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研究生:洪麗美
研究生(外文):Li-Mei,Hung
論文名稱:組織氣候與組織承諾對離職傾向關係之研究
論文名稱(外文):The Moderating Effects of Organizational Climate and Commitment on Turnover Intention
指導教授:李德治李德治引用關係
指導教授(外文):De-Chih Lee
口試委員:李林滄王本正陳建州陳清檳
口試委員(外文):Lin-Tsang LeeBenj WangChien-Chou ChenCHIN-PIN CHEN
口試日期:2014-05-20
學位類別:博士
校院名稱:大葉大學
系所名稱:管理學院博士班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:151
中文關鍵詞:組織 氣候組織承諾工作壓力薪資滿 意度離職傾向
外文關鍵詞:OrganizationalClimateOrganizational CommitmentJob StressPay satisfactionTurnover Intention
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中文摘要

  本研究之目的在於探討組織氣候、組織承諾對離職傾向之關係,以壽險業務人員為研究對象,共發放990份問卷,有效問卷回收數為771份,根據所得資料透過描述性分析、信度檢定、簡單線性迴歸分析等統計方法,來驗證研究變項之影響關係。主要研究結果發現如下:
1.組織氣候與組織承諾對離職傾向具負向影響。
2.工作壓力對組織氣候與組織承諾之交互作用會影響離職傾向。
3.組織氣候對組織承諾呈正向影響。
4.組織氣候透過組織承諾之中介對離職傾向成立,且組織氣候為
完全中介變數。
5.薪資滿意度會影響工作壓力對組織氣候、組織承諾與離職傾向間的調節效果,即當薪資滿意度高的時候工作壓力會有較低的調節效果,薪資滿意度低的時候工作壓力會有較高的調節效果。

關鍵字:組織氣候、組織承諾、工作壓力、薪資滿意度、離職傾向

ABSTRACT

The purpose of this study is to explore the relationship between Organizational Climate, Organizational Commitment, Job Stress, Pay satisfaction, and Turnover intention .The research was analyzed with questionnaires collected from service persons in Life Insurance Industry in Taiwan.Total 990 questionnaires were administered and 771 effective respondents were acquired.The data was analyzed by descriptive statistics, reliability analysis, Simple linear regression analysis, to examine the relationship among the constructs.The major results of this study were as following:
1. Organizational Climate and Commitment has Negative effect on the Turnover intention.
2. Job pressure on the interaction of organizational climate and commitment affect turnover intention.
3.Organizational Climate has positive effect on the. Organizational Commitment.
4. Organizational climate through intermediary organizations commitment on turnover intention, and organizational climate as Completely mediating variables.
5. Pay Satisfaction pressure will affect the work of the organization when the climate, the moderating effects between organizational commitment and turnover intention, that is when the payroll job satisfaction is high when there is low pressure regulating effect, salary satisfaction will be lower than the operating pressure high adjustment effect.
Key Words :Organizational Climate、Organizational Commitment、Job Stress、
Pay Satisfaction、Turnover Intention.

目錄

封面內頁
簽名頁                      
中文摘要                      iv
英文摘要                      v
誌謝                        vi
目錄                        vii
圖目錄                       viii
表目錄                       ix

第一章 緒論                      1
第一節研究背景與動機              1
第二節研究問題                 10
第三節研究目的                 11
第四節名詞解釋                 12
第五節研究流程                 14
第六節研究重要性                16
第二章 文獻探討                    17
第一節離職傾向                 17
第二節組織氣候                 23
第三節組織承諾                 32
第四節工作壓力                 45
第五節薪資滿意度                54
第六節各個變項間關係之探討           58
第三章 研究方法                    67
第一節 研究架構與假設            67
第二節 研究方法               69
第三節 研究工具               72
第四節 各項操作型定義與量表暨計分方式………….73
第五節 資料分析方法             82
第四章 資料分析與研究結果               85
第一節描述性分析                85
第二節 信效度分析               87
第三節組織氣候、組織承諾與離職傾向間的迴歸分析 94
第四節 中介與調節之迴歸分析          95

第五章 結論與建議                99
第一節 研究結論                100
第二節 管理意涵與實務建議          102
第三節 研究限制               108
第四節 未來研究方向與建議          109
參考文獻                111

圖目錄
圖1. 研究流程圖……………………………………… 15
圖2. 研究架構圖……………………………………… 68
圖3 組織承諾對組織氣候與離職傾向之中介……… 95
圖4. 工作壓力為調節變數…………………… …… … 96
圖5 薪資滿意與工作壓力之交乘調節架構………… 98


表目錄
表2-1. 組織氣候定義彙整表……………………………… 27
表2-2. 組織承諾定義彙整表…………………………. 40
表2-3. 工作壓力定義彙整表…………………………. 51
表3-1. 離職傾向衡量問項………………………….……… 74
表3-2. 組織氣候衡量問項………………………….……… 75
表3-3. 組織承諾衡量問項………………………….……… 77
表3-4. 工作壓力衡量問項………………………….……… 79
表3-5. 薪資滿意度衡量問項…………………….……… 80
表4-1. 基本資料的次數分配…………………….……… 86
表4-2. 離職傾向的校標關聯效度……………….……… 89
表4-3. 為組織氣候的校標關聯效度…………….……… 89
表4-4. 組織承諾的校標關聯效度……………….……… 91
表4-5. 工作壓力的校標關聯效度……………….……… 92
表4-6. 薪資滿意度的校標關聯效度…………….……… 93
表4-7. 組織氣候、組織承諾與離職傾向的迴歸分析… 95
表4-8. 組織氣候對離職傾向的直接與間接效果的迴歸分析 95
表4-9. 工作壓力對組織氣候與離職傾向之調節分析… 96
表4-10. 薪資滿意度影響工作壓力對組織氣候、組織承諾
與離職傾向間的調節分析…………….………… 97
表5-1. 研究假設檢定結果彙整…………….………… 99

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