Responsive image
博碩士論文 etd-0809108-225106 詳細資訊
Title page for etd-0809108-225106
論文名稱
Title
進修動機與離職意圖之關係探討:以知覺外部機會及組織留任為干擾效果
Relationship between motivation for further education and intention to leave an organization : the moderating effects of external opportunity and organization retention practices
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
44
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
2008-07-14
繳交日期
Date of Submission
2008-08-09
關鍵字
Keywords
組織留任、外部機會、離職意圖、進修動機、人力資本
Human capital, motivation of adult education, Intention to leave, Organization retention, external opportunity
統計
Statistics
本論文已被瀏覽 5771 次,被下載 0
The thesis/dissertation has been browsed 5771 times, has been downloaded 0 times.
中文摘要
本研究主要在探討不同的進修動機其人力資本提升效果之差異,並從計劃行為論的觀點說明二者與離職傾向之間的關係,最後探討員工對勞動市場吸引力與組織留任拉力知覺對人力資本與離職意圖之干擾效果。本研究針對北、中、南各大專院校在職專班學生,以便利抽樣方式,共發出1721份問卷,第一階段回收1004份有效樣本,6個月之後再針對第一階段有效回收樣本進行資料收集,於第二階段再取得有效樣本603份。研究結果發現不同的進修動機對於人力資本提升的效果上具有不同程度的顯著影響力;其次,本研究結果發現,透過進修而人力資本提升之員工,組織若展開留任措施,會選擇轉任其他單位以使新增的人力資本獲得最大效用;另一方面因進修而提升人力資本的員工知覺外部機會之吸引力高時,則其傾向選擇離開現有組織。
Abstract
This research looks at the effects of changes in various kinds of motivation for further study on increases in human capital. On the basis of planned behavior theory, it also examines how both motivation for further study and human capital influence an employee's intention to leave his job. Finally, it also discusses the moderating effects of external labor market opportunity and organization retention practices on the relationship between human capital and intention to leave. At Stage 1 of this longitudinal study 1721 questionnaires were sent out and 1004 valid returns were received. At Stage 2, six months later, a further questionnaire was sent out to the original respondents and 603 valid returns were received. The results show that different motivations for further study have significant and varied effects on increases in human capital. They also show that employees choose to transfer to another unit in order to take advantage of their increased human capital while their organization tries hard to retain them. Where external labor market opportunity is high, employees with increased human capital opt to leave their current organization.
目次 Table of Contents
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
第二章 理論背景與研究假說 4
第一節 成人進修動機與人力資本 4
第二節 人力資本與員工離職行為 6
第三節 外部機會在人力資本與離職行為關係中的干擾效果 8
第四節 組織留任措施在人力資本與離職行為關係中的干擾效果 9
第三章 研究設計 12
第一節 研究架構 12
第二節 樣本來源及資料收集過程 12
第三節 研究變數與衡量工具 13
第四節 量表之確認性因素分析 14
第四章 結果分析 16
第一節 樣本結構分析 16
第二節 各變數之相關係數 16
第三節 線性結構分析及假說驗證 16
第五章 結果討論 21
第一節 進修動機、人力資本與離職意圖之關係 21
第二節 組織留任措施與外部吸引力對於離職選擇之干擾效果 22
第三節 研究限制與建議 23
參考文獻 ……………………………………………………………….25
附錄 第一階段與第二階段問卷 32
參考文獻 References
一、中文部份
馬玉蘭(民95),學習動機、學習投入與學習成果之關聯性--以EMBA在職專班為例,元智大學管理研究所未出版碩士論文。
郭丹癸(民92),員工進修動機、進修管道與離職傾向關聯性之研究,實踐大學企業管理研究所未出版碩士論文。
陳志樺(民91),成人技職教育參與動機與障礙因素之相關研究,彰化師範大學工業教育學系未出版博士論文。
彭台光、高月慈、林鉦棽(民95),「管理研究中的共同方法變異:問題本質、影響、測試和補救」,管理學報,第1期。
程炳林(民92),「四向度目標導向模式之研究」,師大學報,第1期。
黃富順 (民73),成人參與繼續教育動機取向及其相關因素之研究,國立台灣師範大學教育研究所未出版博士論文。
詹秀茹(民92),在職人員進修管理學院碩士在職專班(EMBA)學習動機與學習阻礙因素之研究,大葉大學工業關係學系未出版碩士論文。
廖志昇(民92),研究生學習動機與學習滿意度關係之研究─以師院在職進修碩士班為例,屏東師範學院國民教育研究所未出版碩士論文。
二、英文部份
Ajzen, I. (2001). “Nature and operation of attitudes”. Annual Review of Psychology, 52(1), 27.
Allen, D. G., Shore, Lynn M., and Griffeth, R. W. (2003). “The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process”. Journal of Management, 29(1), 99-118.
Anderson, J. C., Milkovich, G. T., and Tsui, Anne. (1981). “A model of intra-organizational mobility”. Academy of Management Review, 6(4), 529-538.
Andrews, M. C., Witt, L. A., and Kacmar, K. M. (2003). “The interactive effects of organizational politics and exchange ideology on manager ratings of retention”. Journal of Vocational Behavior, 62(2), 357-369.
Aryee, S. (1992). “Public and private sector professionals: A comparative study of their perceived work experience”. Group and Organization Management, 17(1), 72-85.
Ballou, R., Bowers, D., Boyatzis, R. E. and Kolb, D. A. (1999). “Fellowship in Lifelong Learning: An Executive Development Program for Advanced Professionals”. Journal of Management Education, 23(4), 338-354.
Baruch, Y., and Leeming, A. (2001). “The added value of MBA studies--graduates' perceptions”. Personnel Review, 30(5), 589-602.
Becker, G. S. (1962). “Investment in human capital: A theoretical analysis”. The Journal of Political Economy, 70(5), 9-49.
Blau, G. (1993). “Further exploring the relationship between job search and voluntary individual turnover”. Personnel Psychology, 46(2), 313-330.
Blau, G. (1994). “Testing a two-dimensional measure of job search behavior”. Organizational Behavior and Human Decision Processes, 59(2), 288-312.
Blau, G. (2007). “Does a corresponding set of variables for explaining voluntary organizational turnover transfer to explaining voluntary occupational”. Journal of Vocational Behavior, 70(1), 135-148.
Blau, G., Merriman, K., Tatum, D. S. and Rudmann, S. V. (2001). “Antecedents and consequences of basic versus career enrichment benefit satisfaction”. Journal of Organizational Behavior, 22(6), 669-688.
Bodenhöfer, H.-J. (1967). “The mobility of labor and the theory of human capital”. Journal of Human Resources, 2(4), 431-448.
Boshier, R. (1971). “Motivational orientations of adult education participants: A factor analytic exploration of Houle's typology”. Adult Education, 21(2), 3-26.
Bowen, D. E. (1982). “Some unintended consequences of intention to quit”. Academy of Management Review, 7(2), 205-211.
Bradley, G. L. and Goldman, J. D. G.. (1996). “Educational Providers' Views of Students Who Return to School”. Journal of Educational Administration, 34(3), 65-82.
Burt, R. S. (1997). “The contingent value of social capital”. Administrative Science Quarterly, 42(2), 339-365.
Cheng, E. W. L. (2000). “Test of the MBA knowledge and skills transfer”. International Journal of Human Resource Management, 11(4), 837-852.
Currivan, D. B. (1999). “The causal order of job satisfaction and organizational Commitment in Models of Employee Turnover”. Human Resource Management Review, 9(4), 495.
Dunford, B., Boudreau, J. and Boswell, W. (2005). “Out-of-the-money: The impact of underwater stock options on executive job search”. Personnel Psychology, 58 (1), 67-101.
Edvinsson, L., and Sullivan, P. (1996) “Developing a model for managing intellectual capital”.European Management Journal, 14(4), 356-364.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski IL. and Rhoades, L. (2002). “Perceived supervisor support: Contributions to perceived organizational support and employee retention”. Journal of Applied Psychology, 87(3), 565-573.
Elliot, A. J., McGregor, H. A. and Gable, S. (1999). “Achievement goals, study strategies, and exam performance: A mediational analysis”. Journal of Educational Psychology, 91(3), 549-563.
Elman, C. and O'Rand, A. M. (2002). “Perceived job insecurity and entry into work-related education and training among adult workers”. Social Science Research, 31(1), 49.
Feldman, D. C. and Weitz, B. A. (1991). “From the invisible hand to the gladhand: Understanding a careerist orientation to work”. Human Resource Management, 30(2), 237-257.
Fields, D., Dingman, M. E., Roman, P. M. and Blum, T. C. (2005). “Exploring predictors of alternative job changes. Journal of Occupational and Organizational Psychology, 78(1), 63-82.
Fottler MD. (1978). “Retention of the hard-core unemployed”. Academy Of Management Journal. Academy Of Management, 21(3), 366-79.
Gerbing, D. W. and Anderson, J. C. (1988). “An Updated Paradigm for Scale Development Incorporating Unidimensionality and Its Assessment”. Journal of Marketing Research, 25(2), 186-192.
Geron, S. M., Andrews, C. and Kuhn, Kathy. (2005). “Infusing aging skills into the social work practice community: A new look at strategies for continuing professional education”. Families in Society, 86(3), 431-440.
Gordon, H. R. D. (1992). “Analysis of the motivational orientations of adult education graduates in off-campus credit programs”, Reports – Research/Technical, ED351532, 1-20.
Grant, H. and Dweck, C. S. (2003). “Clarifying achievement goals and their impact”. Journal of Personality and Social Psychology, 85(3), 541-553.
Greenhalgh, L. (1980). “A process model of organizational turnover: The relationship with job security as a case in point”. Academy of Management Review, 5(2), 299-303.
Griffeth, R. W. and Hom, P. W. (1988). “A comparison of different conceptualizations of perceived alternatives in turnover research”. Journal of Organizational Behavior, 9(2), 103-111.
Griffeth, R. W., Hom, P. W. and Gaertner, S. (2000). “A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium”. Journal of Management, 26(3), 463-488.
Griffeth, R. W., Steel, R. P., Allen, D. G. and Bryan, N. (2005). “The development of a multidimensional measure of job market cognitions: The employment opportunity index (EOI) ”. Journal of Applied Psychology, 90(2), 335-349.
Guglielmino, P. J. (1987). “Self-Directed learning readiness and performance in the workplace: Implications for business, industry, and higher education”. Higher Education, 16(3), 303-317.
Guthrie, J. P. (2001). “High-involvement work practices, turnover, and productivity: Evidence from New Zealand”. Academy of Management Journal, 44(1), 180-190.
Hall, D. T. and Chandler, D. E. (2005). “Psychological success: When the career is a calling”. Journal of Organizational Behavior, 26(2), 155-176.
Hom, P. W. and Kinicki, A. J. (2001). “Toward a greather understanding of how dissatisfaction drives employee turnover”. Academy of Management Journal, 44 (5), 975-987.
Hom, P. W., Caranikas-Walker, F., Prussia, G. E. and Griffeth, R. W. (1992). “A meta-analytical structural equations analysis of a model of employee turnover”. Journal of Applied Psychology, 77(6), 890-909.
Iverson, R. D., and Roy, P. (1994). “A causal model of behavioral commitment: Evidence from a study of Australian blue-collar employees”. Journal of Management. 20(1), 15-41.
Jackofsky, E. F. (1984). “Turnover and job performance: An integrated process model”. Academy of Management Review, 9(1), 74-83.
Johnston, M. W., Griffeth, R. W., Burton, Scot. and Carson, P. P. (1993). “An exploratory investigation into the relationships between promotion and turnover: A quasi-experimental longitudinal study”. Journal of Management, 19(1), 33-49.
Kanfer, R. (1990). “Motivation and individual differences in learning: An integration of developmental, differential and cognitive perspectives”. Learning and Individual Differences, 2(2), 221-239.
Kirschenbaum, A. and Weisberg, J. (2002). “Employee's turnover intentions and job destination choices”. Journal of Organizational Behavior, 23(1), 109-125.
Kochanski, J. and Ledford, G. (2001). “'How to keep me'-retaining technical professionals”. Research Technology Management, 44(3), 31.
Lee, G. J. and Rwigema, H. (2005). “Mobley revisited: Dynamism in the process of employee turnover”. International Journal of Human Resource Management, 16(9), 1671-1690.
Lee, T. W. and Mitchell, T. R. (1994). “An alternative approach: The unfolding model of voluntary employee turnover”. Academy of Management Review, 19(1), 51-89.
Lee, T. W. and Mowday, R. T. (1987). “Voluntarily leaving an organization: An empirical investigation of Steers and Mowday's model of turnover”. Academy of Management Journal, 30(4), 721-743.
Lepak, D. P. and Snell, S. A. (2002). “Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations”. Journal of Management, 28(4), 517-543.
Mano-Negrin, R. and Kirschenbaum, A. (1999). “Push and pull factors in medical employees' turnover decisions: the effect of a careerist approach and organizational benefits on the decision to leave the job”. International Journal of Human Resource Management, 10(4), 689-702.
Martin, JR. T. N. (1979). “A contextual model of employee turnover intentions”. Academy of Management Journal, 22 (2), 313-324.
McAulay, B. J., Zeitz, G. and Blau, G. (2006). “Testing a “Push–Pull” theory of work commitment among organizational professionals”. Social Science Journal, 43(4), 571-596.
McGregor, H. A. and Elliot, A. J. (2002). “Achievement Goals as Predictors of Achievement-Relevant Processes Prior to Task Engagement”. Journal of Educational Psychology, 94(2), 381-395.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J. and Erez, M. (2001). “Why people stay: Using job embeddedness to predict voluntary turnover”. Academy of Management Journal, 44(6), 1102-1121.
Mobley, W. H. (1977). “Intermediate linkages in the relationship between job satisfaction and employee turnover”. Journal of Applied Psychology, 62(2), 237-240.
Morita, J. G., Lee, T. W. and Mowday, R. T. (1993). “The regression-analog to survival analysis: A selected application to turnover research”. Academy of Management Journal, 36(6), 1430-1464.
Mossholder, K. W., Bedeian, A. G., Norris, D. R., Giles, W. and Field, H. S. (1988). “Job performance and turnover decisions: Two field studies”. Journal of Management, 14(3), 403-414.
Mowday, R. T. and Spencer, D. G. (1981). “The influence of task and personality characteristics on employee turnover and absenteeism incidents”. Academy of Management Journal, 24(3), 634-642.
Mowday, R. T., Koberg, C. S. and McArthur, A. W. (1984). “The psychology of the withdrawal process: A cross-validation test of Mobley's intermediate linkages model of turnover in two samples”. Academy of Management Journal, 27(1), 79-94.
Murphy, C., Cross, C. and McGuire, D. (2006). “The motivation of nurses to participate in continuing professional education in Ireland”. Journal of European Industrial Training, 30(5), 365-384.
Ng, T. W. H., Sorensen, K. L., Eby, L. T. and Feldman, D. C. (2007). “Determinants of job mobility: A theoretical integration and extension”. Journal of Occupational and Organizational Psychology, 80(3), 363-386.
Pfeffer, J. and Lawler, J. (1980). “Effects of job alternatives, extrinsic rewards, and behavioral commitment on attitude toward the organization: A field test of the insufficient justification paradigm”. Administrative Science Quarterly, 25(1), 38-56.
Power, D. J. and Aldag, R. J. (1985). “Soelberg's job search and choice model: Clarification, review, and critique”. Academy of Management Review, 10(1), 48-58.
Price, J. L. (2001). “Reflections on the determinants of voluntary turnover”. International Journal of Manpower, 22(7), 600-624.
Price, J. L. and Mueller, C. W. (1981). “A causal model of turnover for nurses”. Academy of Management Journal, 24(3), 543-565.
Rhodes, S. R. and Doering, M. (1983). “An integrated model of career change”. Academy of Management Review, 8(4), 631-639.
Richardson, J. T. E. and King, E. (1998). “Adult students in higher education: Burden or Boom? ”. Journal of Higher Education, 69(1), 65-88.
Spence, M. (1973). “Job Market signaling”. Quarterly Journal of Economics, 87(3), 355-374.
Steel, R. P. (2002). “Turnover theory at the empirical interface: problems of fit and function”. Academy of Management Review, 27(3), 346-360.
Steers, R. M. and Mowday, R. (1981). “Employee turnover and post-decision accommodation processes”. Research in Organizational Behavior, 3, 235-282.
Sullivan, S. E. and Arthur, M. B. (2006). “The evolution of the boundaryless career concept: Examining physical and psychological mobility”. Journal of Vocational Behavior, 69(1), 19-29.
Super, D. E. (1980). “A life-span, life-space approach to career development”. Journal of Vocational Behavior, 16(3), 282-296.
Tett, R. P. and Meyer, J. P. (1993). “Job satisfaction, organizational commitment, turnover intnetion, and turnover: Path analyses based on meta-analytic findings”. Personnel Psychology, 46(2), 259-293.
Tough, A. (1971). “The adult's learning projects: A fresh approach to theory and practice in adult learning”, (2nd ed.), Toroto: OISE.
Tough, A. (1980). “Anticipated benefits from learning preliminary report”, ED201746, 1-19.
Trevor, C. O. (2001). “Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover”. Academy of Management Journal, 44 (4), 621-638.
Van Breukelen, W., Van Der V. R. and Steensma, H. (2004). “Voluntary employee turnover: Combining variables from the 'traditional' turnover literature with the theory of planned behavior”. Journal of Organizational Behavior, 25(7), 893-914.
Van Hooft, E. A. J., Born, M. Ph., Taris, T. W., Van Der F. H. and Blonk, R. W. B. (2004). “Predictors of job search behavior among employed and unemployed people”. Personnel Psychology, 57(1), 25-59.
Vardi, Y. (1980). “Organizational career mobility: An integrative model”. Academy of Management Review, 5(3), 341-356.
Weinstein, M. B. (2004). “An investigation of CEOs' learning experiences: Implications for leadership training”. Online Submission, Paper presented at the Academy of Human Resource Development International Conference, 565-572.
Wheeler, J. V. (2008). “The impact of social environments on emotional, social, and cognitive competency development”. The Journal of Management Development, 27(1), 129-145.
Wolfgang, M. E. and Dowling, W. D. (1981). “Differences in Motivation of Adult and Younger Undergraduates”. Journal of Higher Education, 52(6), 640-46.
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:校內校外均不公開 not available
開放時間 Available:
校內 Campus:永不公開 not available
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是 3.236.142.143
論文開放下載的時間是 校外不公開

Your IP address is 3.236.142.143
This thesis will be available to you on Indicate off-campus access is not available.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code