所謂工作鑲嵌（job embeddedness）意指影響員工留任的各種工作內、外在趨力。過去研究發現工作鑲嵌能有效預測員工的離職、績效表現、工作態度與行為，為了針對既有文獻加以延伸，本研究探討工作鑲嵌三構面（契合、犧牲、連結）如何組成不同鑲嵌形態，並檢視不同鑲嵌形態的內涵，及其對正負向工作態度與行為的差異化影響。
本研究共收集319份有效的跨產業主管與部屬配對問卷，並以集群分析發現了五種組織鑲嵌形態：高度組織鑲嵌、高度組織契合與連結、高度組織犧牲、中度組織鑲嵌、無組織鑲嵌。本研究並以多變量變異數分析驗證假設，發現不同鑲嵌形態對不同工作態度與行為會帶來差異化影響，整體而言，高度組織鑲嵌形態展現最多正向工作態度與行為，無組織鑲嵌形態則相反。本研究亦針對結果之理論貢獻及管理意涵加以討論，以供實務界及未來研究者參考。

Job embeddedness refers to internal and external forces that affect employee retention. Past research found that job embeddedness can predict employee turnover, performance, work attitudes and behaviors effectively. To extend previous research, this study explores how the three dimensions of job embeddedness (fit, links, and sacrifice) combine to form embedded profiles, and examines the content of different embedded profiles and their differential effects on positive and negative work attitudes and behaviors.
The sample was composed of 319 supervisor-subordinate pairs from various industries. Five embedded profiles was found using cluster analysis: highly embedded profile, fit-links dominant profile, sacrifice dominant profile, moderately embedded profile, and not embedded profile. The result of MANOVA showed that different profiles have differential effects on organizational citizenship behavior, task performance, turnover intention, and affective commitment. Overall, “highly embedded profile” expresses positive work attitudes and behaviors most frequently, while “not embedded profile” is contrary to it. Theoretical and practical implications are discussed for practitioners and future researchers’ reference.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
第一章、緒論 1
第二章、文獻探討與假設推導 6
第一節、組織鑲嵌的可能形態：員工離職相關文獻的觀點 6
第二節、組織鑲嵌形態與正負向工作態度與行為的關係 12
第三章、研究方法 17
第一節、研究架構 17
第二節、研究樣本與研究程序 17
第三節、研究工具 19
第四節、資料分析方式 22
第四章、研究結果 23
第一節、相關係數分析 23
第二節、驗證性因素分析 24
第三節、集群分析 25
第四節、多變量變異數分析 28
第五節、額外分析 32
第五章、討論與建議 35
第一節、理論貢獻 35
第二節、管理意涵 37
第三節、研究限制 38
第四節、未來研究建議 39
參考文獻 41
附錄一、第一階段部屬問卷 48
附錄二、第二階段主管問卷 52
附錄三、第二階段部屬問卷 55

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