保健因子、個人因素與離職傾向間關聯性研究

A Study on the Relationships between Hygiene Factors and Turnover Intention － Personal Characteristics as Contingency Variables

楊聿慈(Yu-Tzu Yang)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2002年)

https://doi.org/10.6840/cycu200200084

摘要

本論文以離職傾向為研究主題，進行有關的實證分析之工作。以離職傾向做為應變數，並以保健因子做為自變數，個人因素做為干擾變項。以企業中的管理者為研究對象，共回收135份問卷，經統計分析後可歸納為下列五項研究發現：
（1）國內企業保健因子的情況，普遍都已獲得管理者的認同。其中工作保障的重視程度最高，與同事關係的重視程度次高，而與屬下關係的重視程度則為第三高。
（2）保健因子及其各構面與離職傾向之間呈現負相關，表示管理者若對保健因子各構面同意度越高的話，則離職傾向就會降低。其中公司政策與行政和離職傾向的相關性最高，而整體的保健因子與離職傾向的相關性為次高，工作保障與離職傾向的相關性為第三高，此外與屬下關係與離職傾向的相關性為最低。
（3）年齡、年資以及風險偏好此人格特質對於離職傾向具有顯著影響；而性別、教育水準與家庭責任，以及順從、嘗試精神此二項人格特質，並未達到顯著水準。
（4）整體的保健因子與各項個人因素對於離職傾向之交互關聯性，只有家庭責任此項因素具顯著性。由此可知，家庭責任重者在對保健因子同意度越高時，離職傾向將較低；對保健因子同意度越低時，離職傾向將較高。此一結果雖然與家庭責任輕者相同，但是其程度上卻有所差異，其中家庭責任重者在對保健因子的同意度提昇時，其離職傾向改變的幅度較家庭責任輕者為大。此一結果顯示：家庭責任重者與家庭責任輕者對保健因子的同意度若以相同幅度增加時，則家庭責任重者的離職傾向降低的幅度將顯著超過家庭責任輕者。
（5）在個別的保健因子與各項個人因素對於離職傾向之交互關聯性方面，有下列三點發現：第一，高順從者若其與同事的關係佳，則其離職傾向，相較低順從者而言是較低的；此外低順從者由於其本身性格就較不易與人相處，若他又能與同事之間相處良好的話，表示其刻意隱藏負面的情緒，或者同事之間的交往並非真誠，因此當其有離職的機會時，其離職傾向會較高順從者高出許多。第二，高嘗試精神者對個人生活的同意度越高時，離職傾向將較低；對個人生活同意度越低時，離職傾向將較高。此一結果雖與低嘗試精神者相同，但是其程度上卻有所差異，其中低嘗試精神者對個人生活的同意度提昇時，其離職傾向改變的幅度較高嘗試精神者為大。第三，低嘗試精神者其與屬下關係的好壞，會顯著影響其離職傾向，而高嘗試精神者與屬下關係的好壞，對於其離職傾向的影響並不顯著。

關鍵字

離職傾向 ； 個人因素 ； 保健因子

並列摘要

This study deals with practical analysis of turnover intention. The turnover intention is taken as dependent variable and hygiene factors taken as independent variable. Besides, personal characteristics are taken as contingency variables .We take the manager as research objective and receive 135 copies of questionnaire. After gathering statistics and analyzing them, there are five described：
（1）The condition of hygiene factors in domestic enterprises is generally approved by managers. The job security is viewed as the most important one, the relationship with co-workers is viewed as the next, and the relationship with subordinates as the third.
（2）The hygiene factors is negative with turnover intention. When a manager has higher agreement with hygiene factors, he has the lower turnover intention. The relation between turnover intention and policy and administration of the company is the highest. An overall hygiene factor is the second. Job security is the third. Besides, the relationship with subordinates is the lowest.
（3）Age、tenure and risk-taking have significant influence on turnover intention, but gender、level of education、family responsibility、agreeableness and open to experience don’t have significant influence.
（4）An overall hygiene factors only has interaction with family responsibility. As a result, one who has heavy family responsibility has lower turnover intention and if he has lower agreement on hygiene factors, his turnover intention will be higher. Although one has light family responsibility has the same result with the one who has heavy responsibility, the degree of turnover intention is different. One who has heavy responsibility raises his agreement on overall hygiene factor and the degree of change in turnover intention is larger than the light family responsibility. This result shows that if the agreement on an overall hygiene factors increase in the same range, then the one who has heavy family responsibility will have lower turnover intention. And this lower range will be far more beyond who has light family responsibility.
（5）Regarding interaction with each hygiene factor and each personal characteristics, there are three findings：First, the one with high agreeableness has lower turnover intention than the low agreeableness as he has good relationship with colleagues. Besides, the one with low agreeableness has higher turnover intention than the high agreeableness as he has good relationship with colleagues. Owing to his bad temper, if he can get well with others we can guess that he hides his negative emotion on purpose, or the relationship between colleagues isn’t sincere. Secondly, the one with high open to experience has lower turnover intention as he is great in personal life and he has higher turnover intention as he is bad in personal life. Although one who has low open to experience has the same result with the one who has high open to experience, the degree of turnover intention is different. One who has low open to experience raises his agreement in personal life and the degree of change in turnover intention is larger than the high open to experience. Thirdly, the relationship with subordinates influences the turnover intention if the person who has low open to experience. But, the relationship with subordinates don’t significantly influence the turnover intention if the person who has high open to experience.

並列關鍵字

personal characteristics ； turnover intention ； hygiene factors

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