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研究生:周子琳
研究生(外文):CHOU, TZU-LIN
論文名稱:雇主品牌與留任意願之關聯性:組織認同的中介效果
論文名稱(外文):Employer Brand and Intention to Stay: The Mediating Effect of Organizational Identification
指導教授:連雅慧連雅慧引用關係
口試委員:吳濟民曾光華
口試日期:2024-06-21
學位類別:碩士
校院名稱:國立中正大學
系所名稱:企業管理系研究所
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:2024
畢業學年度:112
語文別:中文
論文頁數:106
中文關鍵詞:雇主品牌組織認同留任意願留任
外文關鍵詞:employer brandorganizational identificationintention to stayretention
相關次數:
  • 被引用被引用:0
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  • 下載下載:7
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台灣在少子化與高齡化的衝擊下,加上新冠疫情的影響,使台灣處於大缺工時代的困境,產業人才稀缺的狀況加劇。本研究期透過探討雇主品牌與留任意願間的關聯性,以及組織認同是否在這兩個變項間有中介作用,希望協助企業釐清員工留任之關鍵因素,進而對企業留才策略及管理實務產生影響。

本研究乃以全台各種產業領域的全職員工為目標研究對象,不包含實習人員、兼職人員等,以網路問卷調查法,施行便利抽樣,加總回收共計258份有效問卷,編碼後以IBM SPSS Statistics 24及IBM SPSS AMOS 26進行量化統計分析。研究結果顯示不同背景變項對雇主品牌整體、組織認同與留任意願的程度有顯著差異,而雇主品牌及各子構面分別對組織認同、留任意願有顯著正向的影響;組織認同對留任意願亦產生顯著正向的影響;此外,組織認同於雇主品牌及各子構面與留任意願間存在部分中介效果。
With the impact of the low fertility rate and aging population, coupled with the effect of COVID-19, Taiwan is in the predicament of great labor shortage, and the scarcity of talents has intensified. The objective of this research is to explore the correlation between employer brand and current employee’s intention to stay, and to examine the mediating effect of organizational identification between them. It is expected the results of the research will be helpful for companies to clarify the key factors of employee retention, so that the corporates can develop proper retention strategies and talents management.

This study takes full-time employees in various industrial fields in Taiwan as the study object, excludingand interns, part-time employees, etc. This study uses an online questionnaire survey method to conduct convenience sampling, and 258 valid questionnaires in total were collected. SPSS Statistics 24 and SPSS AMOS 26 were used for quantitative statistical analysis. The key study results show that there are significant differences among different background variables in perceiving the overall employer brand, organizational identification and intention to stay. Overall employer brand and all the dimensions have significant positive corrlations with organizational identification and intention to stay respectively. A significant positive relationship was found between organizational identification and intention to stay. In addition, organizational identification partially mediated the relationship between employer brand and intention to stay.
謝誌 i
摘要 ii
Abstract iii
表目錄 v
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與研究問題 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 組織認同 11
第三節 留任意願 15
第四節 假說推論 19
第三章 研究方法 30
第一節 研究架構 30
第二節 研究假說 31
第三節 研究衡量工具 32
第四節 研究對象與實施 37
第五節 資料處理與分析 40
第四章 資料分析 42
第一節 敘述性統計分析 42
第二節 信度分析 49
第三節 效度分析 50
第四節 比較平均數分析 58
第五節 相關分析 68
第六節 迴歸分析 69
第五章 結論與建議 77
第一節 結果與討論 77
第二節 研究意涵 82
第三節 研究限制與建議 84
參考文獻 86
附錄一 預試問卷 93
附錄一 正式問卷 96


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