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博碩士論文 etd-0111120-235415 詳細資訊
Title page for etd-0111120-235415
論文名稱
Title
換個角色能延長職涯?工作輪調與離職傾向之關係研究:以組織承諾為中介變項與知覺主管支持為調節變項
Changing the role to extend career ? A Study on the Relationship between Job Rotation and Turnover Intention: Organizational Commitment as a Mediator and Perceived Supervisor support as a Moderator.
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
87
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
2020-01-14
繳交日期
Date of Submission
2020-02-11
關鍵字
Keywords
工作輪調、組織承諾、知覺主管支持、離職傾向
Turnover Intention, Job Rotation, Organizational Commitment, Perceived Supervisor Support
統計
Statistics
本論文已被瀏覽 5726 次,被下載 101
The thesis/dissertation has been browsed 5726 times, has been downloaded 101 times.
中文摘要
本研究探討工作輪調對離職傾向之關係,並分析組織承諾的中介效果及知覺主管支持的調節效果。
本研究以國內在職工作者為研究對象,為避免共同方法變異的問題,以二階段問卷調查進行資料蒐集,第一階段共發放265份問卷,回收有效問卷238份,有效問卷回收率為89.8%;第二階段再以第一階段之有效問卷的238份問卷發放,回收問卷為235份,第二階段的回收問卷中的有效問卷為203份,有效回收率為76.6%。
樣本資料經統計分析後,研究結果顯示如下:
(1) 工作輪調對組織承諾有顯著正向影響。
(2) 組織承諾對離職傾向有顯著負向影響。
(3) 組織承諾在工作輪調與組織承諾間具有負向中介作用。
(4) 知覺主管支持在組織承諾與離職傾向間無調節作用。
依據研究結果,提出具體研究結論與建議供實務界與後續研究之參考。
Abstract
This study explores the relationship between job rotation and turnover intention, and analyzes the mediating effect of organizational commitment and the moderating effect of perceived supervisor support.
In this study, the domestic workers were the research subjects. In order to avoid the common method variation, the data collection was carried out by a two-stage questionnaire survey. In the first stage, 265 questionnaires were distributed and 238 valid questionnaires were collected. The valid response rate was 89.8%. In the second stage, 238 questionnaires were issued in the first phase of the valid questionnaire. The valid questionnaires returned were 235. The valid questionnaires of second stage are 203, and the valid response rate was 76.6%.
Based on the statistical analysis, results are as follows:
First, job rotation is positive impact on organizational commitment.
Second, organizational commitment is negative impact on turnover intention.
Third, cooperative orientation has a negative mediating effect on job rotation and turnover intention.
Fourth, perceived supervisor support has no moderating effect on organizational commitment and turnover intention.
Based on the research results, the concrete conclusions and suggestions will provide for HRM practice and further study as the references.
目次 Table of Contents
目錄
論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vi
表目錄 vii
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 研究範圍與流程 3
第二章 文獻探討 7
第一節 工作輪調之理論與相關研究 7
第二節 組織承諾之理論與相關研究 10
第三節 知覺主管支持之理論與相關研究 17
第四節 離職傾向之理論與相關研究 19
第五節 各研究變項間之關係 22
第三章 研究方法 27
第一節 研究對象與抽樣方法 27
第二節 研究變項操作型定義與衡量工具 30
第三節 測量模式 40
第四節 資料分析方法 44
第四章 結果與討論 47
第一節 各研究變項間之關係 47
第二節 組織承諾之中介作用分析 50
第三節 知覺主管支持之調節作用分析 56
第四節 研究假設驗證結果 59
第五章 結論與建議 61
第一節 研究結論 61
第二節 研究建議 62
第三節 研究限制和未來建議 64
參考文獻 67
附錄-問卷 74
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