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研究生:林庭安
研究生(外文):Lin,Ting-An
論文名稱:組織信任、員工情緒智力與工作滿意度對留任意願之影響
論文名稱(外文):The Influence of Organizational Trust, Employee Emotional Intelligence and Job Satisfaction on Retention Willingness
指導教授:李維鈞李維鈞引用關係
指導教授(外文):Lee, Wei-Chun
口試委員:李維鈞朱志忠羅新興
口試委員(外文):Lee, Wei-ChunChu, Chih-ChungLo, Hsin-Hsing
口試日期:2022-07-02
學位類別:碩士
校院名稱:龍華科技大學
系所名稱:企業管理系碩士班
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:2022
畢業學年度:110
語文別:中文
論文頁數:44
中文關鍵詞:組織信任情緒智力工作滿意度留任意願
外文關鍵詞:Organizational TrustEmotional IntelligenceJob SatisfactionRetention Willingness
相關次數:
  • 被引用被引用:7
  • 點閱點閱:264
  • 評分評分:
  • 下載下載:102
  • 收藏至我的研究室書目清單書目收藏:0
信任對當前企業而言是非常重要的一環,企業不僅要讓顧客對他們的服務、產品、品質感到信任,或是整個上下游廠商對企業彼此產生信任,這都是一直廣受討論之議題,然而企業內部問題也是非常重要的一項議題,員工彼此之間、團隊之間以及員工與主管間,將會影響到企業內部的一些因素。本研究目的的乃經由文獻回顧與定義探討組織信任、智力情緒、工作滿意度與留任意願,四者間之關係。以線上發放問卷方式發放並回收301份問卷。採用量化分析方法針對資料取得係採用SPSS統計軟體進行分析,經研究後發現,組織信任對工作滿意度有正向影響,經驗證成立,情緒智力對工作滿意度有正向影響,經驗證成立。組織信任對留任意願有正向影響,經驗證成立。情緒智力對留任意願有正向影響,經驗證不成立。工作滿意度對留任意願有正向影響,經驗證成立。本研究根據上述結果進行討論,建議企業應透過管理措施促進組織溝通及組織信任以留住人才,且未來可進一步研究其他影響組織信任和留任意願之不同因素,期望歸納之結論與建議能對人力資源管理實務及未來研究有所助益。
Trust is a very important part of current enterprises. Enterprises should not only make customers trust their services, products, and quality, but also the entire upstream and downstream manufacturers to trust each other. This is a topic that has been widely discussed. However, the internal problems of the enterprise are also a very important topic. Among the employees, between the team and between the employees and the supervisor, some factors within the enterprise will be affected. The purpose of this study is to explore the relationship between organizational trust, intellectual emotion, job satisfaction and retention willingness through literature review and definitions. 301 questionnaires were distributed and collected online. Quantitative analysis method is used to analyze the data acquisition system using SPSS statistical software. After research, it is found that organizational trust has a positive impact on job satisfaction, which has been verified and established. Emotional intelligence has a positive impact on job satisfaction, which has been verified. Organizational trust has a positive impact on willingness to stay, and it has been verified. Emotional intelligence has a positive effect on the willingness to stay, which has been proved to be invalid. Job satisfaction has a positive impact on the willingness to stay, and it has been verified. Based on the above results, this study discusses and suggests that enterprises should promote organizational communication and organizational trust through management measures to retain talents. In the future, other factors that affect organizational trust and willingness to retain can be further studied. It is hoped that the conclusions and recommendations will be helpful for human resources. Resource management practices and future research are helpful.
摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
1. 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
2. 文獻探討 4
2.1 組織信任 4
2.1.1 信任 4
2.1.2 組織信任的定義 5
2.1.3 組織信任之類型 5
2.1.4 組織信任的構面與內涵 6
2.2 情緒智力 7
2.2.1 情緒智力的定義 7
2.2.2 情緒智力的內涵 8
2.2.3 情緒智力理論及其重要性 8
2.3 工作滿意度 9
2.3.1 工作滿意度定義 10
2.3.2 影響工作滿意度之因素 11
2.4 留任意願 12
2.4.1 留任意願的定義 12
2.4.2 留任意願之類型 13
3. 研究方法 14
3.1 研究主題的定義 14
3.2 研究變項定義與衡量 16
3.3 研究問卷及對象 19
3.4 資料分析方法 20
4. 資料分析 22
4.1 樣本描述性統計 22
4.2 信度分析 23
4.3 差異性分析 24
4.4 相關分析 29
4.5 迴歸分析 29
4.6 假設驗證結果 31
5. 結論與建議 32
5.1 結論 32
5.2 管理意涵 32
5.3 研究限制 33
參考文獻 34
附錄:正式問卷 40


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