臺灣博碩士論文加值系統

在面對藥品市場全球化的趨勢下，行政院衛生署也規範國內的製藥廠需於民國104年1月1日起通過PIC/S GMP的稽核，方能繼續營運生產，期使與國際藥品市場接軌。此時，企業如何透過契合的觀點，培育和留住與組織相契合的員工，對人力資源做有效的運用，這將是影響企業在市場上保持競爭力的重要關鍵因素。
本研究旨在探討個人–組織契合度對留任意願之影響，並以職業倫理與外部工作機會來探究其調節效果。以S藥廠的員工為對象，共發出282份問卷，回收235份問卷，有效問卷為203份，有效回收率為72%，並以SPSS 統計軟體加以分析探討目前S藥廠員工的現況，進一步對個人–組織契合度、職業倫理、外部工作機會與留任意願之相關性研究加以討論。
研究結果發現：
1. 個人–組織契合度對留任意願有正向影響。
2. 職業倫理對留任意願有正向影響。
3. 外部工作機會對留任意願有負向影響。
4. 職業倫理在個人–組織契合度對留任意願間具有調節效果。

Due to the pharmaceutical market’s increasing trend of globalization, starting January 1st, 2015, Taiwan’s Department of Health is making PIC/S GMP certification a mandatory requirement for conducting businesses. The Department of Health hopes this new regulation will help Taiwan’s pharmaceutical industry enter the global market. During this transition, the key to maintaining competitiveness in the market lies within the industry’s ability in retaining and training the employee that fits your company structure to maximize the efficiency of your human resources.
The purpose of this research was to investigate the influence of person-organization fit on job retention, and to study the effectiveness of moderation in terms of profession ethics and other job offerings. Research subjects were employees of S Pharmaceutical Company. In this research, 282 surveys were distributed and 235 of the subjects responded. Out of the 235 responses, there were 203 complete responses. The effective response rate was 72%. The responses were then analyzed by SPSS to evaluate the current state of S Pharmaceutical Company’s person-organization fit, profession ethics, job offers and employee retention.
The conclusion of the research is as follow:
1.Person-organization fit have a positive effect on employee retention.
2.Profession ethics have a positive effect on employee retention.
3.Job offerings have a negative effect on employee retention.
4.Profession ethics is influential to the relation between person-organization fit and employee retention.

摘要 i
英文摘要 ii
誌謝 iii
目錄 iv
表目錄 vii
圖目錄 viii
第一章 緒論 1
1.1 研究背景 1
1.2 研究動機 3
1.3 研究目的 5
第二章 文獻探討 6
2.1 個人組織契合度 6
2.1.1 個人–組織契合度之定義 6
2.1.2 個人–組織契合度之相關理論 7
2.1.3 個人–組織契合度的測量 10
2.1.4 小結 11
2.2 職業倫理 11
2.2.1 職業倫理之定義 12
2.2.2 職業倫理之相關理論 12
2.2.3 小結 14
2.3 外部工作機會 14
2.3.1 外部工作機會之概念與定義 14
2.3.2 小結 15
2.4 留任意願 15
2.4.1 留任之分類 16
2.4.2 影響留任意願的因素 17
2.4.3 小結 19
2.5 各變數相關研究與假設推論 20
2.5.1 個人–組織契合度與留任意願 20
2.5.2 職業倫理與留任意願 21
2.5.3 外部工作機會與留任意願 23
2.5.4 小結 24
第三章 研究方法 25
3.1 研究架構 25
3.2 研究假設 26
3.3 研究對象 26
3.4 變數與測量工具 26
3.4.1 個人–組織契合度 27
3.4.2 職業倫理 28
3.4.3 外部工作機會 29
3.4.4 留任意願 30
3.4.5 個人變項 31
3.4.6 專家效度 32
3.5 資料分析與處理 34
第四章 研究結果與討論 35
4.1 樣本背景之描述分析 35
4.2 各變數之描述分析 37
4.2.1 個人–組織契合度 37
4.2.2 職業倫理 39
4.2.3 外部工作機會 40
4.2.4 留任意願 41
4.3 各研究變項之相關分析 41
4.4 各研究變項之迴歸分析 43
4.4.1 個人–組織契合度、職業倫理對留任意願之影響 43
4.4.2 個人–組織契合度、外部工作機會對留任意願之影響 45
4.5 假設驗證結果 47 
第五章 結論與建議 48
5.1 研究結論 48
5.2 研究建議 50
5.2.1 管理實務的建議 50
5.2.2 對後續研究者的建議 52
5.3 研究限制 53
參考文獻 54
附錄
附錄一 專家問卷 65
附錄二 專家意見彙整表 75
附錄三 正式問卷 79

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