台灣金融業薪酬公平、組織承諾與離職傾向關係之研究-以調節焦點為干擾變項

A Research of the Relationships among Compensation Justice, Organizational Commitment, and Turnover Intention for Financial Industry in Taiwan ─Regulatory Focus as Moderating Variable

何柏彣(Bo-Wen He)

指導教授 ： 李元墩 ； 林秋娟

長榮大學/管理學院/經營管理研究所(博)/碩士(2011年)

https://doi.org/10.6833/CJCU.2011.00027

摘要

面對知識經濟時代的來臨以及競爭日益激烈的環境，金融服務業亦為現代經濟體系之重要樞紐，根據2008年統計國內服務業產值已高達GDP的73.2%，金融服務業更居其中重要的比例。本研究以薪酬公平為自變項，離職傾向為依變項，並以組織承諾為中介變項,探討金融業從業人員組織承諾在薪酬公平與離職傾向關係中之中介效果，並近一步將調節焦點視為薪酬公平與組織承諾間的干擾變項，以了解各變項間的影響效果。
本研究採用問卷填答方式，受測對象為國內台南地區20家銀行之員工，透過立意抽樣方式共發出400份問卷，共計回收有效問卷191份，有效回收率為47.75%，並應用變異數分析、複迴歸分析、Pearson相關分析、層級迴歸分析與結構方程模式(SEM)等統計方法驗證本研究之假設。
根據分析結果歸納出研究結論如下：1.薪酬公平與組織承諾有顯著正向相關，且能產生顯著正向影響;2.組織承諾與離職傾向有顯著負向相關，且能產生顯著負向影響;3.薪酬公平與離職傾向有顯著負向相關，且能產生顯著負向影響; 4.薪酬公平會因調節焦點之干擾作用而對組織承諾產生顯著正向影響;5.組織承諾在薪酬公平與離職傾向中具有完全中介效果。6.組織承諾及離職傾向在部分個人基本變項上有顯著差異。最後就本研究之研究發現與管理意涵作探討，並具體呈現研究貢獻與建議，以供學術界與企業界作為參考之用。

關鍵字

薪酬公平 ； 組織承諾 ； 離職傾向 ； 調節焦點 ； 台灣金融業

並列摘要

In face of an increasingly competitive environment in the epoch of knowledge economy. Financial service industry is a key point in modern economic system. Banking service occupies a large percentage of the service industry.The purpose of this research was to test a hypothesized model regarding compensation justice, turnover intention and organizational commitment in Taiwan financial industry. Besides, we defined the regulatory focus as a moderator between the compensation justice and organizational commitment.
This research adopts questionnaire fill up answer style. After using stratified and purposive sampling, there were 191 effective questionnaires returned among 400 questionnaires distributed from 20 banks in Taiwan. The usable returned rate was 47.75%. The data were analyzed by a variety of statistical methods, such as regression analysis, Pearson product-moment correlation, hierarchical regression analysis, ANOVA and SEM to testify the hypotheses of this study and fit-appropriation model of theory building. The results of this study are concluded as follows:
1. There is a significant positive correlation between compensation justice and organizational commitment. Compensation justice has a significant positive effect on organizational commitment.
2. There is a significant negative correlation between organizational commitment and turnover intention. Organizational commitment has a significant negative effect on turnover intention.
3. There is a significant negative correlation between compensation justice and turnover intention. Compensation justice has a significant negative effect on turnover intention.

4. Regulatory focus shows a significant moderating effect between compensation justice and organizational commitment.
5. Organizational commitment shows a significant mediating effect between compensation justice and turnover intention.
6. Organizational commitment and turnover intention are significantly different based on some demographic variables for expatriates.
Finally, this researcher takes the discussion with the conclusions and management implications of this research and provides concrete contributions and suggestions for industrial and academia reference.

並列關鍵字

Compensation Justice ； Organizational Commitment ； Turnover Intention ； Regulatory Focus ； Financial Industry In Taiwan

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