新進人員的組織承諾與離職狀況一直是企業注重的議題。而最常用來促使新人融入企業、發揮積效的手法就是組織社會化戰術。過去探討組織社會化戰術經常以整體六個戰術一併衡量，但國內研究「賦與─剝奪戰術」的信度水準一直不如國外文獻。因此本研究擬探討賦與─剝奪戰術之意涵，進而重訂衡量工具，並探討賦與─剝奪戰術對組織承諾及工作尋找行為之影響。接著再以人格特質為干擾瞭解當遇到不同特質的新進者時，是否需要調整賦與及剝奪的比例。

本研究以入職滿三個月到一年半間的新進一般員工為調查對象，共計回收143份有效樣本。實證結果顯示：(1) 自訂之賦與─剝奪戰術衡量工具具有良好的信度與效度。(2) 賦與─剝奪戰術中的工作層次賦與及心理層次賦與對組織承諾有正向影響；亦即組織給新進者越多的心理層次、工作層次賦與時，組織承諾會越高。(3) 賦與─奪戰術中的組織層次賦與及心理層次賦與對工作尋找行為有負向影響；亦即組織給新進者越多的心理層次、組織層次賦與時，工作尋找行為會越低。(4) 情緒穩定性人格特質會對賦與─奪戰術與組織承諾間的關係產生干擾效果。

最後依研究結果提出實務上的建議，期許能給企業HR及用人主管具體的人才管理參考，進而為組織帶來更大績效。

Enterprises have always focused on the organizational commitment and turnover rate of newcomers. The typical approach to facilitate newcomers’ integration and having good performance is organizational socialization tactics. In the past, we usually assessed the organizational socialization tactics by the overall six tactics. However, we found that the domestic research is used to be weaker than the foreign literature on the reliability of “investiture – divestiture tactics”. Therefore, this study aims to explore the meaning of “investiture - divestiture tactics” and move further to remodel scales. We probe into investiture - divestiture tactics for organizational commitment and effect of job search behavior. Also, in this study we use personality traits as interference to understand whether need to adjust the ratio of imparting or deprivation in different characteristics newcomers.
In this study, survey participants were newcomers, total recovery of 143 valid samples. The results show that: (1) The investiture - divestiture tactics scales have good reliability and validity. (2) The working and psychological level investiture in investiture - divestiture tactics have a positive impact on organizational commitment. (3) The organization and psychological level investiture in investiture - divestiture tactics have a negative impact on job search behavior. (4) Emotional stability can interfere with the relationship between organizational commitment and investiture - divestiture tactics of newcomers’ organizational socialization.
Finally, the study proposes practical suggestions to human resource Dep. and line manager on talent management in accordance with the empirical results. The ultimate purpose is to contribute greater performance to organizations.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第二章 文獻探討 4
第一節 組織社會化 4
第二節 組織承諾 11
第三節 工作尋找行為 13
第四節 人格特質 15
第三章 研究方法 20
第一節 研究架構與假設 20
第二節 研究對象 22
第三節 研究工具 23
第四節 研究樣本 30
第五節 資料分析程序 31
第四章 研究結果 32
第一節 探索性因素分析及信度分析 32
第二節 敘述性統計與相關係數分析 37
第三節 賦與─剝奪戰術對組織承諾及工作尋找行為的關係 38
第四節 人格特質的干擾效果 40
第五節 研究結果摘要 52
第五章 結論與建議 53
第一節 結論與管理意涵 53
第二節 研究限制與未來研究建議 56
參考文獻 57

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