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研究生:江韋岭
研究生(外文):CHIANG, WEI-LING
論文名稱:員工訓練與離職傾向關係之研究:承諾型人力資源管理實務之調節效果
論文名稱(外文):The Relationship Between Training and Turnover Intention:Moderation Effects of Commitment-based Human Resource Practices
指導教授:董玉娟董玉娟引用關係
指導教授(外文):Yu-Chuan Tung
口試委員:施智婷許淑寬
口試委員(外文):Chih-Ting ShihHsu, Shu-Kuan
口試日期:2014-06-19
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:75
中文關鍵詞:訓練離職傾向承諾型人力資源管理實務
外文關鍵詞:TrainingTurnover intentionCommitment-based human resource practices
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全球市場快速變遷,日新月異的科技產業在高度競爭的產業中,要維持競爭力,唯有提升人才的素質,才是最佳的方法。企業提供訓練給員工增進其技能和能力,但是,持續居高不下的離職率,一直是企業最關心的議題。從人力資源管理方面,企業應從多方面來評估,讓員工能努力奉獻於工作中,降低員工們產生有離職傾向的念頭,以利達成企業和員工雙利益為佳。
因此,本研究針對科技產業之員工的訓練與其日後工作動態之關係進一步的探究,並且探討組織實施承諾型人力資源管理實務而對其員工的訓練與離職傾向之間是否具有影響。本研究採用問卷調查法,共回收有效問卷數HR為28份、員工為350份,並使用階層線性模式來檢驗本研究之假設。研究結果顯示:
一、 一般訓練與離職傾向無顯著正相關。
二、 特定訓練與離職傾向無顯著負相關。
三、 一般訓練對離職傾向的關係不會受到承諾型人力資源管理實務的影響。
四、 特定訓練對離職傾向的關係不會受到承諾型人力資源管理實務的影響。

Global market rapidly changing. In a highly competitive environment the high-tech industry changes with each new day. The best method to stay competitive is enhance the quality of talent. Companies offer training to employees to enhance their skills and abilities. However, continued high turnover rate, has been an issue of most concern to companies. Companies should assess various aspects, make employees work hard, thereby reducing them who have a idea of intend to leave in the human resource management. Both of companies and employees can successfully achieve double benefit.
Therefore, this study focus on the high-tech industry’s employees. We explore the relationship between training and turnover intention. We also explore organization implement commitment-based human resource practices whether impact relationships between employees training and turnover intention. This study used questionnaires, 28 valid questionnaires of human resource and 350 valid questionnaires of employees were received. Hierarchical linear models (HLM) were used to examine the hypotheses. The results showed that :
1. General training and turnover intention does not have a positive correlation.
2. Specific training and turnover intention does not have a negative correlation.
3. Commitment-based human resource practices failed to moderate the relationship between general training and turnover intention.
4. Commitment-based human resource practices failed to moderate the relationship between specific training and turnover intention.

致謝 II
摘 要 III
Abstract IV
目錄 V
表目錄 VI
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 3
第二章 文獻探討 4
第一節 訓練 4
第二節 離職傾向 9
第三節 承諾型人力資源管理實務 14
第四節 各研究變項關係推論 19
第三章 研究方法 23
第一節 研究架構 23
第二節 研究假設 24
第三節 研究變項之衡量工具 25
第四節 研究對象選擇及資料蒐集過程 28
第五節 資料分析方法 36
第六節 量表因素分析及信度分析 39
第四章 研究結果 41
第一節 各研究構面之敘述性統計分析 41
第二節 相關分析 44
第三節 階層線性模型驗證假設與情境分析 45
第四節 研究驗證結果 52
第五章 結論與建議 53
第一節 研究結論 53
第二節 實務建議 56
第三節 研究限制與未來研究方向 58
參考文獻 59
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