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研究生:許成宗
研究生(外文):Cheng-Tsung Hsu
論文名稱:探索自我決定理論在新進員工離職意圖與工作滿意中所扮演的角色
論文名稱(外文):Explore New Employees’Turnover Intention And Job Satisfaction:The Role of Self- Determined Motivation
指導教授:黃瑞庭
指導教授(外文):Dr.Rui-Ting Huang
口試委員:鄧嘉宏唐資文
口試日期:2016-05-27
學位類別:碩士
校院名稱:國立中興大學
系所名稱:高階經理人碩士在職專班
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:2016
畢業學年度:104
語文別:中文
論文頁數:57
中文關鍵詞:自我決定理論知覺自主性支持知覺能力知覺關係工作滿意度離職意圖
外文關鍵詞:self-determined motivationperceived autonomy supportperceived competenceperceived relatednessjob satisfactionturnover intention
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  • 被引用被引用:3
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新進員工是企業永續發的根本,但新進員工穩定度不足離職問題一直是存在於企業最重大的問題之一。因此關於新進員工離職問題的研究越來越受到學者的重視,相關研究豐富而多元。但在過去很少研究方向是著重在自我決定理論和工作滿意與離職意圖的研究。為補足此研究缺口,探究我自決定理論對於工作滿意與離職意圖的影響,本研究即引用該理論為研究主軸。本研究問卷發放對象鎖定為五年內公司的新進同仁,發出電子問卷共計回收有效問卷為253 份。採用部份最小平方路徑分析法,進行後續回收資料之統計分析。
根據本研究的結果發現,自我決定理論在工作滿意度及離職意圖中扮演著關鍵性的角色,特別在知覺自主性支持及知覺能力對工作滿意度具有顯著且正向的影響,工作滿意度對離職意圖具有顯著且負向的影響,本研究更進一步證實自我決定理論在離職意圖中扮演著關鍵性的角色。


It has been shown that new employees always play a key role in organizational development. Nevertheless, new employees’ turnover intention has been one of the critical issues in organizations. Although much attention has been paid to the issues of turnover intention in organizations, there is still a dearth of studies investigating the influence of self-determined motivation on new employees’ job satisfaction and turnover intention. Accordingly, in order to close this research gap, the primary purpose of this study was to explore the role of self-determined motivation in new employees’ job satisfaction and turnover intention. The participants of this study were new employees with 5 or less years of tenure. The data was collected via online questionnaires, and final number of usable surveys was 253.
This study adopted the partial least squares (PLS) analysis to examine the data. The study findings have indicated that the self-determined motivation could be closely connected with new employees’ job satisfaction and turnover intention. More importantly, it has been found that perceived autonomy support and competence have a positive influence on job satisfaction, which in turn will lead to lower levers of turnover intention. The study findings have added to the body of knowledge in human resource and new employee development by proving the critical role of self-determined motivation new employees’ job satisfaction and turnover intention.


第一章 緒 論 1
第一節 研究背景與動機. 1
第二節 研究問題與目的. 4
第三節 研究流程. 6
第二章 文獻探討 8
第一節 自我決定理論 8
第二節 工作滿意 13
第三節 離職意圖 19
第四節 知覺自主性支持對工作滿意的影響 21
第五節 知覺自主性支持對知覺能力的影響 22
第六節 知覺自主性支持對知覺關係的影響 22
第七節 知覺能力對工作滿意的影響 23
第八節 知覺關係對工作滿意的影響 24
第九節 工作滿意度與離職意圖 24
第十節 研究架構與假說 24
第三章 研究方法 26
第一節 研究對象及抽樣方法 26
第二節 變數衡量 26
第三節 前測問卷設計與分析 30
第四節 資料分析方法 31
第五節 研究設計 32
第四章 資料分析與實證研究 33
第一節 回收樣本敘述性統計 33
第二節 信度與效度分析 34
第三節 研究假說驗證 37
第五章 結論與建議 40
第一節 研究結論 40
第二節 理論意涵與實務建議 43
第三節 研究限制與未來研究方向之建議 45
參考文獻 47
附錄 55


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