台灣連鎖餐廳大幅增加，員工需求高，但高流動率成為企業管理急需處理的問題｡ 雖然現有文獻已指出員工留任意願與個人生涯管理的關係，組織層次的生涯管理活動對員工留任意願的影響卻有待進一步探討｡因此，本研究探討組織層次的生涯管理活動對員工留任意願的影響，並檢驗員工對組織的信任程度對組織生涯管理活動和員工留任意願間作用的影響。為達成此研究目的，本研究樣本來自全台灣 70 家連鎖餐廳的主管和員工。階層迴歸分析(HLM)結果發現：組織生涯管理活動對員工層級留任意願有顯著正面面影響；並且員工對組織的信任程度高低會影響組織生涯管理對員工留任意願的作用強度，當員工對組織的信任程度高時，組織生涯管理對員工留任意願的作用 就會愈強。我們也針對研究發現對理論和管理實務上的貢獻以及未來研究的建議做進一步討論。

Nowadays, the chain restaurants increased significantly, the demand of employees is really high, but high turnover rate is an urgent issue business management issue. Although the existing literatures have pointed out the relationship between employees’s retention and personal career management, the effect of organizational-level career management activities on employees’s retention remains to be explored. Therefore, this study examines the impact of organizational-level career management activities on employees’s retention intention and examines the impact of organizational trust in the organization on organizational career management activities and the retention intention. For the purpose of this study, the study samples came from 70 of chain restaurant in Taiwan –managers and employees . The results of the hierarchical regression analysis (HLM) shows that organizational career management activities have a significant positive impact on the retention level of the employee level; and the low level of organizational trust in the organizations will affect the role of organizational career management in maintaining the willingness of employees. When the degree of trust in the organization is high, the effect of organizational career management will be stronger. We are also discussing further researches on the discovery of theoretical and managerial practical contributions and future research recommendations.

目錄
論文審定書..................................................................... i
論文公開授權書................................................................. ii
誌謝....................................................................... iii
中文摘要........................................................................ iv
英文摘要........................................................................ v
目錄............................................................................ vi
圖目錄......................................................................... vii
表目錄.......................................................................... viii
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
第三節 研究流程...................................................... 4
第二章 文獻回顧與研究假說................................................... 5
第一節 激勵理論.................................................. 5
第二節 組織生涯管理.................................................. 6
一、 生 涯..................................................... 6
二、個人生涯規劃.............................................. 7
三、組織生涯管理.............................................. 8
第三節 組織信任........................................................ 15
一、信任....................................................... 15
二、組織信任.................................................. 16
第四節 留任意願........................................................ 25
第五節 假說發展........................................................ 31
一、組織生涯管理與留任意願................................ 31
二、組織生涯管理、組織信任與留任意願................... 32
第三章 研究方法............................................................... 34
第一節 研究假設與研究架構........................................... 34
第二節 研究構面之衡量變項及操作性定義............................ 35
一、 組織生涯管理............................................. 35
二、 組織信任.................................................. 35
三、留任意願.................................................. 35
第三節 問卷量表........................................................ 36
一、組織生涯管理量表........................................ 36
二、組織信任量表............................................. 37
三、留任意願量表............................................. 38
四、控制變項－人口統計變項................................ 38
五、抽樣設計與內容.......................................... 38
（一）敘述性統計分析.................................... 38
（二）因素分析及信度分析............................... 39
第四章 研究結果與分析........................................................ 40
第一節 敘式統計分析.................................................. 40
第二節 探索性因素、信度分析與測量一致性......................... 43
第三節 驗證性因素分析.......................................... 44
第四節 相關分析................................................ 45
第五節 共線性分析..................................................... 46
第六節 階段線性模型分析............................................. 46
第五章 結論與建議............................................................. 49
第一節 研究結果....................................................... 49
第二節 理論意涵....................................................... 50
第三節 管理實務意涵.................................................. 51
第四節 研究限制與後續研究議........................................ 52
第六章 參考文獻.............................................................. 54
中文部分....................................................................... 54
英文部分...................................................................... 56
附錄：研究問卷............................................................... 64

圖 次

圖 1 研究流程圖.................................................................. 4
圖 2 研究架構圖................................................................ 34
圖 3 組織生涯管理與組織信任對留任意願相互作用圖....................... 48

表 次

表1-1 國外學者對組織生涯管理定義一覽表…................................ 9
表1-2 國內學者對組織生涯管理定義一覽表................................... 11
表2  組織生涯管理的相關研究摘要................................... 13
表3-1 國外學者對組織信任之定義一覽表.................................. 18
表3-2 國內學者對組織信任之定義一覽表.................................. 20
表4 影響組織信任的相關研究摘要表.................................. 22
表5-1 國外學者對留任意願之定義一覽表................................. 27
表5-2 圖內學者對留任意願之定義一覽表................................. 28
表6 影響留任意願的相關研究摘要表................................... 29
表7 組織生涯規劃量表.......................................... 36
表8 組織信任量表............................................... 37
表9 留任意願量表................................................ 38
表10 問卷回收概況表......................................... 40
表11 受訪連鎖餐應名單…................................... 41
表12  總樣本基本資料分析表(total n=302) ............................. 42
表13 研究變項之平均數、標準差與相關性釐整表...................... 45
表14  HLM結果－測量員工留任意願主要與內互的效果............... 47
表15 假設檢定彙整表.................................... 49

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