知覺屈就與離職意圖關係之研究－以敬業貢獻為中介變數

A Study on the Relationship between Overqualification and Turnover Intention: Work Engagement as a Mediator

沈青慧(Ching-Hui Shan) ； 鄭惠玉(Huei-Yu Cheng)

《管理科學研究》 12卷2期 (2018/12) Pp. 23-33

https://doi.org/10.6873/MSR.201812_12(2).0002

摘要

本文旨在瞭解工作者知覺屈就（知覺「高才低就」及知覺「才非所用」）、敬業貢獻對離職意圖之影響。本研究透過問卷調查法，以台灣全職上班族為樣本，透過網路及紙本方式發放問卷，共回收292份有效問卷。實證結果發現：知覺「高才低就」及知覺「才非所用」等二項因素分別對敬業貢獻皆具有負向的顯著影響，而敬業貢獻對離職意圖具有負向的顯著影響。另外，透過階層迴歸分析發現，敬業貢獻對於知覺「高才低就」、離職意圖具有完全的中介效果，而敬業貢獻對於知覺「才非所用」、離職意圖具有部份的中介效果。最後，針對研究的結果，提出了具體的實務建議與未來研究建議。

關鍵字

知覺屈就 ； 敬業貢獻 ； 離職意圖

並列摘要

The purpose of this study is to examine how perceived overqualification (including perceived overeducated and mismatch) and work engagement impact on employees' turnover intention. The survey sampling are full-time employees in Taiwan by internet and traditional questionnaires survey. Total 292 valid has received. The research result found the perceived overeducated and perceived mismatch negatively related to employees' work engagement. Work engagement negatively related to employees' turnover intention. Moreover, by hierarchical regression process, we found that employees' work engagement mediated the relationship between perceived overeducated and employees' turnover intention, on the other hand, employees' work engagement partially mediated the relationship between perceived mismatch and employees' turnover intention. The study provide the practical implications and further research suggestions.

並列關鍵字

Perceived Overqualification ； Work Engagement ； Turnover Intention