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博碩士論文 etd-0214107-112210 詳細資訊
Title page for etd-0214107-112210
論文名稱
Title
組織承諾與主管忠誠對集體離職傾向之影響
Organizational Commitment vs. Loyalty to Supervisor: Relationship to Employees’ Collective-Resignation 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
72
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
2007-01-24
繳交日期
Date of Submission
2007-02-14
關鍵字
Keywords
主動性集體離職、主管忠誠、組織承諾、被動性集體離職
organizational commitment, passive collective-resignation intention, initiative collective-resignation intention, loyalty to supervisor
統計
Statistics
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中文摘要
以一個企業而言,適度的人員流動率可以幫助企業組織促進新陳代謝,避免組織老化,有助於企業經營效率之提升。但是流動率過高,亦會對企業造成有經驗員工的流失、招募訓練的費用支出、其他員工的士氣低落,甚至會造成人力不足的現象。一般性的員工離職,除了上述的影響力外,近年來在企業界還發生了許多員工集體離職的現象,因此,集體離職已經造成了企業的經營危機,所以一個企業要如何避免發生集體離職的現象將是重要的一環,本研究將探討組織承諾與主管忠誠對於企業員工主動性集體離職傾向及被動性集體離職傾向之影響。本研究對象以企業界一般員工為主要。共計發出問卷750份,施測並回收有效問卷406份,有效回收率為54.1﹪。經由統計分析後發現:
1.組織承諾對於集體離職傾向有顯著影響效果。其中,規範性承諾對於主動性集體離職有正向影響,對被動性集體離職(跟隨主管)有負向影響效果,情感性承諾則對被動性集體離職(跟隨主管)有負向影響效果,持續性承諾對被動性集體離職(跟隨同事)有正向效果。
2.主管忠誠對於集體離職傾向有顯著影響效果。其中又以認同內化此一構面的影響效果最明顯。
3.主管忠誠對被動性集體離職傾向的影響力,大於組織承諾對被動性集體離職傾向的影響力。
4.集體離職傾向可分成主動性集體離職傾向、被動性集體離職傾向(跟隨主管)以及被動性集體離職傾向(跟隨同事),這三個構面。
Abstract
For an enterprise, the appropriate flow rate of employees helps the metabolism of an organization and prevents an organization from becoming rigid. The appropriate flow of employees helps the enhancement of management efficiency of an enterprise. If the flow rate is too high, however, it will cause the loss of employees, the high expense of recruiting and training, and the low morale of employees. Moreover, it will cause the deficiency of human resource. In addition to general resignation mentioned in the above, another phenomenon of collective-resignation is arising. Collective-resignation has caused the crisis of management. Therefore, how to avoid collective-resignation is an important issue of an enterprise. This research discusses how the organizational commitment influences the initiative collective-resignation intention and passive collective-resignation intention. The object of this research is mainly on the employees in enterprises. The number of issued questionnaires is 750, and finally the number of returned questionnaires is 406. The rate of returning is 54.1 percent. The statistics results in the analysis as the following:
1.Governmental commitment has great influence on collective-resignation intention. Among them, the regulative commitment has positive effect on initiative collective-resignation and negative effect on passive collective-resignation (following the supervisor). The emotional commitment has negative effect on passive collective-resignation (following the supervisor). The sustained commitment has positive effect on passive collective-resignation (following the colleague).
2.The loyalty to supervisor has remarkable effect on collective-resignation. Among them, the dimension of recognition internalization is the most remarkable.
3.The effect of the loyalty to supervisor has more influence on passive collective-resignation than organizational commitment.
4.The collective-resignation intentions are divided into three dimensions: initiative collective-resignation intention, passive collective-resignation intention (following the supervisor) and passive collective-resignation intention (following the colleague).
目次 Table of Contents
目 錄

第一章 緒論……………………………………………… 1
第一節 研究動機…………………………………………… 1
第二節 研究目的………………………………………………… 4

第二章 文獻探討………………………………………… 5
第一節 離職與集體離職..…..……………………………5
第二節 組織承諾與集體離職..………………………………… 11
第三節 主管忠誠與集體離職.…………………….………… 14
第四節 組織承諾與主管忠誠對集體離職效果之比較……………17

第三章 研究方法…………………………………………… 19
第一節 研究架構……………………………………..…….. 19
第二節 研究對象……………………………………….…….. 19
第三節 變項衡量………………………………..………….. 22
第四節 資料分析方法……………………………..……….. 34

第四章 研究結果……………………………………………. 36
第一節 組織承諾與主管忠誠對主動性離職傾向(ICRI)之影響….… 37
第二節 組織承諾與主管忠誠對被動性離職傾向(PCRI)之影響 39
第三節 組織承諾與主管忠誠對集體離職傾向效果之比較….… 43

第五章 結論與建議………………..………………… 46
第一節 研究假設驗證結果彙整……………………………. 46
第二節 組織承諾與集體離職傾向之關係….……………. 48
第三節 主管忠誠與集體離職傾向之關係………………… 49
第四節 組織承諾與主管忠誠對集體離職傾向之效果比較… 50
第五節 主要結論、研究限制及後續建議………………………51












參考文獻………………………………………………………………………… 55
附錄 調查問卷………………………………………………………………….. 59

表目錄
表2-1 國內研究集體離職之相關文獻……………………………………………….……… 8
表2-2 組織承諾的定義和特性……………………………………………….……….…….. 11
表3-1 樣本基本資料………………………………………………………………………… 20
表3-1 樣本基本資料(續)………………………………………………………………… 21
表3-2 組織承諾量表………………………………………………………………………… 23
表3-3 組織承諾量表信效度分析…………………………………………………………… 24
表3-4 主管忠誠量表………………………………………………………………………… 25
表3-5 主管忠誠量表信效度分析……………………………………….………………….. 26
表3-6 主動性集體離職題項-針對部屬進行邀約………………………………………….. 27
表3-7 主動性集體離職題項-針對同事進行邀約…………………………………………. 27
表3-8 被動性集體離職題項-受主管邀約………..………………………………………… 28
表3-9 被動性集體離職題項-受同事邀約…………………………………………………. 28
表3-10 集體離職傾向之信效度分析………………………………………………………. 30
表3-11 工作依賴量表………………………………………………………………………. 31
表3-12 工作依賴之信效度分析……………………………………………………………. 32
表3-13 離職傾向量表………………………………………………………………………. 32
表3-14 離職傾向量表之信效度分析…………..…………………………………………… 33
表4-1 組織承諾與主管忠誠對中高階主管ICRI之影響…………..…………………….. 38
表4-2 組織承諾與主管忠誠對基層主管ICRI之影響………....………………………… 38
表4-3 組織承諾與主管忠誠對中高階主管PCRI-S之影響………..…………………….. 40
表4-4 組織承諾與主管忠誠對基層主管PCRI-S之影響…………………………………. 40
表4-5 組織承諾與主管忠誠對基層人員PCRI-S之影響………….……………………… 41
表4-6 組織承諾與主管忠誠對中高階主管PCRI-C之影響………………………………. 42
表4-7 組織承諾與主管忠誠對基層主管PCRI-C之影響…………...…………………….. 42
表4-8 組織承諾與主管忠誠對基層人員PCRI-C之影響………………………………… 43
表4-9 組織承諾與主管忠誠對主動性集體離職傾向(ICRI)效果之比較……………… 44
表4-10 組織承諾與主管忠誠對被動性集體離職傾向(PCRI-S)效果之比較 …………… 44
表4-11 組織承諾與主管忠誠對被動性集體離職傾向(PCRI-C)效果之比較…………. 45
表5-1 變項影響效果匯總表………………………………………………………………... 46
表5-2 假設驗證摘要表…………………………………………………………………….. 47

圖目錄
圖3-1研究架構……………………………………………………………….. 19
參考文獻 References
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