跳到主要內容

臺灣博碩士論文加值系統

(100.28.0.143) 您好!臺灣時間:2024/07/14 22:23
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:陳欣茹
研究生(外文):Chen, Xin-Ru
論文名稱:探討知覺組織支持、工作滿意度、轉換型領導與離職傾向之關係-以台灣高科技產業為例
論文名稱(外文):Mapping the Relationships among Perceived Organizational Support, Job Satisfaction, Transformational Leadership, and Turnover Intention: A Study of High Technology Industry in Taiwan
指導教授:王瑜琳王瑜琳引用關係
指導教授(外文):Wang, Yu-Lin
口試委員:賴賢哲楊佳翰
口試委員(外文):Lai, Hsien-CheYang, Chia-Han
口試日期:2023-05-19
學位類別:碩士
校院名稱:國立成功大學
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:2023
畢業學年度:111
語文別:中文
論文頁數:73
中文關鍵詞:知覺組織支持工作滿意度離職傾向轉換型領導科技業
外文關鍵詞:Perceived Organizational SupportJob SatisfactionTurnover IntentionTransformational LeadershipHigh Technology Industry
相關次數:
  • 被引用被引用:0
  • 點閱點閱:120
  • 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
市場競爭激烈、缺工問題與變化迅速是科技業的特徵,因此組織必須具備靈活的特質,同時,面對多重變化的競爭環境,有效地招募和留住人才,不僅可以提高企業的績效、降低培訓和開發成本,並成為企業實現可持續發展和生存的關鍵。企業可以透過組建多樣化的團隊、採用轉換型領導,並提供員工所需的支持,進而減少員工離職意願:本研究將著重探討科技業,為了防止科技新貴人才不斷流失,據此探討知覺組織支持對員工離職傾向之影響,進而檢驗工作滿意度感對於前述關係所扮演的中介角色,以及加入轉換型領導作為調節變數。透過問卷調查的方式,調查任職於科技業且位於新竹科學園區、中部科學園區及南港軟體園區之企業正職員工,共收回252份有效問卷,經過分析結果支持部分假設:知覺組織支持與工作滿意度具有顯著正關係,另外工作滿意度與離職傾向則具有顯著負向關係,而工作滿意度在知覺組織支持與離職傾向間具有部分中介效果,轉換型領導在知覺組織支持與工作滿意度間不具明顯的調節效果,但本研究發現,工作年資較資深的員工,轉換型領導將於知覺組織支持與工作滿意度之間呈現正向調節項果。
Intense market competition, labor shortages, and rapid changes are characteristic of the high technology industry. Therefore, organizations must be flexible. In the face of a competitive environment with multiple changes, effective recruitment and preservation of top talent can not only improve business performance and reduce training costs, but also become key to sustainable development and survival. Enterprises can reduce turnover intention by building diverse teams, adopting transformational leadership styles, and providing employees with the necessary support. The purpose of the study was to map the relationships among Perceived Organizational Support, Jobs Satisfaction, Turnover Intention and Transformational Leadership by investigating the employees in the high-technology industry. Results are based on the sample of 252 employees who located in the Hsinchu Science Park, Central Taiwan Science Park, and Nankang Software Park. Moreover, some of the hypotheses of the study are supported. First, perceived organizational support has a significant positive relationship with job satisfaction. Second job satisfaction has a significant negative relationship with turnover intention. Third, Job satisfaction partially mediates the relationship between perceived organizational support and turnover intention. Lastly, transformational leadership does not have a significant moderating effect on the relationship between perceived organizational support and job satisfaction. However, this study found that transformational leadership has a positive moderating effect on the relationship between perceived organizational support and job satisfaction that employees with longer work experience.
摘要 I
SUMMARY II
致謝 V
目錄 VI
圖目錄 VIII
表附錄 IX
第一章 緒論 1
第一節 研究背景 1
第二節 研究問題 3
第三節 研究目的 4
第二章 文獻回顧及研究假設 5
第一節 知覺組織支持(Perceived Organizational Support) 5
第二節 工作滿意度(Job Satisfaction) 8
第三節 離職傾向(Turnover Intention) 11
第四節 轉換型領導(Transformational Leadership) 14
第三章 研究方法 17
第一節 研究設計 17
第二節 研究變項之衡量 18
第三節 研究樣本 23
第四節 資料搜集過程 24
第五節 資料分析 25
第四章 結果 26
第一節 問卷信效度分析 26
第二節 研究樣本人口統計變項 35
第三節 假說檢定 40
第五章 結論 51
第一章 結論與討論 51
第二節 實務意涵 57
第三節 研究限制 60
第四節 未來研究討論 61
參考資料 62
郭莉真. (2004). 策略領導對組織績效之影響-以學習型組織 為中介變數。國立台北大學,企業管理學系博士.
Abouraia, M. K., & Othman, S. M. (2017). Transformational leadership, job satisfaction, organizational commitment, and turnover intentions: The direct effects among bank representatives. American Journal of Industrial and Business Management, 7(4), 404-423.
Adetula, G. A., Balogun, A. G., & Olowodunoye, S. A. (2013). Job conditions, psychological climate, and affective commitment as predictors of intention to quit among two groups of bank employees in Nigeria. Romanian Journal of Applied Psychology, 15(1), 9-19.
Ahmad, M. R., & Raja, R. (2021). Employee job satisfaction and business performance: the mediating role of organizational commitment. Vision, 25(2), 168-179.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.
Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of vocational behavior, 49(3), 252-276.
Andreassi, J. K., Lawter, L., Brockerhoff, M., & Rutigliano, P. (2012). Job satisfaction determinants: A study across 48 nations.
Armstrong, M. (2006). A handbook of human resource management practice. Kogan Page Publishers.
Audenaert, M., George, B., Bauwens, R., Decuypere, A., Descamps, A. M., Muylaert, J., ... & Decramer, A. (2020). Empowering leadership, social support, and job crafting in public organizations: A multilevel study. Public Personnel Management, 49(3), 367-392.
Avolio, B. J., Yammarino, F. J., & Bass, B. M. (1991). Identifying common methods variance with data collected from a single source: An unresolved sticky issue. Journal of management, 17(3), 571-587.
Aziri, B. (2008). Human resource management, job satisfaction and motivation of employees. Tringa Design, Gostivar.

Balogun, A. G., Adetula, G. A., & Olowodunoye, S. A. (2013). Job conditions, psychological climate, and affective commitment as predictors of intention to quit among two groups of bank employees in Nigeria. Romanian Journal of Applied Psychology, 15(1), 9-19.
Barbuto Jr, J. E. (2005). Motivation and transactional, charismatic, and transformational leadership: A test of antecedents. Journal of Leadership & Organizational Studies, 11(4), 26-40.
Baruch, Y. (1997). High technology organization-what it is, what it isn't. International Journal of technology management, 13(2), 179-195.
Bass, B. M., & Avolio, B. J. (1989). Potential biases in leadership measures: How prototypes, leniency, and general satisfaction relate to ratings and rankings of transformational and transactional leadership constructs. Educational and psychological measurement, 49(3), 509-527.
Bass, B. M., & Avolio, B. J. (1990). Developing transformational leadership: 1992 and beyond. Journal of European industrial training, 14(5).
Bass, B. M., & Bass Bernard, M. (1985). Leadership and performance beyond expectations.
Bass, B. M., Avolio, B. J., Jung, D. I., & Berson, Y. (2003). Predicting unit performance by assessing transformational and transactional leadership. Journal of applied psychology, 88(2), 207.
Bester, F. (2012). A model of work identity in multicultural work settings. University of Johannesburg (South Africa).
Bezdrob, M., & Šunje, A. (2021). Transient nature of the employees’ job satisfaction: The case of the IT industry in Bosnia and Herzegovina. European Research on Management and Business Economics, 27(2), 100141.
Biswas, S. (2010). Relationship between psychological climate and turnover intentions and its impact on organisational effectiveness: A study in Indian organisations. IIMB Management Review, 22(3), 102-110.
Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.
Blau, P. M. (1964). Social exchange. International encyclopedia of the social sciences, 7(4), 452-457.
Bonefeld, W. (2013). Human economy and social policy: On ordo-liberalism and political authority. History of the Human Sciences, 26(2), 106-125.
Booz, M. (2018). These 3 industries have the highest talent turnover rates. LinkedIn Talent Blog, March 15.
Bouchard, T. J., Arvey, R. D., Keller, L. M., & Segal, N. L. (1992). Genetic influences on job satisfaction: A reply to Cropanzano and James.


Brimhall, K. C., Lizano, E. L., & Barak, M. E. M. (2014). The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers. Children and Youth Services Review, 40, 79-88.
Brown, W. and May, D. (2012) Organizational Change and Development: The Efficacy of Transformational Leadership Training. Journal of Management Development
Bryman, A. (1992), Charisma and Leadership in Organizations, London, Sage.
Burke, R. J., & Greenglass, E. R. (2001). Hospital restructuring, work-family conflict, and psychological burnout among nursing staff. Psychology & health, 16(5), 583-594.
Burns, J. M. (1978). Leadership. New York: Harper an
Bycio, P., Hackett, R. D., & Allen, J. S. (1995). Further assessments of Bass's (1985) conceptualization of transactional and transformational leadership. Journal of applied psychology, 80(4), 468.
Caesens, G., Stinglhamber, F., & Ohana, M. (2016). Perceived organizational support and well-being: A weekly study. Journal of Managerial Psychology, 31(7), 1214-1230.
Carmeli, A., & Freund, A. (2002). The relationship between work and workplace attitudes and perceived external prestige. Corporate reputation review, 5, 51-68.
Carmeli, A., & Freund, A. (2009). Linking perceived external prestige and intentions to leave the organization: The mediating role of job satisfaction and affective commitment. Journal of Social Service Research, 35(3), 236-250.
Cascio, W. F. (1990). Strategic human resource management in high technology industry. GOMEZ-MEJIA, LR VE LAWLESS, MV (Eds) Organization lssues in High Technology Management, 11.
Cascio, W. F. (2003). Managing human resources.
Charoensukmongkol, P. (2022). Supervisor-subordinate guanxi and emotional exhaustion: the moderating effect of supervisor job autonomy and workload levels in organizations. Asia Pacific Management Review, 27(1), 40-49.
Chen, G., Ployhart, R. E., Thomas, H. C., Anderson, N., & Bliese, P. D. (2011). The power of momentum: A new model of dynamic relationships between job satisfaction change and turnover intentions. Academy of Management Journal, 54(1), 159-181.
Chen, M. Y. C., Lin, C. Y. Y., Lin, H. E., & McDonough, E. F. (2012). Does transformational leadership facilitate technological innovation? The moderating roles of innovative culture and incentive compensation. Asia Pacific Journal of Management, 29, 239-264.
Chen, Z. X., Aryee, S., & Lee, C. (2005). Test of a mediation model of perceived organizational support. Journal of vocational behavior, 66(3), 457-470.
Chiu, R. K., & Francesco, A. M. (2003). Dispositional traits and turnover intention: Examining the mediating role of job satisfaction and affective commitment. International Journal of manpower.
Chung, E. K., Jung, Y., & Sohn, Y. W. (2017). A moderated mediation model of job stress, job satisfaction, and turnover intention for airport security screeners. Safety science, 98, 89-97.
Dalton, D. R., Todor, W. D., & Krackhardt, D. M. (1982). Turnover overstated: The functional taxonomy. Academy of management Review, 7(1), 117-123.
Davies, W., & Brush, K. E. (1997). High-tech industry marketing: The elements of a sophisticated global strategy. Industrial Marketing Management, 26(1), 1-13.
Davis, K. (1989). Human behavior at work: Organizational behavior. McGraw-Hill Inc.
Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organizational support and turnover intention: The mediating effects of personal sacrifice and job fit. The Journal of social psychology, 150(3), 238-257.
Doh, J. P., Stumpf, S. A., & Tymon, W. G. (2012). Responsible leadership helps retain talent in India. Responsible leadership, 85-100.
Eder, P., & Eisenberger, R. (2008). Perceived organizational support: Reducing the negative influence of coworker withdrawal behavior. Journal of management, 34(1), 55-68
Eisenberger, R. and Stinglhamber, F. (2011), Perceived Organizational Support: Fostering Enthusiastic and Productive Employees, American Psychological Association, Washington, DC.
Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of applied psychology, 82(5), 812.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of applied psychology, 75(1), 51.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied psychology, 71(3), 500.
Feinberg, B. J., Ostroff, C., & Burke, W. W. (2005). The role of within‐group agreement in understanding transformational leadership. Journal of occupational and organizational psychology, 78(3), 471-488.
Ferreira, A. I., Martinez, L. F., Cooper, C., & Gui, D. M. (2015). LMX as a negative predictor of presenteeism climate: a cross-cultural study in the financial and health sectors. Journal of Organizational Effectiveness: People and Performance.
Francesco, A. M., & Gold, B. A. (2005). International organizational behavior.
Gamble, J., & Huang, Q. (2008). Organizational commitment of Chinese employees in foreign-invested firms: Organizational commitment of Chinese employees in foreign-invested firms. The international journal of human resource management, 19(5), 896-915.
Garden, A. M. (1990). Career orientations of software developers in a sample of high-tech companies. R&D Management, 20(4), 337-352.
Gardner, W. L., & Avolio, B. J. (1998). The charismatic relationship: A dramaturgical perspective. Academy of management review, 23(1), 32-58.
Gellis, Z. D. (2001). Social work perceptions of transformational and transactional leadership in health care. Social work research, 25(1), 17-25.
George, J. M., Reed, T. F., Ballard, K. A., Colin, J., & Fielding, J. (1993). Contact with AIDS patients as a source of work-related distress: Effects of organizational and social support. Academy of Management Journal, 36(1), 157-171.
Ghazzawi, I. (2008). Job satisfaction antecedents and consequences: A new conceptual framework and research agenda. The Business Review, 11(2), 1-10.
Greenberg, J., & Baron, R. A. (2008). Behavior in organizations. Upper SaddleRiver.
Greenberg, J., Baron, R. A., Sales, C. A., & Owens, F. A. (2000). Behaviour in Organizations, Canada.
Gunlu, E., Aksarayli, M., & Percin, N. Ş. (2010). Job satisfaction and organizational commitment of hotel managers in Turkey. International Journal of Contemporary Hospitality Management.
Herrmann, D., & Felfe, J. (2014). Effects of leadership style, creativity technique and personal initiative on employee creativity. British Journal of Management, 25(2), 209-227.
Hirschfeld, R. R. (2000). Does revising the intrinsic and extrinsic subscales of the Minnesota Satisfaction Questionnaire short form make a difference? Educational and Psychological Measurement, 60(2), 255-270.
Hom, P., & Griffeth, R. (1995). Employee Turnover. Ohio: South-Western Publishing.
Hoppock, R. (1935). Job Satisfaction, Harper and Brothers. New York, 47.
Horn, P. W., Griffeth, R. W., & Sellaro, C. L. (1984). The validity of Mobley's (1977) model of employee turnover. Organizational Behavior and Human Performance, 34(2), 141-74.
House, R. J., & Aditya, R. N. (1997). The social scientific study of leadership: Quo vadis? Journal of management, 23(3), 409-473.
Howell, J. M., & Frost, P. J. (1989). A laboratory study of charismatic leadership. Organizational behavior and human decision processes, 43(2), 243-269.
Hu, H., Gu, Q., & Chen, J. (2013). How and when does transformational leadership affect organizational creativity and innovation? Critical review and future directions. Nankai Business Review International.
Hui, C., Wong, A., & Tjosvold, D. (2007). Turnover intention and performance in China: The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy. Journal of Occupational and Organizational Psychology, 80(4), 735-751.
Jin, M., & Wu, S. D. (2007). Capacity reservation contracts for high-tech industry. European Journal of Operational Research, 176(3), 1659-1677.
Johns, G., & Saks, A. M. (2001). Understanding and managing life at work: Organizational behaviour. Prentice Hall.
Joo, B. K., Hahn, H. J., & Peterson, S. L. (2015). Turnover intention: The effects of core self-evaluations, proactive personality, perceived organizational support, developmental feedback, and job complexity. Human Resource Development International, 18(2), 116-130.
Jyoti, J. and Dev, M. (2015) The Impact of Transformational Leadership on Employee Creativity: The Role of Learning Orientation. Journal of Asia Business Studies
Jung, D. I., & Avolio, B. J. (1999). Effects of leadership style and followers' cultural orientation on performance in group and individual task conditions. Academy of management journal, 42(2), 208-218.
Kaliski, B. S. (2007). Encyclopedia of business and finance. Volume 1: AI. Macmillan Reference USA.
Katz, D., & Kahn, R. L. (1978). The social psychology of organizations (Vol. 2, p. 528). New York: wiley.
Kaye, B. (1993). Career development-anytime, anyplace. Training & Development, 47(12), 46-50.
Kelly, M. L. (2003). Academic advisers as transformational leaders. The Mentor, 1(1), 1-3.
Khanin, D., Turel, O., & Mahto, R. V. (2012). How to increase job satisfaction and reduce turnover intentions in the family firm: The family–business embeddedness perspective. Family Business Review, 25(4), 391-408
Kirkpatrick, S. A., & Locke, E. A. (1996). Direct and indirect effects of three core charismatic leadership components on performance and attitudes. Journal of applied psychology, 81(1), 36.
Koltko-Rivera, M. E. (2004). The psychology of worldviews. Review of general psychology, 8(1), 3-58.
Korsakienė, R., Stankevičienė, A., Šimelytė, A., & Talačkienė, M. (2015). Factors driving turnover and retention of information technology professionals. Journal of business economics and management, 16(1), 1-17.
KPMG (2019). Global semiconductor industry outlook 2019. Retrieved Sep. 3, 2019
Kreitner, R., Kinicki, A., & Buelens, M. (1989). Organizational behavior. Homewood, IL: Irwin.
Kuo, C. W., Jou, R. C., & Lin, S. W. (2012). Turnover intention of air traffic controllers in Taiwan: A note. Journal of Air Transport Management, 25, 50-52.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & AdiC. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of management, 43(6), 1854-1884.
Lacity, M. C., Iyer, V. V., & Rudramuniyaiah, P. S. (2008). Turnover intentions of Indian IS professionals. Information Systems Frontiers, 10, 225-241.
Landau, J., & Hammer, T. H. (1986). Clerical employees' perceptions of intraorganizational career opportunities. Academy of Management Journal, 29(2), 385-404.
Lartey, J. K. S., Amponsah‐Tawiah, K., & Osafo, J. (2019). The moderating effect of perceived organizational support in the relationship between emotional labour and job attitudes: A study among health professionals. Nursing Open, 6(3), 990-997.
Leavitt, W. M. (1996). High Pay and Low Morale—Can High Pay, Excellent Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency? Public Personnel Management, 25(3), 333-341.
Lee, J., & Peccei, R. (2011). Discriminant validity and interaction between perceived organizational support and perceptions of organizational politics: A temporal analysis. Journal of Occupational and Organizational Psychology, 84(4), 686-702.
Levinson, H. (1965). Reciprocation: The relationship between man and organization. Admin-istrative Science Quarterly, 9, 370–390.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management journal, 23(3), 451-465.
Ling-Wenquan, Y. H. (2006). Perceived organizational support (POS) of the employees. Acta Psychologica Sinica, 38(02), 281
Littler, D., & Sweeting, R. C. (1990). The management of new technology-based businesses: The existentialist firm. Omega, 18(3), 231-240.
Liu, S. Y. (2018). The study of impact of perceived organizational support on job involvement—The mediation effect of organizational trust (Unpublished master’s thesis). Guangxi University, China.
Locke, E. A. (1969). What is job satisfaction? Organizational behavior and human performance, 4(4), 309-336.
Lowe, K. B., Kroeck, K. G., & Sivasubramaniam, N. (1996). Effectiveness correlates of transformational and transactional leadership: A meta-analytic review of the MLQ literature. The leadership quarterly, 7(3), 385-425.
M. Wren, B., Berkowitz, D., & Stephen Grant, E. (2014). Attitudinal, personal, and job-related predictors of salesperson turnover. Marketing Intelligence & Planning, 32(1), 107-123.
Mar, B. W., Newell, W. T., & Saxberg, B. O. (Eds.). (1985). Managing High Technology: An Interdisciplinary Perspective: Based on Papers from the Third International Conference on Interdisciplinary Research, Seattle, Washington, USA, 1-3 August 1984. North Holland.
Martin, C. A. (2005). From high maintenance to high productivity: What managers need to know about Generation Y. Industrial and commercial training, 37(1), 39-44.
Martins, H., & Proença, T. (2012). Minnesota Satisfaction Questionnaire–Psychometric properties and validation in a population of Portuguese hospital workers. FEP Journal–Economics & Management: Working Paper, 471(1), 1-23.
Mathieu, C., & Babiak, P. (2016). Corporate psychopathy and abusive supervision: Their influence on employees' job satisfaction and turnover intentions. Personality and Individual Differences, 91, 102-106.
McCarthy, A., Cleveland, J. N., Hunter, S., Darcy, C., & Grady, G. (2013). Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support. The International Journal of Human Resource Management, 24(6), 1257-1276.
Mittal, S., & Dhar, R. L. (2015). Transformational leadership and employee creativity: mediating role of creative self-efficacy and moderating role of knowledge sharing. Management Decision, 53(5), 894-910.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237.
Mobley, W. H. (1982). Some unanswered questions in turnover and withdrawal research. Academy of management review, 7(1), 111-116.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied psychology, 63(4), 408.
Mohrman, S. A., & Von Glinow, M. A. (1990). High technology organizations: Context, organization and people. Journal of Engineering and Technology Management, 6(3-4), 261-280.
Moorman, R. H. (1993). The influence of cognitive and affective based job satisfaction measures on the relationship between satisfaction and organizational citizenship behavior. Human relations, 46(6), 759-776.
Moriarty, R. T., & Kosnik, T. J. (1989). High-tech marketing: concepts, continuity, and change. MIT Sloan Management Review, 30(4), 7.
Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247.
Mullins, L. J. (2007). Management and organisational behaviour. Pearson education.
Nadler, D. A., Jenkins, G. D., Cammann, C., & Lawler, E. E. (1975). Standardized observations: An approach to measuring the nature of jobs. Journal of Applied Psychology, 60(2), 171.
Namasivayam, K., & Zhao, X. (2007). An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India. Tourism management, 28(5), 1212-1223.
Northouse, Peter G. (2001). Leadership Theory and Practice, second edition. Thousand Oaks, CA: Sage Publications, Inc.
O'reilly, C. A., & Caldwell, D. F. (1980). Job choice: The impact of intrinsic and extrinsic factors on subsequent satisfaction and commitment. Journal of applied Psychology, 65(5), 559.
Olson, J. A. (1994). Janoff-Bulman, Ronnie (1992). Shattered Assumptions: Towards a New Psychology of Trauma. New York: Free Press, pp. 256, $24.95.
Park, C. L., & Folkman, S. (1997). Meaning in the context of stress and coping. Review of general psychology, 1(2), 115-144.
Parry, K. (2000). Does leadership help the bottom line? MANAGEMENT-AUCKLAND-, 47(3), 38-41.
Ping, Z., Jian-wei, S., Yu, Z., Fei, B., Xue-feng, W., & Di, X. (2016). Relationships between physicians' psychological contract and job satisfaction, intention to leave medical practice, and professionalism: a cross-sectional survey in China. The Lancet, 388, S12.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. The leadership quarterly, 1(2), 107-142.
Price, J. L. (1989). The impact of turnover on the organization. Work and occupations, 16(4), 461-473.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.
Richard, C., Ramachandran, K., & Pandoy, I. (2018). Looming talent gap challenges semiconductor industry.
Riggle, R. J., Edmondson, D. R., & Hansen, J. D. (2009). A meta-analysis of the relationship between perceived organizational support and job outcomes: 20 years of research. Journal of business research, 62(10), 1027-1030.
Robbins, S. P., Judge, T. A., & Sanghi, S. (2007). Organizational Behavior [with CD]. Prentice-Hall of India.
Rue, L. W., & Byars, L. L. (2005). Glencoe Business Management: Real-world Applications & Connections. Recording for the Blind & Dyslexic.
Seriwatana, P., & Charoensukmongkol, P. (2021). Cultural intelligence and relationship quality in the cabin crew team: The perception of members belonging to cultural minority groups. Journal of Human Resources in Hospitality & Tourism, 20(2), 147-173.
Settoon, R. P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations: Perceived organizational support, leader–member exchange, and employee reciprocity. Journal of applied psychology, 81(3), 219.
Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of applied psychology, 76(5), 637.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of applied psychology, 78(5), 774.
Shore, L. M., Barksdale, K., & Shore, T. H. (1995). Managerial perceptions of employee commitment to the organization. Academy of Management journal, 38(6), 1593-1615.
Simić, I. (1998). Transformational leadership-the key to successful management of transformational organizational changes.
Smith, P. C. (1969). The measurement of satisfaction in work and retirement: A strategy for the study of attitudes.
Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American journal of community psychology, 13(6), 693.
Spector, P. E. (1997). Job satisfaction: Application, assessment, causes, and consequences (Vol. 3). Sage.
Spreitzer, G. M., Perttula, K. H., & Xin, K. (2005). Traditionality matters: An examination of the effectiveness of transformational leadership in the United States and Taiwan. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(3), 205-227.
Stamper, C. L., & Johlke, M. C. (2003). The impact of perceived organizational support on the relationship between boundary spanner role stress and work outcomes. Journal of management, 29(4), 569-588.
Statt, D. A. (2004). The Routledge dictionary of business management. Routledge.
Steel, R. P., & Ovalle, N. K. (1984). A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. Journal of applied psychology, 69(4), 673.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative science quarterly, 46-56.
Stinglhamber, F., Marique, G., Caesens, G., Hanin, D., & De Zanet, F. (2015). The influence of transformational leadership on followers’ affective commitment: The role of perceived organizational support and supervisor’s organizational embodiment. Career Development International.
Stone, A. G., Russell, R. F., & Patterson, K. (2004). Transformational versus servant leadership: A difference in leader focus. Leadership & organization development journal, 25(4), 349-361.
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel psychology, 46(2), 259-293.
Tsai, S. B., Huang, C. Y., Wang, C. K., Chen, Q., Pan, J., Wang, G., ... & Chang, L. C. (2016). Using a mixed model to evaluate job satisfaction in high-tech industries. Plos One, 11(5), e0154071
Vroom, V. H. (1964). Work and motivation.
Waldman, D.A. and Yammarino, F.J. (1999), “CEO charismatic leadership: levels‐of‐management and levels‐of‐analysis effects”, Academy of Management Review, Vol. 24, pp. 266‐85.
Walumbwa, F. O., Cropanzano, R., & Hartnell, C. A. (2009). Organizational justice, voluntary learning behavior, and job performance: A test of the mediating effects of identification and leader‐member exchange. Journal of Organizational Behavior, 30(8), 1103-1126.
Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction: how good are single-item measures? Journal of applied Psychology, 82(2), 247.
Wayne, S. J., & Green, S. A. (1993). The effects of leader-member exchange on employee citizenship and impression management behavior. Human relations, 46(12), 1431-1440.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management journal, 40(1), 82-111.
Wayne, S. J., Shore, L. M., Bommer, W. H., & Tetrick, L. E. (2002). The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange. Journal of applied psychology, 87(3), 590.
Weiss, D., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Minnesota Satisfaction Questionnaire--Long Form. Journal of Applied Psychology.
Wollack, S., Goodale, J. G., Wijting, J. P., & Smith, P. C. (1971). Development of the survey of work values. Journal of Applied psychology, 55(4), 331.
Worley, J. A., Fuqua, D. R., & Hellman, C. M. (2009). The survey of perceived organisational support: Which measure should we use?. SA Journal of Industrial Psychology, 35(1), 1-5.
Wu, J. H. (2006). Empirical research on the influence of organizational support cognition and leadership–member exchange on employee return. Soft science, 20(5), 63-66.
Yuill, C. (2011). Forgetting and remembering alienation theory. History of the Human Sciences, 24(2), 103-119.
Yukl, G.A. (2002) Leadership in Organizations. 5th Edition, Prentice Hall, Upper Saddle River.
Zagenczyk, T. J. (2006). A social influence analysis of perceived organizational support (Doctoral dissertation, University of Pittsburgh
Zhu, J., Li, X., & Shen, W. (2012). A divide and conquer-based greedy search for two-machine no-wait job shop problems with makespan minimisation. International Journal of Production Research, 50(10), 2692-2704.
電子全文 電子全文(網際網路公開日期:20270523)
連結至畢業學校之論文網頁點我開啟連結
註: 此連結為研究生畢業學校所提供,不一定有電子全文可供下載,若連結有誤,請點選上方之〝勘誤回報〞功能,我們會盡快修正,謝謝!
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊
 
1. 員工工作負荷、工作滿意、轉換型領導與離職傾向關係之研究-以英語補習班一線員工為例
2. 探討心理契約、知覺主管支持、主管與部屬交換關係與留任意願之間的關係:以台南科學園區科技業員工為研究對象
3. 職場工作滿意度與影響其離職傾向關係之研究-以空軍慢速機部隊飛行軍官為例
4. 主管領導行為與員工工作績效之關係研究:兼論員工幸福感與知覺組織支持之中介效果
5. 中高齡就業者職場友誼、知覺組織支持與離職傾向關係之研究
6. 警察人員的情緒勞務、知覺組織支持對工作滿意度影響之研究─以保安警察第三總隊為例
7. 人力資源工作者職家衝突對離職傾向之影響—以職場友誼為調節變項
8. 大學生校內工讀工作滿意度與離職傾向之研究:以某大學為例
9. 探討轉換型領導風格、工作壓力與離職傾向之間的相關性
10. X 人力銀行客服人員工作滿意度與離職傾向關係之研究
11. 高科技產業工程師家人關係與生活品質之相關研究
12. 職場孤獨、離職傾向與知識分享行為
13. 開放式創新中的邊揭露邊學習
14. 探討個人與組織適配度、工作意義感、授權型領導、主動工作行為之間的關係 : 以台灣B型企業 - 高柏科技公司為研究對象
15. 探討員工體驗、員工敬業度、留任意願與組織認同之間的關係:以科技業員工為研究對象