnover factor among financial service people, and to gain insights into the primary cause of job stress among financial service people.
Six financial institutions staffs worked in Taipei area were invited to join the research. Totally 300 questionnaires were mailed and 256 respondents completed the questionnaires, representing a response rate of 85.33%.
In this study, the proposed model fits the data reasonably well. Except autonomy and fairness of reward, the remaining four hypothesized paths were found to be significant. The role stressors, role overload, role ambiguity, and role conflict, are the main factors to produce job stress to financial service people. Besides, the results of the present study elucidate the crucial role that job stress can play in the turnover intention of financial service people for it provides empirical evidence that experienced the job stress report significantly higher intentions to leave their job.

目錄
頁數

中文摘要 i
目錄 iii
圖目錄 v
表目錄 vi
第一章 緒論 1
研究背景 1
研究動機 3
研究目的 4
研究流程 5
第二章 文獻探討 6
工作壓力 6
離職意願 8
工作壓力的前因 9
構念的關係 13
第三章 研究架構與方法 14
研究架構 14
研究假設 15
操作定義與量表 16
問卷設計 20
預試 20
抽樣設計 20
分析方法 21
第四章 結果分析 23
樣本特性 23
驗證模式分析 24
結構模式之因果關係 29
第五章 結論與建議 33
研究結論 33
管理涵義 34
研究限制與建議 35
參考文獻 36












圖目錄
頁數
一. 研究流程圖 5
二. 研究架構圖 14
三. 結構方程模式的基本程序 21
四. 最佳配適路徑圖 32















表目錄
頁數
一. 工作壓力的定義 7
二. 角色衝突的定義 11
三. 構念的關係 13
四. 研究假設 15
五. 自主性構念量表 16
六. 角色衝突構念量表 17
七. 角色模糊構念量表 17
八. 工作負荷過重量表 18
九. 公平報酬構念量表 18
十. 工作壓力構念量表 19
十一. 離職意願構念量表 19
十二. 預試的構念信度 20
十三. 結構方程模式的衡量標準 21
十四. 人口統計變數資料表 23
十五. 修正後的量表 24
十六. 整體適配度衡量摘要表 25
十七. 區別效度表 26
十八. 驗證形因素分析結果表 28
十九. 最適模式摘要表 30
二十. 最適模式適配度摘要表 31
二十一. 假設結果表 31

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