臺灣博碩士論文加值系統

摘要

2005年3月，汎亞人力銀行曾對仍在校的七年級生作了一項就業期望與最愛企業的調查。值得留意的是，除了大眾耳熟能詳之電子科技大廠外，誠品書店及名牌LV企業也躍居前榜。七年級生選擇這些企業的理由是「知名度高」、「工作有趣」，除此之外「進去後有面子」也是一考量主因。然而，當工作真實的認知與新員工在被雇用前的預期有重要差異時，會產生何種難題呢？本研究引用Locke（1984）所提之價值理論，檢視影響員工留任意願及離職傾向之關鍵要素所在，以提供管理者參考，裨使管理者能防患未然，留住優秀人才。
本研究以誠品書店員工為實證對象共發出450份問卷。實際回收有效問卷264份。並針對研究樣本進行因素分析、信度分析、敘述性統計分析、獨立樣本t檢定、區別分析、多變數分析（MANOVA）、Duncan檢定與複迴歸分析，以檢定各變數之間的關係及驗證本研究之假設。實證結果歸納如下：
1.負荷報酬落差無論在離職傾向或留任意願上均具顯著影響，據此可知，工作負荷與薪資福利落差在誠品員工留任或離職意願上扮演著關鍵的角色。
2.就性別而言，男性較重視工作負荷及薪資福利，女性較重視環境關係之重要性。
3.Type A性格者較在意負荷報酬；而Type B性格者較在意工作環境、同事關係因素。
4.服務年資與留任意願呈正向關係。
5.內在成長因素之重視程度與教育程度呈正向顯著關係，而碩士學歷者對內在成長因素之重視程度遠甚於負荷報酬重要性。
6.性別歧視知覺在員工期望落差與離職傾向關係上具有顯著正向之干擾效果。
7.整體受測樣本之平均留任意願要大於離職傾向。

Abstract
The purpose of this study is to apply the value theory of job satisfaction（Locke,1984）to discuss and analyze the causes impacting employees` work attitude.
Employees of the Eslite Bookstore are the samples for this research. 450 copies of the questionnaire were surveyed, and there were 282 copies returned while 18 copies were incomplete.
Three dimensions of job-related factors－growth-prospect factor, relatedness factor and load-reward factor－were considered via factor analysis.
It also employs descriptive statistic analysis, t-test analysis, multivariate analysis of variance（MANOVA）, Duncan T-test and multiple-regression analysis to analyze the interrelations of the variables in the model. The empirical results indicate:
1. The load-reward factor has a significant effect on employees` work attitude.
2. Males are more concerned about the load-reward factor than females; Females are more concerned about the relatedness factor than males.
3.Employees with Type A personality are more concerned about the load-reward factor than employees with Type B personality; the opposite pattern-Type Bs are more concerned about the relatedness factor than Type As.
4. Seniority is positively related to employees` intention to serve the company.
5. The educational level is positively related to the importance of the growth-prospect factor.
6. The moderating role of gender discrimination on expectation discrepancy and leaving intention is positive and significant.
7.The overall means of serving intention is greater than leaving intention.

目錄
摘要.... I
ABSTRACT II
誌謝.... III
目錄.... IV
表目錄.. VI
圖目錄.. VIII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 6
第四節 研究流程 7
第二章 文獻探討 8
第一節 員工工作滿意相關理論 8
第二節 離職及留任相關文獻 13
第三節 工作相關要素 16
第四節 工作相關要素與離職及留任傾向之關係 17
第五節 個人變項與離職及留任傾向之關係 25
第六節 性別歧視知覺與離職及留任傾向之關係及其干擾效果 29
第三章 研究方法 32
第一節 初步研究架構 33
第二節 研究對象 34
第三節 衡量工具 36
第四節 問卷前測及效度與信度之檢定 39
第五節 修正後之研究架構 47
第四章 研究結果 48
第一節 樣本回收結果 48
第二節 敘述性統計分析 48
第三節 獨立樣本T檢定 52
第四節 區別分析、多變數分析、DUNCAN檢定 64
第五節 迴歸分析 73
第五章 結論與建議 78
第一節 結論 78
第二節 建議 82
第三節 研究限制與後續研究方向 85
參考文獻 86
附錄一：問卷 96

表目錄
表2-1. 工作滿意相關理論之比較 11
表2-2. 個人特質工作相關要素與離職之關係 15
表2-3. 工作要素與ERG需求理論之關係 16
表2-4. 工作要素與離職關係之觀點差異 23
表3-1. 誠品書店大事紀 35
表3-2. 工作相關要素之因素分析結果 41
表3-3. 工作相關要素重要性量表之信度分析結果 42
表3-4. 工作相關要素滿意度量表之信度分析結果 43
表3-5. 性別歧視量表之因素分析及信度分析結果 44
表3-6. 留任意願量表之因素分析及信度分析結果 45
表3-7. 離職傾向量表之因素分析及信度分析結果 46
表4-1. 樣本回收彙整表 48
表4-2. 樣本基本資料分佈狀況 49
表4-3. 各研究構面之敘述性統計分析 50
表4-4. 性別在工作相關因素構面上之獨立樣本檢定 54
表4-5. 性別在工作相關因素構面上之組別統計量 55
表4-6. 性別在歧視知覺、留任、離職構面上之獨立樣本檢定 57
表4-7. 性別在歧視知覺、留任、離職構面上之組別統計量 57
表4-8. 性格特質在工作相關因素構面之獨立樣本檢定 60
表4-9. 性格特質在工作相關因素構面上之組別統計量 61
表4-10. 性格特質在歧視知覺、留任、離職構面上之獨立樣本檢定 63
表4-11. 性格特質在歧視知覺、留任、離職構面上之組別統計量 63
表4-12. 預測分群之命中率 65
表4-13. 服務年資之多變量檢定表 66
表4-14. 服務年資在各研究構面之（平均數）差異分析表 69
表4-15. 教育程度在各組平均數的相等性檢定 70
表4-16. 教育程度之多變量檢定表 71
表4-17. 教育程度在各研究構面之（平均數）差異分析表 72
表4-18. 各研究構面與離職傾向之迴歸分析 75
表4-19. 各研究構面與留任意願之迴歸分析 77
表5-1. 研究假設驗證結果彙整表 78

圖目錄
圖1-1. 研究流程圖 7
圖3-1. 初步研究架構圖 33
圖3-2. 修正後之研究架構圖 47

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