期望落差、組織氣候、組織社會化對留任意願影響之研究

A study on the influence of expectation discrepancy, organizational climate, organizational socialization on intention to stay

沈怡君(Yi-Chun Shen) ； 黃能堂(Neng-Tang Huang)

《就業與勞動關係季刊》 2卷2期 (2012/09) Pp. 208-235

https://doi.org/10.6674/TWELRQ.201209_2(2).0005

摘要

根據行政院主計總處統計資料顯示，近期自願離職者以「對原有工作不滿意」之理由離開公司的人數逐漸增加。造成滿意度的原因很多，其中員工對工作的預期與實際狀況不符合而造成期望落差為原因之一。若是可以利用組織氣候與組織社會化來影響員工工作期望落差的程度，進而提升員工的留任意願，讓企業留住適用的人才，是本研究想要探討的目的。本研究採用問卷調查法，利用某壽險公司之壽險業務人員為施測對象，共發放289份問卷，有效問卷回收共計278份，回收率為96%。研究結果顯示期望落差、組織氣候與組織社會化均對於留任意願具有顯著關係；組織氣候不會影響期望落差與留任意願之關係；組織社會化不會影響期望落差與留任意願之關係。

關鍵字

期望落差 ； 組織氣候 ； 組織社會化 ； 留任意願

並列摘要

According to the research in the Directorate General of Budget, Accounting and Statistics of Executive Yuan, the major factor of the voluntary unemployed labors is dissatisfied with the job. There are many reason, that cause employees to qui t. If an employee's expectation for the job does not meet with the real situation, the discrepancy would appear, that called expectation discrepancy. How to reduce the discrepancy of expectation? The researchers assume that organizational climate and organizational socialization are used to influence employees' expectation discrepancy, then, the employees' intention to stay will be enhanced. Two hundred eighty-nine questionnaires were sent to the sample, with two hundred seventy-eight valid questionnaires returned, yielded a response rate of questionnaires is 96%. The results are as follows: expectation discrepancy, organizational climate, and organizational climate can influence intention to stay; the organizational climate and organizational socailization serves no moderator effect to expectation discrepancy and intention to stay.

並列關鍵字

expectation discrepancy ； intention to stay ； organizational climate ； organizational socialization