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研究生:余玉竹
研究生(外文):YU, YU-CHU
論文名稱:雇主品牌知覺對留任意願之影響:世代差異下工作價值觀之調節效果
論文名稱(外文):The Impact of Employer Brand Perception on Employee Retention Intention: The Moderating Effect of Work Values under Generational Differences.
指導教授:劉廷揚劉廷揚引用關係
指導教授(外文):Liu, Tingyang
口試委員:陳思維林官蓓
口試日期:2023-07-11
學位類別:碩士
校院名稱:國立高雄師範大學
系所名稱:人力與知識管理研究所
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:2023
畢業學年度:111
語文別:中文
論文頁數:118
中文關鍵詞:雇主品牌工作價值觀留任意願世代醫事人員
外文關鍵詞:employer brandwork valuesretention intentiongenerationsallied health professions
相關次數:
  • 被引用被引用:1
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  • 下載下載:47
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三年疫情及少子高齡化趨勢,使得勞動力不足促發勞雇關係產生質變,疫後時代如何讓關鍵人才留為己用,以維持市場競爭動能,正考驗著組織的韌性及危機應變能力。本研究從現職員工的觀點,探討雇主品牌與留任意願之間的關係,同時以工作價值觀為調節變項,並進一步透過世代因素了解工作價值觀在上述變項間所產生之調節效果是否具有差異,以期為國內醫療服務業的留才困境尋求可行的解方。
本研究以屏東縣內區域醫院之護理人員、藥師、醫檢師、放射師等醫事人員為研究對象,以分層立意抽樣方式,透過線上問卷調查,共回收441份有效問卷,並運用SPSS28.0及Hayes的PROCESS 4.0進行統計分析及調節效果檢定。研究結果顯示:醫事人員的個人屬性,包括性別、所屬世代、教育程度、婚姻狀況、專業領域、在院年資及工作職級,在雇主品牌、工作價值觀與留任意願的認知具有差異;人員對雇主品牌吸引力的知覺會正向影響其留任意願;同樣地,人員的工作價值觀也能正向影響其留任意願;人員的工作價值觀在雇主品牌與留任意願之間能夠產生正向調節作用;此外,世代工作價值觀的調節作用不盡相同。本研究針對上述發現,提出理論貢獻、實務應用及未來研究之建議。
After the epidemic, how to retain talents forenterprises to maintain competitiveness is testing the organization’s abilityto respond to crises. From the perspective of current employees, this studyexplores the relationship between employer brand and retention intention. Atthe same time, work values are used as moderating variables, and furtherunderstanding whether there are differences in the moderating effect of workvalues among the above variables through generations. In order to find afeasible solution for the shortage of talents in the hospital.
In this study, the nurses, pharmacists, medicalexaminers, and radiologic technologist in regional hospitals in Pingtung Countywere selected as the research objects, and a stratified purposive samplingmethod was used to collect 441 valid questionnaires through an onlinequestionnaire survey. SPSS 28.0 and Hayes' PROCESS 4.0 were used forstatistical analysis and adjustment effect test.. The results of the studyshowed that: the personal characteristics of allied health professions,including gender, generation, education level, marital status, professionalfields, working years, job level, etc., have differences in their cognition ofemployer brand, work values and intention to stay; employees' perception ofemployer brand will positively affect employees’ intention to stay; employees’work values will also have a positive impact on their intention to stay;employees’ work values have a positive moderating effect between employer brandand intention to stay; It's not the same across generations. Based on the abovefindings, this study proposes theoretical contributions, practicalapplications, and suggestions for future research.
目次
目次
謝誌Ⅰ PAGEREF _Toc143888299 \h i 08D0C9EA79F9BACE118C8200AA004BA90B02000000080000000E0000005F0054006F0063003100340033003800380038003200390039000000
摘要Ⅱ PAGEREF _Toc143888300 \h ii 08D0C9EA79F9BACE118C8200AA004BA90B02000000080000000E0000005F0054006F0063003100340033003800380038003300300030000000
AbstractⅢPAGEREF _Toc143888301 \h iii 08D0C9EA79F9BACE118C8200AA004BA90B02000000080000000E0000005F0054006F0063003100340033003800380038003300300031000000
目次Ⅳ PAGEREF _Toc143888302 \h iv 08D0C9EA79F9BACE118C8200AA004BA90B02000000080000000E0000005F0054006F0063003100340033003800380038003300300032000000
表次Ⅶ PAGEREF _Toc143888303 \h vii 08D0C9EA79F9BACE118C8200AA004BA90B02000000080000000E0000005F0054006F0063003100340033003800380038003300300033000000
圖次Ⅹ PAGEREF _Toc143888304 \h x 08D0C9EA79F9BACE118C8200AA004BA90B02000000080000000E0000005F0054006F0063003100340033003800380038003300300034000000
第一章緒論1
第一節研究背景與動機1
第二節研究目的與問題4
第三節研究流程5

第四節名詞釋義7
第二章文獻探討9
第一節雇主品牌9
第二節工作價值觀17
第三節留任意願25

第四節各變項間關係之相關研究32
第三章研究方法39
第一節研究架構與假設39
第二節研究對象與資料蒐集41
第三節研究變項及測量工具42
第四節資料分析方法46

第五節效度與信度48
第四章研究結果與討論53
第一節研究樣本敘述性分析53
第二節差異分析57
第三節相關分析66
第四節迴歸分析67
第五節研究假設驗證與討論72
第五章結論與建議79
第一節研究結論79
第二節研究貢獻與實務應用83

第三節研究限制與後續研究建議86
參考文獻89
中文部份89

英文部份94
附錄109
附錄A專家內容效度審查意見暨問卷修訂對應表109
附錄B各世代樣本特性分佈表115

附錄C正式問卷116
表次
表2-1雇主品牌的定義彙總表11
表2-2雇主品牌的構面彙總表14
表2-3雇主品牌的相關研究彙總表16
表2-4工作價值觀的定義彙總表19
表2-5工作價值觀的構面彙總表22
表2-6工作價值觀的相關研究彙總表24
表2-7留任意願的定義彙總表28
表2-8留任意願的影響因素彙總表29
表2-9留任意願的相關研究彙總表31
表2-10不同世代的職業生涯特徵比較表32
表2-11國內外學者對世代劃分之彙總表34
表3-1樣本分配表42
表3-2個人基本資料表43
表3-3雇主品牌量表44
表3-4工作價值觀量表45
表3-5留任意願量表45
表3-6研究變項統計分析一覽表48
表3-7內容效度審查專家一覽表49
表3-8因素分析萃取後之構面效度與信度彙總表51
表4-1研究樣本特性分布一覽表54
表4-2各研究變項得分一覽表55
表4-3雇主品牌吸引力得分一覽表56
表4-4工作價值觀得分一覽表56
表4-5留任意願得分一覽表57
表4-6各研究變項在性別之差異分析58
表4-7各研究變項在世代之差異分析59
表4-8各研究變項在教育程度之差異分析59
表4-9各研究變項在婚姻狀況之差異分析60
表4-10各研究變項在任職年資之差異分析62
表4-11各研究變項在執業總年資之差異分析62
表4-12各研究變項在工作職級之差異分析63
表4-13各研究變項在不同專業領域醫事人員之差異分析表65
表4-14各研究變項之相關係數分析表67
表4-15雇主品牌預測留任意願之迴歸係數表68
表4-16工作價值觀預測留任意願之迴歸係數表68
表4-17工作價值觀與雇主品牌吸引力交互作用調節效果分析表70
表4-18各世代員工調節效果比較表71

表4-19研究假設驗證結果彙總表73
圖次
圖1-1本研究流程圖6
圖3-1本研究架構圖39
圖4-1工作價值觀之調節效果圖69
圖4-2內在工作價值觀之調節效果圖70

圖4-3X世代的內在工作價值觀之調節效果圖72
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