工作價值觀、工作滿足、組織承諾與離職傾向關聯性之研究

本研究旨在探討證券經紀人之工作價值觀、工作滿足、組織承諾與離職傾向的關係。研究對象以B證券公司證券經紀人為主，問卷以便利取樣的電子問卷的形式進行發放，並採用以進行資料蒐集，共回收154份有效問卷，回收率為45.9%，並透過差異性分析、相關分析、迴歸分析以探討變項間的關係。根據分析結果得知，已婚員工在工作滿足和組織承諾的表現顯著高於未婚員工，工作價值觀正向影響工作滿足和組織承諾，工作滿足則負向影響離職傾向，工作滿足與組織承諾在工作價值觀和離職傾向之間皆具有中介效果。企業可通過在員工招募時對面試者進行篩選，以降低員工進入組織無法適應組織文化或工作條件而產生的離職傾向。企業亦可選擇根據員工在工作中的追求進行制度上的改變，提高員工對組織的向心力，從而減少員工會產生想要離開組織的意願。

關鍵字

離職傾向；工作價值觀；工作滿足；組織承諾；證券業

並列摘要

The purpose of this study is to examine the relationship among work values, job satisfaction, organizational commitment and turnover intention of stockbrokers in B securities company. The questionnaires were released in the form of internet questionnaire, 154 valid questionnaires were collected, the return rate is 45.9%. Independent Sample t test, ANOVA, correlation analysis, regression analysis are used to examine the relationship. This study found that married employees have significantly higher job satisfaction and organizational commitment than unmarried employees, job satisfaction and organizational commitment are positively influenced by work values, turnover intention is negatively influenced by job satisfaction. Job satisfaction is fully mediated between work values and turnover intention, while organizational commitment is partially mediated in this relationship. Companies can filter interviewers during recruitment to reduce their turnover intention because of unable to adapt to the organizational culture or working conditions. Companies may also choose to make institutional changes based on employees' job pursuits to increase employees' commitment to the organization, thereby reducing employees' desire to leave.

並列關鍵字

turnover intentions ； work values ； job satisfaction ； organizational commitment ； stockbrokers

參考文獻

Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.

丁志達（2012）。人力資源管理（第二版）。揚智文化事業有限公司，新北市。