觀光旅館實習生工作鑲嵌、組織承諾與留任意願之研究—以組織氣候為干擾變項

A Study of Job Embeddedness, OrganizationalCommitment,and Intention to Stay in Tourist Hotels for Internship Students - Organizational Climate as a Moderator

陳楷婷(Kai-Ting Chen)

指導教授 ： 陳翰紳 ； 張曉平

中山醫學大學/健康管理學院/健康餐飲暨產業管理學系碩士班/碩士(2016年)

摘要

因應政府推動觀光產業與開放大陸遊客來台觀光等政策，國際品牌連鎖飯店皆競相來台投資，觀光旅館家數提升意味將有更多人力需求。然而，流動率居高不下一直是飯店人力資源管理上的隱憂，高離職率會使組織耗費很大的成本，對組織競爭優勢會產生影響，因此如何留住適任的員工，降低離職傾向是目前非常關切的議題。本研究目的乃在探討觀光旅館實習生工作鑲嵌(組織適配、組織犧牲、組織連結)、組織承諾與留任意願之關係，並探討組織氣候是否會對組織承諾與留任意願產生干擾效果。
本研究採用便利抽樣的方式進行問卷調查，受測對象為在觀光旅館實習半年至一年的實習生。問卷總計發放300份，回收有效問卷為225份，有效回收率為75%。研究結果顯示：工作鑲嵌子構面的組織適配、組織連結、組織犧牲與組織承諾皆有顯著的正相關；組織承諾與留任意願有顯著的正相關；工作鑲嵌子構面的組織適配、組織連結、組織犧牲與留任意願有顯著的正相關；組織承諾會對工作鑲嵌與留任意願產生中介效果；組織氣候會對組織承諾與留任意願之間產生干擾效果。透過此一研究，希望有助於組織管理階層研擬出適當之人力資源政策與實務，探討實習生欲留任於目前的實習單位的原因，進而為組織創造更多效益。

關鍵字

工作鑲嵌 ； 組織承諾 ； 員工離職 ； 留任意願 ； 組織氣候

並列摘要

In response to the policy of tourism industry and opening of Chinese tourists, lots of international chain hotels seek for investment opportunities. The increasing number of hotels in Taiwan demands for more related workers. However, the high employee turnover rate has always been a concern for hotel management and also cost big portion of the capital for the organizations which will further impact on the competitive advantage of the organizations. Therefore, how to retain skillful staffs and reduce the turnover intention are the issues nowadays. This research aims to explore the relations among job embeddedness (organizational fit, organizational sacrifice and organizational links), organizational commitment and intention to stay of employees in tourist hotels in Taiwan. We also examine if the organizational climate has impact toward organizational commitment and intention to stay.
The research method was to use questionnaire survey and collected data through convenience sampling. The samples of this research were employees who had learned in the hospitality school and had worked in the tourist hotels in Taiwan over one year. There were 300 questionnaires to dispatch. A total of 225 questionnaires were received, with a responding rate of 75%. The results indicated that: A positive correlation is found between job embeddedness (organizational fit , organizational links and organizational sacrifice) and organizational commitment. A positive correlation is found between organizational commitment and intention to stay. A positive correlation is found between job embeddedness (organizational fit, organizational links and organizational sacrifice) and intention to stay. Organizational Commitment has mediation effect on the relationship between Job Embeddedness and intention to stay. Organizational climate has moderation effect on the relationship between organizational commitment and intention to stay. Based on the conclusion above, we hope this research can be useful for management hierarchy to develop favorable human resource policy and practice, and increase the willingness of employee to stay, thus creating more benefit for the organization.

並列關鍵字

Job Embeddedness ； Organizational Commitment ； Employee Turnover ； Intention To Stay ； Organizational Climate

參考文獻

例，朝陽科技大學休閒事業管理系，未出版之碩士論文，台中市。

8.李青松與趙振維(2008)，大學餐旅科系的校外實習制度之探討，餐旅暨家政學刊，第5卷第3期，247-272頁。

15.林俊瑩(2010)，工作滿意度、組織承諾與離職意圖：中小學教師與其他職業之比較。教育實踐與研究，第23卷第1期，1-30頁。

24.范熾文(2007)，教師組織承諾：概念、發展、類別及其啟示，學校行政雙月刊，50，128-144頁。

33.郭德賓、莊明珠(2006)，校外實習課程衝突影響因素對學生就業意願影響之研究：以國立高雄餐旅學院餐飲管理科系為例，餐旅暨家政學刊，第3卷第1期，113-131頁。