高科技專業人員組織認同、組織承諾與離職關係之研究-以主管領導為調節變項

由於台灣高科技產業的離職率相當的高，因此高科技專業人員的離職傾向是相當值得探討的主題。本研究主要探討高科技專業人員的組織認同、組織承諾與離職傾向的關係；並探討高科技專業人員其主管領導風格在組織承諾與離職傾向調節效果；另外也將太討高科技專業人員其離職傾向與離職行為的關係。本研究採用問卷法，以高科技產業專業人員為研究對象，並主要採用相關分析法與迴歸分析法，得出下列之結果： 1. 組織認同對於離職傾向有負向影響； 2. 組織認同對於組織承諾有正向影響； 3. 組織承諾對於離職傾向有負向影響； 4. 組織承諾對於組織認同與離職傾向具有中介效果； 5. 轉換型領導較交易型領導對於離職傾向具有影響力； 6. 本研究結果未支持主管領導風格對於組織承諾與離職傾向的調節效果； 7. 離職傾向對於離職行為有正向影響。研究者亦根據研究結果，本研究針對企業組織、高科技專業人員以及人力資源工作者提出相關建議。

關鍵字

組織認同；組織承諾；離職傾向；離職行為；轉換型領導；交易型領導

並列摘要

Since the turnover rate of high technology industry in Taiwan is critical, the turnover of high technology professionals is a worthy topic to discuss. This is a study for the relationship among organizational identification, organizational commitment and turnover intention in high technology industry. And explore the moderating effects of leadership between organizational commitment and turnover intention. The study researcher collected data through questionnaire from the professional talents working in the high technology company. And in this study, the researcher mainly used correlation analysis and regression analysis. The results are listed as follows: 1. The organizational identification has a negative impact on turnover intention. 2. The organizational identification has a positive impact to organizational commitment. 3. The organizational commitment has a negative impact to turnover intention. 4. The organizational commitment has a moderating effect between organizational identification and turnover intention. 5. The Transformational leadership has more negative impact than transactional leadership to turnover intention. 6. The results did not support the moderator of leadership between organizational commitment and turnover intention. 7. The turnover intention has a positive impact to turnover behavior. According to the results, the several suggestions were provided for high technology industry, professionals of high technology industry and human resources management.