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博碩士論文 etd-0417116-081807 詳細資訊
Title page for etd-0417116-081807
論文名稱
Title
以多層次分析探討組織認同在個人-組織適配度與離職傾向之調節式中介效果
A Multilevel Analysis of the Moderated Mediation Effect on Organizational Identification between Person-Organization fit and Turnover Intention
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
92
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2016-05-11
繳交日期
Date of Submission
2016-05-17
關鍵字
Keywords
多層次分析、個人-組織適配度、差異分數、組織認同、離職傾向、跨文化研究
turnover intention, organization identification, difference score, cross-culture comparison, person-organization fit, multilevel analysis
統計
Statistics
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中文摘要
本研究之主要目的是希望藉由一個多層次分析的理論架構,探討員工個人的工作價值觀形成的個人-組織適配度,是否會透過其對組織的認同進而影響其離職傾向,然後再往上提升到國家總體的層次,分析國家和經濟因素的不同是否會調節上述的關係。
實證資料來自於31個國家18,592名員工的工作價值觀(認知的與實際的)、組織認同、離職傾向及五個人口統計變項之國科會抽樣問卷,本研究採用層級線性模型HLM進行分段式的跨層次調節式中介效果驗證,從零模型ANOVA開始,逐步加入控制及解釋變項到最後的完整模型,並進行拔靴法中介效果及各項信度與效度之檢測。
根據本研究實證分析的結果顯示,個人-組織適配度對離職傾向有負向的影響,表示個人-組織適配度越高,其離職傾向越低。同時,個人-組織適配度也會部分透過組織認同來間接影響其離職傾向,表示組織認同在本研究模式中扮演著重要的中介角色。此外,調解效果檢測結果則是顯示,隨著個人層次解釋變項的變化,國家平均適配度或是國家失業率的不同,對個人離職傾向的影響是有差異的。最後,根據實證分析的結果提出幾項議題並試圖做原因之探討,然後提出相關的實務建議供管理者做參考,同時亦對研究限制及未來研究方向進行說明。
Abstract
The main purpose of this study is to examine the influence of individual employees’ P-O fit on their organization identification and turnover intention by applying a theory framework of multi-level. Furthermore, we aggregated the individual level to the country level and analyze whether different countries or other economic factor, such as unemployment rate, could moderate the relationship described above.
Data were collected from 31 countries involving 18,592 employees who provided the information about perceived and actual work values, organizational identification, turnover intention, and 5 demographic variables in the sampling questionnaire. Hierarchical linear modeling technique was utilized to test cross-level moderated mediation model. Starting from the Null model ANOVA, the present study gradually included the control and predictive variables to the final full model, and examined the mediation effect by applying bootstrapping method and run the reliability and validity tests during the process of research analysis.
The analysis results of this study show that P-O fit has a negative impact on turnover intention and organizational identification partially mediates the relationship between P-O fit and turnover intention. In addition, 3 moderated effects are also found in the structure paths of our research model. Finally, the present study raised several issues and attempts to find the answers based on the empirical analysis results. Implications for practice, the limitations of the study and directions for future research are also discussed.
目次 Table of Contents
論文審定書 i
誌 謝 ii
摘 要 iii
Abstract iv
目 錄 v
圖 次 vii
表 次 viii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 1
第三節 研究目的 3
第四節 研究流程 4
第二章 文獻探討 6
第一節 個人-環境適配理論 6
第二節 工作價值觀 10
第三節 多項式迴歸方程式與一致性(適配度)研究 17
第四節 組織認同 19
第五節 離職傾向 22
第六節 多層次分析之調節式中介效果 24
第七節 跨國企業管理 27
第三章 研究方法 29
第一節 研究架構 29
第二節 研究假設 31
第三節 資料樣本特性描述 32
第四節 資料分析之方法及步驟 34
第四章 研究結果 36
第一節 敘述性統計與相關分析 36
第二節 差異分數迴歸分析與多項式迴歸方程式分析 39
第三節 測量模型-因素結構及構念效度之驗證 40
第四節 結構模型-多層次線性迴歸模型分析 43
第五節 研究假設檢定結果 48
第五章 結論與建議 54
第一節 研究結論 54
第二節 管理意涵 61
第三節 研究限制及後續研究建議 63
參考文獻 66
一、中文部分 66
二、英文部分 66
附錄:研究問卷 83
工作價值觀問卷題項(Work Values Questionnaire Items) 83
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