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研究生:黃詩涵 
研究生(外文):HUANG, SHIH-HAN
論文名稱:雇主品牌對留任意願之影響:以工作投入、心理契約、個人組織配適性、工作滿意度為中介效果
論文名稱(外文):Examining the Impact of Employer Brand on Intention to Stay : The Mediating Effects of Job Involvement, Psychological Contract, Person-Organization Fit, and Job Satisfaction.
指導教授:吳立偉吳立偉引用關係
指導教授(外文):WU, LI-WEI
口試委員:林呈昱張國雄
口試委員(外文):LIN, CHENG-YUCHANG, KUO-HSIUNG
口試日期:2022-06-27
學位類別:碩士
校院名稱:東海大學
系所名稱:高階經營管理碩士在職專班
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:2022
畢業學年度:110
語文別:中文
論文頁數:44
中文關鍵詞:雇主品牌工作投入與心理契約個人組織配適性工作滿意度留任意願
外文關鍵詞:Employer BrandJob Involvement and Psychological ContractPerson-Organization FitJob SatisfactionIntention To Stay
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雇主品牌概念反映了知識經濟時代企業對人才管理的關注,也為人力資源管理提供了新的思維。人才資源的優勢已經成為衡量企業整體競爭力的主要標誌,透過雇主品牌提升關鍵人才留任意願,已是現代企業重要的課題。
本研究主要目的在探討雇主品牌、工作投入、心理契約、個人組織配適性、工作滿意度、留任意願之關係。本研究採用問卷調查法來蒐集資料,並使用迴歸分析檢視中介型干擾效果是否存在。研究對象為在職人員為主,且透過網路問卷的填答,總共回收有效問卷269份。
本研究結果發現雇主品牌對工作投入、心理契約、個人組織配適性、工作滿意度有正向顯著影響關係,工作投入、心理契約、個人組織配適性、工作滿意度對留任意願有正向顯著影響關係。由此可知,建構具有吸引力的雇主品牌,能對在職員工的工作態度及行為產生正向影響與留才效果,為企業創造競爭力。

The concept of employer brand reflects the attention of enterprises to talent management in the era of knowledge economy, and also provides new thinking for human resource management. The advantage of human resources has become the main indicator to measure the overall competitiveness of an enterprise. It is an important issue for modern enterprises to enhance the willingness to retain key talents through employer branding.
The main purpose of this study is to explore the relationship between employer brand, job involvement, psychological contract, personal-organizational fit, job satisfaction, and intention to stay. This study used questionnaires to collect data and used regression analysis to test hypotheses. The subjects of the study were mainly employed persons, and through the online questionnaires, a total of 269 valid questionnaires were recovered.
The results of this study found that employer brand has a positive and significant impact on job involvement, psychological contract, personal-organizational fit, and job satisfaction.Job involvement, psychological contract, personal-organizational fit, and job satisfaction have a positive and significant impact on intention to stay.
It can be seen that the construction of an attractive employer brand can have a positive impact on the work attitude and behavior of employees and effect upon the retain talents, and create competitiveness for the enterprise.

謝 誌 I
中文摘要 II
ABSTRACT III
目 次 IV
表 次 VI
圖 次 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 雇主品牌 5
第二節 工作投入 7
第三節 心理契約 9
第四節 個人組織配適性 11
第五節 工作滿意度 12
第六節 留任意願 13
第三章 研究方法 15
第一節 研究架構 15
第二節 變數操作型定義 16
第三節 研究對象、分析與問卷設計 17
第四節 資料分析法 19
第四章 實證結果分析 20
第一節 樣本之基本資料描述 20
第二節 信度分析 28
第三節 相關性 30
第四節 迴歸分析 31
第五章 結論及建議 32
第一節 研究發現與結論 32
第二節 管理意涵 ….35
第三節 研究限制與未來發展之建議 36
參考文獻 37
附錄 42


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