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博碩士論文 etd-0702106-151557 詳細資訊
Title page for etd-0702106-151557
論文名稱
Title
中國外資企業大陸籍員工組織承諾與離職傾向影響因素之探討
The Effecting factors of Organizational Commitment and Turnover Intention in Foreign-Funded Companies in China
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
94
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
2006-06-29
繳交日期
Date of Submission
2006-07-02
關鍵字
Keywords
工作價值觀、組織承諾、薪酬滿意度、離職傾向
pay satisfaction, work values, organizational commitment, turnover intention
統計
Statistics
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The thesis/dissertation has been browsed 5929 times, has been downloaded 3528 times.
中文摘要
有鑑於員工離職是資本主義下的企業時常面臨的難題,隨著政治及政策的日漸開放下,中國大陸的社會資本主義目前也和其他資本主義市場一樣,面臨員工留任的問題,因此,本研究旨在探討外商企業中大陸及員工影響其離職傾向與組織承諾的因素,以建立一套有效評量及管理員工離職意向的系統。在此工作價值觀及薪酬滿意度為影響組織承諾與離職傾向的兩個因素,結果顯示在工作價值觀上員工特別重視與上司及同事的關係與個人成長,因為如此其對於組織產生較強烈的道德責任感,而有較高的道德承諾。工作價值觀的強弱與不同,透過薪酬滿意度的中介作用下,同時也會影響員工離職的意向。另外,薪酬滿意度與組織承諾也在本研究中再次證實為正相關,高薪酬滿意度的員工其期望與實際情況達到平衡後,他對企業的組織承諾相對地會提高,而對組織有高度承諾感的員工,其離職意願則呈現降低的狀態。
Abstract
This study aims at developing and verifying the construct of work values, pay satisfaction, organizational commitment and turnover intention in a Chinese context. Turnover has always been one of the tricky area for managers. In order to better manage of the turnover rate, this study focus on turnover intention and organizational commitment which are the best predictors to separation. Pay satisfaction and work values are employed as determinants to organizational commitment and turnover intention while organizational commitment is assumed as negatively related to turnover intention. The results indicate higher pay satisfaction contributes to higher organizational commitment and lower turnover intention. Also, people treasure work values more tend to have higher organizational commitment and lower turnover intention. Pay satisfaction in the construct serve as the mediator between work values and turnover intention. Besides, employees with senior high school degree treasure “job independency”, and “job content” less than higher educated people. Management demonstrate higher pay satisfaction and likely due to more opportunity cost they show higher continuance commitment respectively.
目次 Table of Contents
TABLE OF CONTENTS……………………………………………………………..i
LIST OF TABLES……………………………………………………………………ii
LIST OF FIGURE…………………………………………………………………….iii
ABSTRACT IN CHINESE…………………………………………………………...iv
ABSTRACT IN ENGLISH…………………………………………………………...v

CHAPER
I INTRODUCTION………………………………………………………....01

II LITERATURE REVIEW………………………………………………….04
Work Values…………………………………………………………..04
Pay Satisfaction………………………………………………………13
Organizational Commitment……………………………………...….18
Turnover Intention……………………………………………………23

III METHEDOLOGY………………………………………………………...31
Theoretical Framework………………………………………………31
Hypotheses…………………………………………………………...32
Sampling Procedure………………………………………………….32
Instrument…………………………………………………………….33
Data Analysis…………………………………………………………35

IV ANALYSIS RESULTS AND DISCUSSION
Factor Analysis Result.………………………………………………37
Reliability Test Result.……………………………………………….43
Descriptive Analysis Result.…………………………………………44
Correlation Analysis Result………………………………………….46
T-test and One-way ANOVA Result…………………………………48
Regression Analysis Result..………………………………………...52

V CONCLUSION AND SUGGESTION
Conclusion……………………………………………………………62
Suggestion………………………………………………...………….65

REFERENCE………………………………………………………………………..69
APPENDIX………………………………………………………………………….84
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林鉦岑(2003),以組織承諾工作滿足
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