臺灣博碩士論文加值系統

近年來許多研究開始以工作鑲嵌模式來探討離職議題，並探討個人態度或組織因素對工作鑲嵌與離職間之關係的影響性。然而，卻鮮少研究探討個人與組織層次間的社會關係因素對離職的影響性；Felps、Mitchell、Hekman、Lee、Holtom、及Harman（2009）提出離職感染（turnover contagion）模式，認為同事所展現的求職行為會以社會感染方式溢散到其他員工身上，並進一步指出尚有許多因素會影響離職感染的發生。因此，本研究試圖以工作鑲嵌概念及離職感染架構為基礎，探討風險規避、知覺工作選擇性及關係基礎三個與人格特質、個人及關係有關的變項，對同事間離職感染效果的影響性，以釐清同事間離職感染效果在何種情境下較容易產生。
本研究共有213位各產業的全職工作者參與研究。研究結果發現，第一、在控制個人工作鑲嵌後，同事找工作行為會中介同事工作鑲嵌與個人離職意圖之關係。第二、個人知覺工作選擇性會調節同事找工作行為與個人離職意圖的正向關聯性，亦即，同事離職感染的發生端視個人知覺工作選擇性而定，當個人知覺工作選擇性高時，會增加同事找工作行為與個人離職意圖的正向關聯性。

In recent years, many studies have begun to use the concept of job embeddedness to explore the issues of turnover. These studies focused on whether personal attitudes and organizational factors may affect the negative relationship between the job embeddedness and turnover. However, turnover research rarely investigated how factors lying between the individual and organizational level, i.e., social relation, impact turnover. Felps, Mitchell, Hekman, Lee, Holtom and Harman（2009）proposed the concept of turnover contagion that emphasizes coworker’s job search behavior will spill over to other employees and influences the turnover behavior of other employees. Furthermore, Felps et al also argued that many factors will affect such turnover contagion process. Therefore, the purpose of the study is to apply the perspective of job embeddedness and turnover contagion to investigate how the employee’s risk aversion, job alternatives and guanxi base influence the relation between coworker’s job search behavior and individual employee’s turnover intention.
Two hundred and thirteen full-time workers participated in this study. The results showed two important findings. First, coworker’s job search behavior mediates the relationship between coworker’s job embeddedness and individual employee’s turnover intention. Second, job alternatives moderate the positive relationship between coworker’s job search behavior and the individual employee’s turnover intention. That is, the occurrence of turnover contagion depends on individual employee’s perceived job alternatives.

第一章 緒論 ……………………………………………………………1
第二章 文獻探討 ………………………………………………………4
第一節 工作鑲嵌模式 …………………………………………………4
第二節 離職感染模式 …………………………………………………6
第三節 風險規避的調節效果 ………………………………………10
第四節 知覺工作選擇性的調節效果 ………………………………11
第五節 華人關係基礎的調節效果 …………………………………13
第三章 研究方法與結果 ……………………………………………17
第一節 研究樣本與施測程序 ………………………………………17
第二節 研究工具 ……………………………………………………22
第三節 資料分析 ……………………………………………………24
第四節 研究結果 ……………………………………………………26
第四章 討論 …………………………………………………………38
第一節 研究結果之討論 ……………………………………………38
第二節 研究限制及未來研究方向 …………………………………40
第三節 實務意涵 ……………………………………………………43
第五章 結論 …………………………………………………………45
參考文獻 ……………………………………………………………46
附錄一 工作態度調查表 ……………………………………………52
附錄二 意見調查表 …………………………………………………57

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