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研究生:林婕茹
研究生(外文):Lin, Chieh-Ju
論文名稱:角色過荷、獎勵與情緒耗竭對員工離職傾向之影響-以臺灣海運承攬運送業前線員工為例
論文名稱(外文):The Influence of Role Overload, Rewards, and Emotional Exhaustion on Employees' Propensity to Leave: A Study of Frontline Ocean Freight Forwarder Employee in Taiwan
指導教授:鄭士蘋鄭士蘋引用關係
指導教授(外文):Jeng, Shih-Ping
口試委員:江淑貞余坤東
口試委員(外文):Chiang, Sue-JaneYe, Kung-Don
學位類別:碩士
校院名稱:國立臺灣海洋大學
系所名稱:航運管理學系
學門:運輸服務學門
學類:運輸管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:27
中文關鍵詞:角色過荷獎勵情緒耗竭離職傾向海運承攬運送業
外文關鍵詞:Role OverloadRewardsEmotional ExhaustionPropensity to LeaveOcean Freight Forwarder
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海運承攬運送業一直都面對員工離職率過高的問題。本研究建立一觀念架構,探討角色過荷以及工作獎勵對前線員工離職傾向的影響,並探討員工情緒耗竭的中介效果。本研究蒐集310份臺灣海運承攬運送業前線員工之問卷資料驗證假設。研究結果發現,角色過荷正向影響員工的情緒耗竭,工作獎勵負向影響情緒耗竭,而情緒耗竭會正向影響離職傾向。本研究也提出建議提供海運承攬運送業經理人作為降低離職率之參考。
Ocean freight forwarders in Taiwan have been faced with the problem of high turnover rate of frontline employees. This research examines how role overload and rewards influence employees’ propensity to leave through emotional exhaustion. Using data from 310 frontline ocean freight forwarder employees in Taiwan, a conceptual model is developed and tested using structural equation modeling. The results indicated that role overload has a positive effect on emotional exhaustion. Rewards have a negative effect on emotional exhaustion. And emotional exhaustion has a positive effect on employees’ propensity to leave. Implications of findings are discussed and the results can provide useful reference for ocean freight forwards managers to retain their employees.
摘要............................II
Abstract.......................III
目錄............................IV
表目錄..........................VI
圖目錄..........................VII
第一章 緒論.......................1
1.1 研究背景與動機................1
1.2 研究目的.....................2
1.3 研究流程.....................3
第二章 文獻回顧與假設...............4
2.1 海運承攬運送業.................4
2.2 研究構面相關文獻與假設推論......5
第三章 研究方法....................9
3.1 研究變數之定義.................9
3.2 問卷設計......................10
3.3 研究對象與資料分析工具..........11
第四章 研究結果....................12
4.1問卷回收與敘述統計分析...........12
4.2 信度與效度分析.................14
4.3 Pearson 相關分析..............16
4.4 結構方程模式與假設驗證..........17
第五章 研究結論與建議...............19
5.1 研究結論.......................19
5.2 管理意涵.......................21
5.3 研究限制與建議..................22
參考文獻...........................23
參考文獻
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