薪資滿意與工作壓力對組織氣候、組織承諾對離職傾向之交乘調節研究

A Cross Multiply Adjustment Study of the Effect of Salary Satisfaction and the Work Pressure on the Organizational Climate, Organizational Commitment on Turnover Intention

李德治(De-Chih Lee) ； 劉銀讚(Yin-Tsan Liu) ； 洪麗美(Li-Mei Hung) ； 毛格民(Ko-Min Mao)

《弘光學報》 78期 (2016/09) Pp. 223-252

https://doi.org/10.6615/HAR.201609.78.15

摘要

本研究之目的在於探討工作壓力與薪資滿意度對組織氣候、組織承諾與離職傾向間之調節作用，以壽險業務人員為研究對象，共發放990份問卷，有效問卷回收數為771份。本研究發現組織氣候會透過組織承諾的完全中介作用傳遞進而影響離職傾向。且高工作壓力會有較高的離職傾向，高組織承諾的員工在高工作壓力情況下相較於低組織承諾的人有較低的離職傾向。此外當高工作壓力情況下，較高的薪資滿意度也可有效地降低離職傾向。故在高工作壓力環境下，提高員工薪資為企業留住人才可採用之方案。

關鍵字

組織氣候 ； 組織承諾 ； 工作壓力 ； 薪資滿意度 ； 離職傾向

並列摘要

The purpose of this study was to investigate the job stress and salary satisfaction with organizational climate, organizational commitment and separation between the regulation of dumping in the life insurance business personnel for the study, a total of 990 questionnaires, 771 valid questionnaires recovered as the number of copies. The study found that fully mediated by organizational climate will transfer thereby affecting organizational commitment turnover intention. And a high working pressure have a higher tendency to leave people high organizational commitment of employees working under high pressure conditions compared with low organizational commitment have lower turnover intention. In addition, when working under high pressure conditions, higher pay satisfaction may also be effective in reducing turnover intention. Therefore, under high pressure working environment, improve employee payroll program people can be taken to keep the enterprise.

並列關鍵字

Organizational climate ； Organizational commitment ； Work stress ； Pay satisfaction ； Turnover intention

參考文獻

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