銀行業員工個人工作適配、工作滿意度與留任意願關聯性之研究

A Study on the Relationships among Person-Job Fit, Job Satisfaction, and Intention to Stay in the Banking Industry

彭安全(Peng An-Quan)

指導教授 ： 黃能堂

國立臺灣師範大學/科技與工程學院/科技應用與人力資源發展學系/碩士(2022年)

https://doi.org/10.6345/NTNU202205207

摘要

全球化趨勢下，銀行業從原本高度管制的產業已慢慢趨於開放，傳統銀行業的實體服務漸漸轉型為數位服務的金融科技業，金融科技是指金融業與科技業的結合，在發展金融科技過程中，跨領域人才是非常關鍵的要素，而融合兩種不同領域下，員工的能力是否與工作適配，進而帶動產業轉型，是目前企業最關心的議題。
研究旨在探討銀行業加入金融科技下，員工個人工作適配、工作滿意度與留任意願關聯性及現況，以便利抽樣的方式，使用問卷調查法。研究對象為銀行業之在職員工，問卷共回收201份，並以敘述性統計分析、信度分析、皮爾森相關分析、簡單迴歸及階層迴歸分析等方法。研究結果為(1)個人工作適配顯著正向影響留任意願；(2)個人工作適配顯著正向影響工作滿意度；(3)工作滿意度顯著正向影響留任意願；(4)工作滿意度對個人工作適配與留任意願具有完全中介效果。

關鍵字

個人工作適配 ； 工作滿意度 ； 留任意願

並列摘要

Under the trend of globalization, the former highly-regulated banking industry is opening up to change, shifting from its traditional “brick-and-mortar” services to digitalization, transforming the industry into financial technology. Financial technology refers to the combination of financial industry and technology industry. In the process of developing financial technology, cross-domain talent is a very key element. Under the integration of two different fields, whether the ability of employees is suitable for work, and thus drive industrial transformation is currently the most concerned issue of enterprises.
This study aims to evaluate the current status and relationship among person-job fit, job satisfaction, and intention to stay in the banking industry after implementing financial technology techniques, utilizing convenience sampling via questionnaire methods. The enrolled subjects were in-service employees who in the banking industry, and a total of 201 questionnaires were included. Data were analyzed using narrative statistics, reliability analysis, correlation analysis, regression analysis for statistical meaning. The result includes person-job fit has a positive effect on the intention to stay; person-job fit has a positive effect on job satisfaction; job satisfaction has a positive effect on the intention to stay; job satisfaction on person-job fit and intention to stay has full mediation impact.

並列關鍵字

Person-job fit ； Job satisfaction ； Intention to stay

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. https://doi.org/10.1037/0022-3514.51.6.1173

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396. https://doi.org/10.1037/h0054346

一、中文部分

王郁智、章淑娟、朱正一（2006）。升遷機會、社會支持、工作滿意度與留任意願之相關性研究。志為護理－慈濟護理雜誌，5（4），90-101。

https://doi.org/10.6974/TCNJ.200608.0090