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研究生:秦唯晏
論文名稱:組織學習文化對於離職傾向之影響:以工作滿意與組織承諾為中介
論文名稱(外文):The Impact of Organizational Learning Culture on Turnover Intention: the Mediating Role of Job Satisfaction and Organizational Commitment
指導教授:林俊佑林俊佑引用關係
指導教授(外文):Lin, Chun-Yu
口試委員:劉仲矩黃仲楷黃詠奎
口試委員(外文):Liu, Chung-ChuHuang,Chung-KaiYung-Kuei Huang
口試日期:2017-07-15
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系
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:2017
畢業學年度:105
語文別:中文
論文頁數:61
中文關鍵詞:知識型員工組織學習文化離職傾向工作滿意組織承諾
外文關鍵詞:Organizational learning cultureJob satisfactionOrganizational commitmentTurnover intentionKnowledge worker
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為了因應快速的環境變動、建立優越的組織績效以及培養永續競爭力,現代多數組織採用學習型組織模式運作(Fang & Wang, 2006)。組織學習是組織持續改變與進步的動力,透過學習型組織型態,組織得以解決現存的經營問題,甚至為組織帶來整體性的轉變。本研究以台灣市場為研究背景,以知識型員工為研究樣本,探究其感受到組織學習文化時所呈現之離職傾向,以及探討組織承諾與工作滿意是否會在其中扮演中介變數的角色。本研究於台灣北中南區便利發放問卷,獲得有效問卷335份,使用結構方程模式(SEM)進行實證分析。研究結果顯示:(1) 組織學習文化對員工離職傾向為負向影響,對工作滿意、組織承諾則具有正向影響;(2) 工作滿意度對員工離職傾向具有負向影響,對組織承諾則具有正向影響;(3) 組織承諾對於離職傾向會有負向的影響;(4) 工作滿意度及組織承諾確實為組織學習文化與離職傾向之間的中介變數,且遠程中介效果達完全中介,證實本研究四變數間關係存在依序影響關係,遠程中介模式正確。由研究結果,本研究建議企業若欲降低知識型員工離職傾向,不僅需重視組織學習文化的能耐,還需要增進知識型員工的工作滿意度以及組織承諾,才有助於有效降低知識型員工離職率。
This study examined the relationship of organizational learning culture, job satisfaction, organizational commitment, and turnover intention of knowledge workers in learning organizations. The main purpose of this study was to examine the latent mediate effect of job satisfaction and organizational commitment between the relationship of organizational learning culture and turnover intention. Surveys were distributed to private companies located in Taipei, Taichung, and Tainan cities in Taiwan. A total of 335 valid responses were received. In this study, we used the structural equation modeling (SEM) to test the hypothetical model. There were two main results were found. First, organizational learning culture was negatively associated with employees’ turnover intention. Second, the latent mediate effect of job satisfaction and organizational commitment between the relationship of organizational learning culture and turnover intention does exist. From the results of our study, we suggest that enterprises should not only cultivate organizational learning culture, but also value the importance of employees’ job satisfaction and organizational commitment.
目 錄
中文摘要 I
英文摘要 II
目 錄 III
圖 次 V
表 次 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究變數定義 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 組織學習文化 7
第二節 工作滿意 9
第三節 組織承諾 12
第四節 離職傾向 13
第三章 研究設計 15
第一節 研究架構 15
第二節 研究對象 16
第三節 變數操作型定義、問卷編制與衡量工具 17
第四節 資料分析方法 21
第四章 研究設計 23
第一節 敘述性統計 23
第二節 相關分析 26
第三節 測量模式分析 27
第四節 結構模式分析 30
第五節 中介效果驗證 34
第五章 結論與建議 39
第一節 研究結果 39
第二節 研究意涵 42
第三節 研究限制與未來建議 45
參考文獻 47
附錄一 附錄 58
著作權聲明 61


圖 次
圖1-1 研究流程圖 6
圖1-2 研究架構圖 15
圖4-1 結構模式驗證 33
圖4-2 簡單中介模型 34
圖4-3 中介模型架構 35

表 次
表4-1 敘述性統計 24
表4-2 觀察變數及衡量題項之平均數與標準差 25
表4-3 變數敘述性統計與相關分析表 26
表4-4 個別題項之因素負荷量、構念之CR值 28
表4-5 各構念之AVE 29
表4-6 變數AVE之平方根與相關係數矩陣分析表 29
表4-7 結構模型整體適配度 31
表4-8 假說驗證成果 32
表4-9 組織承諾及工作滿意為組織學習文化與離職傾向之中介變數分析 37
表5-1 研究假說驗證結果表 39


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