工作鑲嵌在離職傾向中所扮演之角色 —以中華電信中部分公司為例

THE ROLE OF THE JOB EMBEDDEDNESS CONSTRUCT IN TURNOVER INTENTION – AN EMPIRICAL STUDY OF CHUNGHWA TELECOM

林詠梅(Yuang-Mei Lin)

指導教授 ： 孫碧娟

大同大學/經營設計學院/事業經營學系所/碩士(2007年)

摘要

本研究延伸工作鑲嵌(job embeddedness)理論，將工作鑲嵌分成兩個次構面：職內鑲嵌(on-the-job)、職外鑲嵌(off-the-job)，並深入探討工作滿足、組織承諾、工作績效、工作鑲嵌與離職意圖之關係，以及工作鑲嵌對工作滿足、組織承諾、工作績效與離職傾向間的干擾效果。本研究以中華電信中部分公司的員工為研究對象，共回收1100份有效問卷，統計分析後獲得以下研究結果：工作鑲嵌、工作滿意、組織承諾及工作績效分別與員工的離職傾向呈現負向關係，且工作鑲嵌在工作滿意、組織承諾、工作績效與離職傾向之間呈負向干擾。此外，本研究發現不論是職內鑲嵌或職外鑲嵌亦具有負向干擾效果，其中以職內鑲嵌效果較大。
另外，本研究發現加入工作鑲嵌變數後對離職傾向的解釋力顯著地增加，此研究結果可以提供給企業管理者在管理與預防員工的離職行為時，除了透過增加員工滿意、塑造員工對組織的承諾感，亦可將焦點放在透過提昇員工工作鑲嵌，以達到降低員工離職傾向的效果，進而減少員工離職行為的發生。

關鍵字

工作績效 ； 組織承諾 ； 工作滿意 ； 離職傾向 ； 工作鑲嵌

並列摘要

This study extends the theory of job embeddedness, which was disaggregated it into two major subdimensions, on-the-job and off-the-job embeddedness, and discusses the associations among job satisfaction, organizational commitment, job performance, job embeddedness, and turnover intention. Besides, this study also focuses on the moderating role of job embeddedness in the effects of job satisfaction, organizational commitment, and job performance on turnover intention. The survey is conducted by questionnaires and the subject of this study is employees of the Chunghwa Telecom branch company in the middle area. There are 1100 respondents completed the questionnaires, representing an effective response rate of 55%. Consistent with these hypotheses, the results support that the negative relationship between job embeddedness, job satisfaction, organizational commitment, job performance and turnover intention. In addition, job embeddedness moderated the effects of job satisfaction, organizational commitment, job performance on turnover intention. Moreover, this study finds that on-job embeddedness moderated the effects of job satisfaction, organizational commitment, job performance on turnover intention more intensively than off-job embeddedness did.
Specially, this study added the variable of job embeddedness to the model of turnover intention, and then the explained variance of this model increases significantly. The result means that job embeddedness significantly affect turnover intention. As a result, the manager can consider employing job embeddedness (especially on-the job embeddedness) to reduce employee's turnover intention.

並列關鍵字

Organizational commitment ； Job satisfaction ； Turnover intention ； Job embeddedness ； Job performance

參考文獻

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