跳到主要內容

臺灣博碩士論文加值系統

(34.226.244.254) 您好!臺灣時間:2021/08/03 04:04
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:陳品云
研究生(外文):Ping-Yun Chen
論文名稱:飛行員工作滿足知覺對離職傾向之研究-以專業承諾中介效果以及人格特質為調節預測效果
論文名稱(外文):The moderating effect of the professional commitment and mediating effect of the personality traits on the relationship of Air Force polit for the perceived job satisfaction and turnover intention.
指導教授:王維康王維康引用關係
學位類別:碩士
校院名稱:元智大學
系所名稱: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:2009
畢業學年度:97
語文別:中文
論文頁數:63
中文關鍵詞:工作滿足專業承諾人格特質離職傾向
外文關鍵詞:job satisfaction、professional commitment、personality trait、turnover intention
相關次數:
  • 被引用被引用:7
  • 點閱點閱:367
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
飛行員乃為防空制衡的重要角色,然而隨著國防預算減少、多元開放的民主社會,成員對去留於組織,深受環境及國防意識逐漸模糊下,不再以擁有安定工作為考量及保國衛民為己職之思維,景氣循環影響飛行員將觸角向外發展的重要因素 (劉文祥,2007)。再則,戰機飛行員必須負擔隨時潛存的危險因子,在考量“高風險與不對等報酬”及組織不斷精簡,晉升管道縮減且人事精簡伴隨而來行政工作負荷;且操作新式戰機的體適能和專業知識要求,遠比一代戰機來得周延;薪水、福利已高出社會平均水準,軍方雖盡可能對飛行員提供較高的飛行加給和留營獎金,以拉近與民航界的差距,然而願意留在軍中發展者的趨勢明顯越來越減少。
而組織如何塑造一個令成員滿足的環境及留住資深飛行員或優異退役飛行員繼續擔任教員,得以技術骨幹延續,以維持高度戰力經驗水準、技術持續發展和訓練的品質,值得相關單位重視及策略執行參考依據。
本研究採SPSS 12.0之研究方法驗證分析,其主要目的探討飛行員工作滿足知覺與離職傾向關係,並以專業承諾為中介效果以及人格特質為調節預測變數。針對空軍戰鬥機與非戰鬥機之飛行員發放310份問卷,有效問卷300份,回收率96.77%。研究結果顯示:1.工作滿足、情感性專業承諾、持續性專業承諾以及規範性專業承諾對離職傾向具有負向關係;2.而工作滿足對專業承諾具正向相關。3.專業承諾中介效果對工作滿足與離職傾向具顯著性負相關;4.而人格特質調節效果僅外向性及親和性與工作滿足交互作用後對離職傾向有顯著性相關。此研究結果在管理實務意涵上啟發,當組織成員重視專業承諾環境呈現,可促使工作滿足知覺的提昇,領導者善用每位成員的個人特質、誘發其發揮最大潛能及熱情,進而有效增進組織成員之留職意願。
The Air Force pilot is the strong character which keeps in balance for the air defense, however reduces, the multi-dimensional opening democratic community under along with the defense budget, the member to the remove or retain in the organization, the depth blurs gradually the environment and the defense awareness, no longer take has the stable work and guarantees country Wei Minwei as the consideration thought of the duty, the boom-and-bust affects the pilot the important attribute which develops outward the antenna (Liu Wenxiang, 2007). Moreover, the fighter plane pilot must bear the dangerous factor which momentarily exists in hiding, “the high risk and the organization simplifies unceasingly in the consideration with not the coordinated reward”, promotes the pipeline to reduce, and the human affairs simplify follow come the desk work load; And operates the new style fighter plane''s body suitable to be able with the specialized knowledge request, a far ratio generation of fighter plane comes the distribution; Although the wage, the welfare have been higher than the social average standard, the military provide the high flight to the pilot to add as far as possible for and keep the camp bonus, pulls closer with the commercial aviation disparity, however is willing to keep in the armed forces the development tendency to reduce more and more obviously.
But how organizes to mold one to make the member satisfied environment and to detain the senior pilot or retires the pilot to continue outstanding to be the teacher, can the technical backbone extension, maintain fights the strength experience standard, the technical sustained development and the training quality highly, is worth the Coherent units taking and the strategy execution reference.
And this research use SPSS 12.00 Statistical software. The purpose of this study is to demonstrate that the moderating effect of the professional commitment and mediating effect of the personality traits on the relationship of Air Force pilot for the perceived job satisfaction and turnover intention. In this survey total of 310 questionnaires were collected. The 300 copy of effective questionnaires are returned. Therefore, the response rate is 96.77%. The statistically analyzing the questionnaires found that 1.job satisfaction, professional commitment three-component model both correlated negatively with turnover intention. 2. And the positive relationship of job satisfaction with professional commitment. 3. We also predicted that professional commitment would mediate the relationship between job satisfaction and turnover intentions. 4. The moderating effect of the Neuroticism and Agreeableness personality interaction the relationship between job satisfaction and turnover. This findings inspire in the management practice meaning, when organizes the member to take the specialized pledge environment to present may urge the work satisfied consciousness the promotion, the leader makes good use of each member''s individual special characteristic, to induce its display biggest potential and the enthusiasm, then promotes effectively organizes the member to leave in office the wish.
書名頁 …………………………………………………………………………………i
論文口試委員審定書 ………………………………………………………………ii
授權書 …………………………………………………………………………… iii
中文提要 ……………………………………………………………………………iv
英文提要 …………………………………………………………………………… v
誌謝 …………………………………………………………………………………vi
目錄 ……………………………………………………………………………… vii
表目錄…………………………………………………………………………… viii
圖目錄 ………………………………………………………………………………ix
一、緒論 1
1.1 研究背景 1
1.2 研究動機 .1
1.3 研究目的 2
1.4 研究流程 3
二、文獻探討 5
2.1 工作滿足 5
2.2 專業承諾 8
2.3 人格特質 11
2.4 離職傾向 14
三、研究方法 18
3.1 研究架構與假說 18
3.2 研究變項之操作型定義、衡量 xxix
3.3 研究對象與回收資料特性分析 20
3.4 問卷設計與預試 20
3.5 分析方法及說明 20
四、研究結果及分析 23
4.1 問卷內容與信、效度分析 23
4.2 回收樣本基本資料特性統計分析 23
4.3 各變數敍述性統計分析 25
4.4 Pearson相關分析 26
4.5 變異數分析 27
4.6 層級式迴歸分析 35
五、結論與建議 41
5.1 結論 41
5.2 管理意涵 42
5.3 研究限制與後續研究建議 44
參考文獻 54
附錄一 45
附錄二 50
中文文獻
黃英忠、趙必孝 (1991),產業內知覺之新工作比較在離職內的因果關係研究,管理評論,10,103-122。
吳秉恩(1993),組織行為學,華泰出版社。
呂龍潭、張瀚之(2006),服務導向對工作滿足、組織承諾與離職傾向之影響-以台北市之國際觀光旅館為例,全球商管研究,1(1),1-14。
李少弘(2004),飛行員甄選訓練及工作滿足度之研究,台灣科技大學管理研究所碩士論文。
李青芬,李雅婷,趙慕芬譯(2006),組織行為學,第十一版,華泰出版社,Stephen P. Robbins著。
李進明(2003),工作滿足、組織承諾及專業承諾關係之研究以國軍憲兵幹部為例,南華大學管理研究所碩士論文。
李再長、李俊杰、曾雅芬(2005),大型企業組織生涯管理、個人生涯規劃、個人人格特質、工作滿意度之關連研究,人力資源管理學報,5(1),53-76。
林震岩(2006),多變量分析SPSS的操作與應用,智勝出版社。
武文瑛(2006),空軍飛行軍官工作滿意度之研究,開南大學空運管理研究所碩士論文。
邱奕宏(1991),企業內員工薪資滿足感與離職意願之相關性研究 – 以新竹科學園區資訊相關企業為例,文化大學勞工研究所碩士論文。
邱皓政(2008),量化研究與統計分析,南山出版社。
張春興(1996),教育心理學:三化取向的理論與實踐,東華出版社。
曹國雄、諸承明、夏榕文(1998),高科技產業魅力領導與員工態度之關聯性研究,人力資源學報,9,51-67。
曹開華(2005),影響空軍飛行員離職傾向關係模式之研究,崑山科技大學企業管理系碩士論文。
莊修田(2001),室內設計專業範圍與內容之研究,國家科學委員會研究彙刊:人文及社會科學, 11(3),271-281.
陳宏光(2002),員工工作投入、工作滿足與離職傾向相關因素之探討–以面對組織變革台鐵為例,中山大學人力資源管理系碩士論文。
陳明森(2006),空軍飛行員工作滿意度之研究,義守大學管理研究所碩士論文。
陳東昇(2006),空軍飛行員軍官離職傾向之研究,南華大學企業管理系管理科學博士論文。
陳信吉(2003),空軍飛行軍官工作滿意度調查與離職傾向研究,國軍學術研討會第一屆會議資料,台北。
陳勁甫,陳佩君,陳美惠(2007),旅行社員工工作滿足、組織承諾、離職傾向關係之研究,真理觀光學報,5,45-56。
黃堅厚(1999),人格心理學,心理出版社。
楊秋虹(2004),工作動機、領導者與成員交換理論、成員問交換理論與工作態度之相關研究,龍華科技大學商學與管理研究所碩士論文。
楊國樞(1999),中國人之基本性格向度、結構及效應的系統性研究,國科會特約研究計畫成果報告(NSC86-2143-H002-026),行政院國家科學委員會。
劉文祥(2007),空軍軍官學校擴大招生之研究,空軍軍官學術雙月刊,143,4-21。
劉佩貞(2006),個人特質、壓力處理方式、工作自我效能對資訊科技專業人員焦崩之影響,未出版碩士論文,國立中央大學資訊管理所碩士論文。
衛南陽(2005),服務競爭優勢-探索永續經營的奧秘,商兆出版社。
戴維舵(1999),Big Five五大人格特質在人力甄選上的應用探討,致理學報,12,89-114。
謝函融、房美玉(2005),工作值價觀與工作投入程度對離職傾向之研究,人力資源管理年鑑,6(7),59-64。











英文文獻
Abelson, M.A.(1986),Examination of avoidable and unavoidable turnover. Journal of Applied Psychology, 72(3), 382-386.
Alderfer, C. P. (1972). Existence, relatedness, and growth. New York: Free Press.
Allport, G.W.(1937), Personality: A Psychological Interpretation. New York:Henry Holt and Company.
Allport, G. W., & H. S. Odbert(1961). Trait names: A psycho-lexical study, Psychological Monographs, 47: 211.
Adams, J. S. (1963), Toward an Understanding of Inequity, Journal of Abnormal and Social Psychology, 67, 422-436.
Arnold, H.J., & D.C. Feldman(1982). A Multivariate Analysis of the Determinates of Job Turnover. Journal of applied Psychology, 67, 351-359.
Aryee, S., Y.W. Chay & J. Chew(1994), An Investigation of the Predicts and Outcomes of Career Commitment in Three Career Stages. Journal of Vocational Behavior, 44, 1-16.
Baron, R. M. & D. A. Kenny(1986), The Moderator-mediator Variable Distinction in Social Psychological Research:Conceptual, Strategic, and Statistical Considerations. Journal of Personality and Social Psychology, 51, 1173-1182
Becker, H. S.(1960), Notes on the Concept of Commitment, American Journal of Sociology, 66, 32-40.
Blau, G. & M. Lunz(1998), Testing the Incremental Effect of Professional Commitment on Intent to Leave one’s Profession Beyond the Effects of External, Personal, and Work-related Variables, Journal of Vocational Behavior, 52, pp.260–269.
Blau, G. J. (1999), Early-career Job Factors Influencing the Professional Commitment of Medical Technologists. Academy of Management journal, 42(6), 687-695.
Bluedorn, A.C.(1982), A Unified Model of Turnover from Organization., Human Relations, 35(2), 135-153.
Burger, M. J., A.P. Brief, & J.M. Geroge(1993), The Role of Negative Affectivity in Understanding Relations between Belf-reports of Stressors and Strains: a Comment on the Applied Psychology Literature. Journal of Applied Psychology, 78, 402-412.
Campbell, J. P., P. John, M. D. Dunnette, E. E.Lawler & K. E. Weick, (1970), Managerial Behavior, Performance, and Effectiveness, New York: McGraw-Hill.
Caplan, R,D. & K.W. Jones(1975), Effects of Work Load, Role Ambiguity and Type A Personality on Anxiety, Depression and Heart Rate, Journal of Applied Psychology, 60, 713-719.
Conetta C. & C. Knight(1999), The Readiness Crisis of the U.S. Air Force: A Review and Diagnosis, Cambridge, MA: Commonwealth Institute.
Chiu, C. & C.F. Yang(1987), Chinese Subjects’ Dilemmas:Humility and Cognitive Laziness as Problems in Using Rating Scales. Bulletin of the Hong Kong Psychological Society, 18, 39-50.
Clark, A.E.( 2001), What Really Matters in a Job? Hedonic Measurement Using Quit Data. Labour Economics, 8, 223-242.
Cropanzano, R., K. James & M.A. Konovsky(1993), Dispositional Affectivity as a Predictor or Work Attitudes and Job Performace. Journal of Organizational Behavior, 14, 595-606.
Cranny,C. J., C.P. Smith, & E.F. Stone(1992). Job Satisfaction: How People Feel About Their Jobs and How it Affects Their Performance. New York: Lexington Books.
Cribbin, J. J.(1972), Effective Managerial Leadership, American Management Association, Inc.
Cohen, J., P., S. G. Cohen & L.S. West(2003), Applied Multiple Regression/Correlation Analysis for the Behavioral Sciences(3rd ed.) Mahwa, N J: Erlbaum
Costa, P. T. & R. R. McCrae(1992), Revised NEO Personality Inventory and NEO Five-factor Inventory: Professional Manual, FL: Psychological Assessment Resources.
Dole, C. & R. G. Schroeder(2001), The Impact of Various Factors on the Personality, Job Satisfaction and Turnover Intentions of Professional Accountants. Managerial Auditing Journal 16(4), 234 – 245.
Dalton, D.R., Toder, W.D. & Krack Hardt, D.M.(1981, Turnover Overstated: The Functional Taxonomy, Academic of Management Review, 7, 118-119.
Dubinsky, A. J. & S. W. Hartley(1986), A Path-analytic Study of a Model of Salesperson Performance, Journal of Academy of Marketing Science, 14, 36-46.
Duffy M. K., D. C. Ganster, M. Pagon & B. Lobnikar(2002), Social Undermining in the Police and Military Context: A Cross-cultural Comparison. Academy of Management Journal, 45(2), 331 - 351.
Dunnett, C.W.(1980), Pairwise Multiple Comparisions in the Unequal Variance Case. Journal of the American Statistical Association, 75, 796-800.
Farrell, D. & C.E. Rusbult(1981), Exchange Variables as Predicators of Job Satisfaction, Job Commitment, and Turnover. The Impact of Rewards, Costs, Alternatives, and Investments, Organizational Behavior and Human Performance, 27(1), 78-95.
Ferguson, G. H. & W. F. Ferguson(1986), Distinguishing Voluntary from Involuntary, Nurse Turnover, Nursing Management, 17(12), 43-44.
Freeman, R.B.(1978), Job Satisfaction as an Economic Variable. American Economic Review, 68, 135-141.
Folkman, S.(1984), Personal Control and Stress and Coping Process: A Theoretical Analysis, Journal of Personality and Social Psychology,46, 839-589.
Furnham, A.(1997), The Psychology of Behaviour at Work. Hove East Sussex: Psychology Press.
Furnham, A., K.V. Petridesa, C. J. Jacksonb & T. Cotter(2002), Do Personality Factors Predict Job Satisfaction? Personality and Individual Differences, 33, 1325–1342.
Gatewood, D. R., & S. H.Field (1998), Human Resource Selection, Orlando, FL:The Dryden Press.
Gareth R. J. &. W. L. Charles(2000), Strategic management theory: An integrated approach. Houghton Mifflin CO, Massachusetts.
Grane, G.B. & M. Uhl-Bien(1995), Relationship-Based Approach to Leadership:Development of Leader-Member Exchange (LMX) Theory of Leadership Over 25 Years:Applying a Multi-level Multi-domain Perspective, Leadership quarterly, 6(2), 219-247.
Guilford, J. P. (1959), Three faces of intellect, The American Psychologist, 14, 469-479.
Hackman, J. R. (2003), Learning More by Cross level: Evidence from Airplanes, Hospitals, and Orchestras. Journal of Organizational Behavior, 24, 905-922.
Heinemann(1987), Australian Dictionary(3rd ed.), Richmond, VIC: Heinemann Educational Australia.
Herzberg, F. (1959). The motivation to work. New York: John Wiley & Sons, Inc.
Hinkle D. E., W. William & G. J. Stephen(2003), Applied Statistics for the Behavioral Sciences(5th ed.), Houghton Mifflin Harcourt.
Holland, J.L.(1985), Making Vocational Choices: A Theory of Vocational Personalities and Work Environments(2nd ed.) Upper Saddle River, NJ: Prentice Hall.
Hoppock, R.(1935), Job Satisfaction, New York: Harper and Brothers.
Howard, J. L. & D. D. Frink(1996), The Effects of Organizational Restructure on Employee Satisfaction, Group & Organization Management, 21(3), 278.
Hudspeth, D.W.(2008), Recruiting Duty. Professional, Journal of U.S. Marines, 92(3), 41-43。
Kalleberg, A. L. (1977), Work Values and job Rewards ; A Theory of Job Satisfaction, American Sociological Review, 42, 124-143.
Kassarjian, H.H. (1971), Personality and consumer behavior: a review. Journal of Marketing Research, 8, 409-18.
Kelman, H. (1958). Compliance, Identification, and Internalization: Three Processes of Attitude Change. Journal of Conflict Resolution, 1, 51-60
Ko, J.W, J.L. Price & C.W. Mueller(1997), Assessment of Meyer and Allen’s Three Component Model of Organizational Commitment in South Korea, Journal of Applied Psychology, 82, 961-973.
Lazarus, R.S.(1993), From Psychological Stress to the Emotions: A History of Changing Outlooks. Annual Review of Psychology, 44, 1-21
Lee, T. W. & R. T. Mowday(1987), Voluntarily Leaving an Organization: An Empirical Investigation of Steers and Mowday’s Model of Turnover, Academy of Management Journal, 3(4), 721-743.
Lodahl, T. M. & Kejner, M.(1965), The Definition and measurement of job involvement, Journal of Applied Psychology, 49, 24-33.
Lovelock C., J. Wirtz & P. Chew(2009), Essentials of Services Marketing, Singapore: Prentice Hall.
Loughlin, C. & J. Barling(2001), Young Workers’ Work Values, Attitudes, and Behaviors. Journal of Occupational and Organizational Psychology, 74, 543-558.
Lu, K.Y., P.L. Lin, C. M. Wu, Y.L. Hsieh & Y.Y. Chang(2002), The Relationships Among Turnover Intentions, Professional Commitment, and Job Satisfaction of Hospital Nurses. Journal of Professional Nursing, 18(4), 214-219
Lum, L., J. Kervin, F. Clark, F. Reid and W. Sirola(1998), Explaining Nursing Turnover Intent: Job Satisfaction, Pay Satisfaction, or Organizational Commitment, Journal of Organizational Behavior, 19(3), 305-320.
Lyons, J. L., Lapin, K., & Young, B.(2003), A Study of Job Satisfaction of Nursing and Allied Health Graduates from a Mid-atlantic University, Journal of Allied Health, 32(1): 10-17.
Maccoby, M.(1995), Why Work? Motivating the New Workforc, Alexandria, VA: Miles River.
Maertz, C. & M. Campion(2004), Profiles in Quitting: Integrating Process and Content Turnover Theory. Academy of Management Journal, 47(4), 566-582.
Maslow, A. (1943), A Theory of Human Motivation, Psychological Review, 50, 370-396.
McGregor, D. (1960), The human side of enterprise, New York: McGraw-Hill.
McCle1land, D. C.(1961), The Achieving Socity, New York: Van Nostrand.
Meyer, J. & N. Allen(1991), A Three Component Conceptualization of Organizational Commitment, Human Resource Management Review, 1, 61-89.
Meyer, J. P., N. J. Allen & C. A. Smith(1993), Commitment to Organizations and Occupations: Extension and Test of a Three-component Conceptualization, Journal of Applied Psychology, 78(4), 538-551.
Miller, H.E., R. Katerberg & C.L. Hulin(1979), An Evaluation of the Mobley, Horner, Hollingsworth Model of Employee Turnover. Journal of Applied Psychology, 64(5), 509-517.
Miller, D. (1989), In what sense must Socialism be communitarian?, Social Philosophy and Policy, 6, 54-73.
Michael, C.E. & P.E. Spector(1982), Causes of Employee Turnover: A test of the Mobely, Griffeth, Hand and Meglino Model. Journal of Applied Psychology, 67(1), 53-59.
Mobley, W. H., R. W. Griffeth, H. H. Hand, and Meglino, B. M.(1979), Review and Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin, 86, pp. 493-522.
Mobley, W. H.(1978), An Evacuation of Precursors of Hospital Employee Turnover. Journal of Applied Psychology, 63(4), 410.
Mobley, W. H.(1977), Intermediate Linkages in the Relationship Between Job Satisfaction and Employee Turnover . Journal of Applied Psychology, 62, 237-240.
Mobley, W. H., S. O. Horner & A.T. Hollingsworth(1978). An Evaluation of Precursors of Hospital Employee Turnover, Journal of Applied Psychology, 63(4), 408-414.
Morrow, P. & R. Wirth(1989), Work Commitment Among Salaried Professionals, Journal of Vocational Behavior, 34, 40-56.
Mowday, R. T. , R. M. Steers & L. M. Porter(1979), The Measurement of Commitment, Journal of Vocational Behavior, 14, 224–247.
Mowday, Porter & Steers (1982), Employee-Organization Linkage-The Psychology of Commitment Absenteeism and Tumover, N.Y. :Academic Press.
Mynatt P., J. Omundson, R. Schroeder & M. Stevens(1997), The Impact of Anglo-Hispanic Ethnicity, Gender, Position, Personality and Job Satisfaction on Turnover Intention: A Path Analytic Investigation, Critical Perspectives on Accounting, 8, 657–683.
Myers I. B. & McCaulley, M.(1985), A Guide to the Development and Use of the Myers-Briggs Type Indicator, Consulting Psychologist Press.
Rabinowitz, S., D.T. Hall & J.G. Goodale(1997), Job Scope and Individual Differences as Predictors of Job Involvement, Academy of Management Journal, 20(2):273-281.
Rusbult, C. & D. Lowery(1985), When Bureaucrats Get the Blues, Journal of Applied Social Psychology,15(1), 83.
O''Reilly, C. A. & J. Chatman (1986), Organizational Commitment and Psychological Attachment: the Effects of Compliance, Identification, and Internalization on Prosocial Behavior, Journal of Applied Psychology, 71, 492 -499.
Pervin, L. A. & O. P. John(1997), Personality : Theory and Research (7th ed.). New York : John Wiley.
Price, J.L.(1977), The Study of Turnover, Ames: Iowa State University Press.
Podsakoff, P.M. and D. W.Organ, (1986), Self-reports in organizational research: Problems and prospects”, Jorunal of Management, 12, 531-544.
Porter, L. W. & E. E. Lawler(1968), Managerial Attitudes & Performance, Illinoiss: Homewood Company.
Porter, L.W. & Steers, R.M. (1973), Organizational, Work, and Personal Factors in Employee Turnover and Absenteeism, Psychological Bulletin, 80(2), 151-176.
Seashore, S .E. & T. D. Tabor(1975), Job Satisfaction and Their Correlates, American Behavioral Scientists, 18, 333-368.
Scott, W. G. & T. R. Mitchell(1972), Organization Theory, Homewood: Richard D. Irwin.
Silverman, S. B., & Day, D. V.(1989), Personality and Job Performance: Evidence of Incremental Validity, Personnel Psychology, 42, 25-36.
Somers, M.J. (1995), Organizational Commitment, Turnover and Absenteeism: An Examination of Direct and Interaction Effects, Journal of Organizational Behavior, 16, 49-58.
Spector P.(1985), Measure of Human Service Staff Satisfaction: Development of the Job Satisfaction Survey, American Journal of Community Psychology, 13, 693-713.
Spector P. E.(1997), Job Satisfaction: Application, Assessment, Cause, and Consequences.
SAGE.
Stell, R. P. & N. K. Ovalle(1984), A Review and Meta-analysis of Research on the Relationship Between Behavioral Intentions and Employee Turnover. Journal of Applied Psychology, 69(4), 673-686.
Sweeney, J. C., N. S. Geoffrey & W. J. Lester(1999), The Role of Perceived Risk in the Quality- Relationship: A Study in A Retail Environment, Journal of Retailing, 75(1), 77-105.
Szilagyi, A.D.(1979), Keeping Employee Turnover Under Control. The Management of People at Work, 56(6), 42-52.
Tett, R. P. & J. P. Meyer(1993), Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-analytic Findings. Personnel Psychology, 46, 259-293.
Wang, X. & A. Armstrong(2004), An Empirical Study of PM Professionals Commitment to Their Profession and Employing Organizations, International Journal of Management, 22 , 377–386.
Weiss, H. M. & R. Cropanzano(1996), Affective Events Theory: A Theoretical Discussion of the Structure, Causes and Consequences of Affective Experiences at Work. In: B. M. Staw and L. L. Cummings, Editors, Research in Organizational Behavior, JAI Press, Greenwich.
Weiss, H. M. (2002), Deconstructing Job Satisfaction: Separating Evaluations, Beliefs and Affective Experiences, Human Resource Management Review, 12, 173–194.
Wiggins J.S.(1973), Personality and Prediction:Principles of Personality Assessment. Reading, MA:Addison-Wesley.
Williams, L., J. Hazer(1986), Antecedents and Consequences of Satisfaction and Commitment in Turnover Models: A Reanalysis Using Latent Variable Structural Equation Methods, Journal of Applied Psychology, 71, 219-231.
Wright, P. M., & S. A. Snell(1998), Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management, Academy of Management Review, 23(4): 756-772.
Vroom, V.H.(1964). Work and Motivation, New York: Wiley.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 黃英忠、趙必孝 (1991),產業內知覺之新工作比較在離職內的因果關係研究,管理評論,10,103-122。
2. 黃英忠、趙必孝 (1991),產業內知覺之新工作比較在離職內的因果關係研究,管理評論,10,103-122。
3. 呂龍潭、張瀚之(2006),服務導向對工作滿足、組織承諾與離職傾向之影響-以台北市之國際觀光旅館為例,全球商管研究,1(1),1-14。
4. 呂龍潭、張瀚之(2006),服務導向對工作滿足、組織承諾與離職傾向之影響-以台北市之國際觀光旅館為例,全球商管研究,1(1),1-14。
5. 曹國雄、諸承明、夏榕文(1998),高科技產業魅力領導與員工態度之關聯性研究,人力資源學報,9,51-67。
6. 曹國雄、諸承明、夏榕文(1998),高科技產業魅力領導與員工態度之關聯性研究,人力資源學報,9,51-67。
7. 陳勁甫,陳佩君,陳美惠(2007),旅行社員工工作滿足、組織承諾、離職傾向關係之研究,真理觀光學報,5,45-56。
8. 陳勁甫,陳佩君,陳美惠(2007),旅行社員工工作滿足、組織承諾、離職傾向關係之研究,真理觀光學報,5,45-56。
9. 劉文祥(2007),空軍軍官學校擴大招生之研究,空軍軍官學術雙月刊,143,4-21。
10. 劉文祥(2007),空軍軍官學校擴大招生之研究,空軍軍官學術雙月刊,143,4-21。
11. 戴維舵(1999),Big Five五大人格特質在人力甄選上的應用探討,致理學報,12,89-114。
12. 戴維舵(1999),Big Five五大人格特質在人力甄選上的應用探討,致理學報,12,89-114。
 
1. 人格特質與內部行銷對專業承諾、工作士氣與工作績效之關聯性研究─以台南地區房屋仲介從業人員為例
2. 高中職餐旅群教師人格特質、專業承諾與教師效能關係之研究
3. 人資從業人員工作投入、主動性人格特質、專業承諾與職涯滿足關係之研究
4. 臨床護理人員工作價值觀、專業承諾與離職傾向之相關性探討
5. 人格特質、工作動機、工作環境與專業承諾對員工工作滿意度之關聯性研究—以台灣及中國大陸手術室護理人員為例
6. 工作壓力、專業承諾與離職離業傾向關係之探討-以國內製藥業業務代表為例
7. 護理人員專業承諾、工作滿意與離職傾向相關度性之研究~以某區域醫院為例
8. 理財專員內外控人格特質、專業承諾及主管領導行為與其離職傾向之研究
9. 公部門社會工作員工作壓力、專業承諾與離職意願之研究—以台北縣市政府社會局為例
10. 飛行員對危害飛行安全因子之分析與研究
11. 非營利組織工作人員專業承諾、情緒勞務與服務品質關係之研究-以高雄市身心障礙組織為例
12. 專業承諾、健康組織環境與護理人員離職離業關係之探討-以某健康促進醫院為例
13. 內部行銷與專業承諾對離職傾向之影響
14. 理財專員的人格特質、內部行銷、專業承諾、情緒勞務與工作績效之關聯性研究-以台南地區銀行為例
15. 飛行員之組織變革認知、飛行風險認知、角色壓力對專業承諾與生涯發展導向影響之研究-以國軍主力戰鬥機飛行人員為例