跳到主要內容

臺灣博碩士論文加值系統

(44.211.31.134) 您好!臺灣時間:2024/07/23 07:42
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:阮莉安
研究生(外文):NGUYEN, THI-HANG
論文名稱:彈性工作安排與員工離職傾向的關係:工作滿意度的中介作用和員工世代的調節作用
論文名稱(外文):Relationship between flexible work arrangements and employee turnover intention : The mediating role of job satisfaction and the moderating role of employee generation
指導教授:陳建丞陳建丞引用關係
指導教授(外文):CHEN, CHIEN-CHENG
口試委員:呂玲樺黃櫻美陳建丞
口試委員(外文):LU, LIN-HUAHUANG, YIN-MEICHEN, CHIEN-CHENG
口試日期:2023-06-08
學位類別:碩士
校院名稱:國立臺北科技大學
系所名稱:經營管理系
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:2023
畢業學年度:111
語文別:英文
論文頁數:36
中文關鍵詞:彈性工作安排員工離職傾向員工世代組織承諾工作滿意度
外文關鍵詞:Flexible work arrangementsemployee turnover intentionjob satisfactionorganizational commitmentemployee generation
相關次數:
  • 被引用被引用:1
  • 點閱點閱:67
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:0
近年來”彈性工作安排 ”非常收到重視, 特別是武漢肺炎爆發之後,它以驚人的傳染速度而使全球人民的生活發生了翻天覆地的變化。不僅改變了生活的方式和習慣,從企業管理方面也需要給出新政策因應新狀況。彈性工作隨著時代的狀況成爲企業界關注的議題。 且目前主力的勞動力多是Y,Z世代, 這兩個世代都很重視工作生活平衡。 彈性工作安排有助於提高員工滿意度接著影響到員工離職傾向。本研究以越南地區100位員工為研究對象來蒐集問卷。 調查結果顯示工作滿意度會中介彈性工作安排與員工離職之間的關係.
The past couple of years, people care about flexible work arrangement, especially after the outbreak of COVID-19, which has caused earth-shaking changes in the lives of people around the world at an alarming rate of infection. Not only has the way of life and habits changed, but new policies must be given in corporate management to cope with the unique situation. With the times, flexible working hours have become a topic of concern in the business community. And at present, most of the main labor force is Generation Y and Generation Z. These two generations attach great importance to WLB. Flexible working arrangements (FWAs) help increase employee satisfaction (ES), affecting employee turnover intention (ETI).
ABSTRACT i
Acknowledgement iii
Table of Contents iv
List of Tables vi
List of Figures vii
Chapter 1 Introduction 1
1.1 Research Background 1
1.2 Research Purpose 3
1.3 Structure of the study 4
Chapter 2 Literature Review 5
2.1 Flexible work Arrangements (FWAs) 5
2.1.1 Definition of FWAs 5
2.1.2 Research on FWAs 6
2.2 The relationship between FWAs and employee turnover intention 7
2.3 The mediating effect of job satisfaction 9
2.4 The moderating effect of employee generation 11
Chapter 3 Methodology 13
3.1 Research framework 13
3.2 Summary of Hypotheses 14
3.3 Sampling method 14
3.3.1 Participants 14
3.3.2 Procedure 16
3.4 Introduction to the variables 17
3.4.1 Independent variable: flexible working arrangements 17
3.4.2 Mediating variable 17
3.4.2.1 Job Satisfaction 17
3.4.2.2 Employee Generation 18
3.4.3 Dependent variable: employee turnover intention 19
3.4.4 Control variable 19
3.4.4.1 Organizational commitment 19
3.5 Research methods 20
Chapter 4 Results 21
4.1 Measurement Mode Analysis 21
4.2 Analysis of validity 22
4.3 Mediation Effect Analysis 23
4.4 Regression analysis 25
Chapter 5 Discussion 29
5.1 Research Results and Discussion 29
5.2 Theoretical and practical contributions 30
5.3 Limitations and directions for future research 31
References 33
[1]Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411.
[2]Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of applied psychology, 67(3), 350.
[3]Bagozzi, R. P., Yi, Y., & Nassen, K. D. (1998). Representation of measurement error in marketing variables: Review of approaches and extension to three-facet designs. Journal of Econometrics, 89(1-2), 393-421.
[4]Behson, S. J. (2005). The relative contribution of formal and informal organizational work–family support. Journal of vocational behavior, 66(3), 487-500.
[5]Bell, G. M. L. R. S. (2007). To cite this document: Gill Maxwell Laura Rankine Sheena Bell Anna MacVicar,(2007)," The incidence and impact of flexible working arrangements in smaller businesses", Employee Relations, Vol. 29 Iss 2 pp. 138-161. Employee Relations, 29(2), 138-161.
[6]C Glynn, I Steinberg, C McCartney. (2002). Work-life balance: The role of the manager.
[7]Central News Agency [CNA], 2004
[8]Cheung & Wong. (2013). Determinants of Medication Adherence to Anti-hypertensive Medications among a Chinese Population Using Morisky Medication Adherence Scale
[9]Choo, J. L. M., Desa, N. M., & Asaari, M. H. A. H. (2016). Flexible working arrangement toward organizational commitment and work-family conflict. Studies in Asian Social Science, 3(1), 21-36.
[10]Eagly, A. H., & Chaiken, S. (1993). The psychology of attitudes. Harcourt Brace Jovanovich College Publishers
[11]Erin L. Kelly & Phyllis Moen. (2007). Rethinking the Clock Work of Work: Why Schedule Control May Pay Off at Work and at Home. Advances in Developing Human Resources , 487-506.
[12]Executive Office of the President Council of Economic Advisors, 2010
[13]Georgetown University Law Center (2008).
[14]Grzywacz, J. G., & Butler, A. B. (2005). The impact of job characteristics on work-to-family facilitation: testing a theory and distinguishing a construct. Journal of occupational health psychology, 10(2), 97.
[15]Huang & Van deVliert. (2003). Where intrinsic job satisfaction fails to work: National moderators of intrinsic motivation. Journal of Organizational Behavior J. Organiz. Behav. 24, 159–1
[16]Hulin, C. L., & Judge, T. A. (2003). Job attitudes.
[17]Isaac, O., Adigun & Geoffrey, M., Stephenson. (1992). Sources of Job Motivation and Satisfaction among British and Nigerian Employees. The Journal of Social Psychology, 369-376.
[18]Jaccard, J., Wan, C. K., & Turrisi, R. (1990). The detection and interpretation of interaction effects between continuous variables in multiple regression. Multivariate behavioral research, 25(4), 467-478.
[19]Jennifer L. Glass and Sarah Beth Estes. (1997). The Family Responsive Workplace. Annual Review of Sociology, 289-313.
[20]Johnston, M. W., & Futrell, C. M. (1989). Functional salesforce turnover: An empirical investigation into the positive effects of turnover. Journal of Business Research, 18(2), 141-157.
[21]Judge, T. A., & Kammeyer-Mueller, J. D. (2012). Job attitudes. Annual review of psychology, 63(1), 341-367.
[22]Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job attitudes, job satisfaction, and job affect: A century of continuity and of change. Journal of applied psychology, 102(3), 356.
[23]Kohll, A. (2018). Why millennials are good for employee well-being. Forbes. Retrieved July, 4, 2020.
[24]Laurel, A., McNall , Aline, D., Masuda , Linda Rhoades Shanock & Jessica M., Nicklin. (2011). Interaction of Core Self-Evaluations and Perceived Organizational Support on Work-to-Family Enrichment. The Journal of Social Psychology, 133-149.
[25]Lee, H. J., Probst, T. M., Bettac, E. L., Jenkins, M. R., & Bazzoli, A. (2023). The Use of Flexible Work Arrangements: Examining Experiences of Perceived Backlash Through the Lens of Diversity. Group & Organization Management, 10596011221150025.
[26]Leslie, L. M., Manchester, C. F., Park, T. Y., & Mehng, S. A. (2012). Flexible work practices: a source of career premiums or penalties?. Academy of Management Journal, 55(6), 1407-1428.
[27]McNall, L. A., Nicklin, J. M., & Masuda, A. D. (2010). A meta-analytic review of the consequences associated with work–family enrichment. Journal of Business and Psychology, 25(3), 381-396.
[28]Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237.
[29]Morrow, P. C. (1983). Concept redundancy in organizational research: The case of work commitment. Academy of management Review, 8(3), 486-500.
[30]Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of applied psychology, 67(1), 53.
[31]Rau, B. L., & Hyland, M. A. M. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel psychology, 55(1), 111-136.
[32]Schwartz, C. E., & Sendor, R. M. (1999). Helping others helps oneself: response shift effects in peer support. Social science & medicine, 48(11), 1563-1575.
[33]Schwepker Jr, C. H. (2001). Ethical climate's relationship to job satisfaction, organizational commitment, and turnover intention in the sales force. Journal of business research, 54(1), 39-52.
[34]Solnet, D., Kralj, A., & Kandampully, J. (2012). Generation Y employees: An examination of work attitude differences. Journal of Applied Management and Entrepreneurship, 17(3), 36.
[35]Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol. 3). Sage.
[36]Tammy D. Allen,Ryan C. Johnson,Kaitlin M. Kiburz,Kristen M. Shockley. (2013). Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel psychology, 66, 345–37.
[37]Tay K.M, Namara, MarciePitt - Catsouphes, ChristinaMatz - Costa, Melissa Brown, Monique Valcour. (2013). Across the continuum of satisfaction with work–family balance: Work hours, flexibility-fit, and work–family culture. Social Science Research, 283-298.
[38]Tsui, A., Egan, T. and O'Reilly, C.(1992). `Being different: Relational demography and organizational attachment', Administrative Science Quarterly, 37, 549 - 588。
[39]Tsen, M. K., Gu, M., Tan, C. M., & Goh, S. K. (2021). Effect of flexible work arrangements on turnover intention: does job independence matter?.International Journal of Sociology, 51(6), 451-472.
[40]The Government of Western Australia (2002).
[41]United States Department of Labor
電子全文 電子全文(網際網路公開日期:20280709)
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊