臺灣博碩士論文加值系統

本研究旨在探討台灣金屬製品製造業B2B業務人員之學習目標導向、個人與工作配適度、工作投入、組織認同與其離職傾向之間的影響關係，以作為企業降低員工離職傾向之參考。此外，本研究將工作投入及組織認同視為個人與工作配適度與離職傾向間存在的潛在機制，試圖釐清降低員工離職傾向之真正因素。

本研究以位於高雄市及台中市之金屬製品製造業公司之B2B業務人員為研究對象，透過電子郵件寄出問卷調查，在共118間公司內蒐集到378份有效樣本。研究問卷採用李克特式七點量表計分方式。本研究依據所得之觀察資料進行描述性統計，並以結構方程式模型統計方法進行研究假設之檢定。研究結果歸納如下：一、學習目標導向有助於提升個人與工作配適度。二、個人與工作配適度對於員工工作投入程度有正向影響。三、個人與工作配適度能增加員工對組織的認同度。四、提升個人與工作配適度對員工之離職傾向未能有顯著影響。五、員工對工作的投入程度越高，其離職傾向則越低。六、隨著員工對組織的認同度提高，其離職傾向則降低。最後，依據上述結論，本研究對於企業管理階層及未來研究方向提出具體建議，而本研究之限制也在文章末節加以討論。

This study aimed to examine the relationships among salespeople’s learning orientation, person-job fit, work engagement, organizational identification, and intention to leave in the context of the fabricated metal products industry in Taiwan. In addition, this study intended to shed light on the underlying mechanisms on person-job fit which would eventually influence the intention of the salespeople to leave their organizations. As a result, a broad literature review is provided in order to introduce related theory contributing to the proposed model.

The study collected a total number of 378 valid responses from B2B salespeople in 118 different companies in the target industry, among which 43 were from Taichung city and 75 from Kaohsiung city. The respondents were approached using an online survey, and 7-point Likert scale was utilized to help respondents while assessing each measurements.
The study utilized structural equation modeling (SEM) to test the proposed model fit and hypotheses. According to the results, learning goal orientation was proved to be the antecedent of person-job fit. Person-job fit had positive influence on work engagement as well as organizational identification. In addition, while the negative relationship between person-job fit and intention to leave was nonsignificant, it was clear that through enhancing work engagement and organizational identification, intention to leave could be lowered.

Theoretical and managerial implications of the study were given, followed by study limitations and suggested future research directions.

Abstract i
摘要 ii
Table of Contents iii
List of Tables v
List of Figures vi
Chapter 1. Introduction 1
1.1 Background 1
1.2 Problem Statement 1
Chapter 2. Literature Review 6
2.1 Person-Job Fit 6
2.1.1 Person-Environment Fit 6
2.1.2 Person-Job Fit 8
2.2 Learning Goal Orientation 10
2.2.1 Achievement Goal Theory 10
2.2.2 Learning goal orientation 13
2.3 Work Engagement 16
2.3.1. Job Demands-Resources Model 16
2.3.2. Work Engagement 21
2.4 Organizational Identification 24
2.4.1. Social Identity Theory and Self-Categorization 24
2.4.2. Organizational Identification 27
2.5 Intention to Leave 30
Chapter 3. Methodology 39
3.1 Research Framework 39
3.2 Research Hypotheses 39
3.3 Sample and Data Collection 40
3.4 Pre-test 41
3.5 Measures 42
3.6 Design of Questionnaire 44
3.7 Method of analysis 44
Chapter 4. Data Analysis 45
4.1 Sample profile 45
4.2 Reliability Analysis 45
4.3 Validity Analysis 48
4.4 SEM Analysis 50
4.5 Results 51
Chapter 5. Conclusions and Implications 53
5.1 Theoretical Implications 53
5.2 Managerial Implications 56
5.3 Conclusion 58
5.4 Study Limitations 60
5.5 Future Research 61
References 63

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