組織文化、自我效能對離職傾向之影響以工作滿意度為中介

The study of Relationship among Enterprise Cultures, Self-Efficacy, Job satisfactions and Turnover Intention

余淑貞(Shu-Chen Yu)

指導教授 ： 賴勇成

健行科技大學/民生創意學院/國際企業經營系碩士班/碩士(2017年)

摘要

員工，是組織中的重要資產，若組織中人員的離職比例高，相對的也會造成組織的成本增加，依據Phillips（1990）研究顯示，一位員工離職所產生的成本約為員工年薪的1.2~2倍，所以員工離職率的探討，是組織績效提升的重要課題。有關離職傾向之前置因素（antecedence），可以歸納成兩個，組織的組織文化、個人的自我效能，因此本研究以在職員工為研究樣本，針對組織文化、自我效能、離職傾向，並以工作滿意度為中介，進行問卷發放。共計發放400份問卷，回收368份有效問卷，32份無效問卷，有效回收率92％。並以結構方程模型（SEM）進行假說檢定分析及中介檢定分析，獲致如下研究結果：組織文化對工作滿意度為正向顯著影響；自我效能對正作滿意度有正向顯著影響；組織文化對離職傾向有負向影響；自我效能對離職傾向有正向顯著影響；工作滿意度對離職傾向有負向顯著影響；內在工作滿意度與外在工作滿意度在組織文化對離職傾向具有中介效果；內在工作滿意度在自我效能對離職傾向具有中介效果，外在工作滿意度在工作滿意度在自我效能對離職傾向不具有中介效果。

關鍵字

組織文化 ； 自我效能 ； 工作滿意度 ； 離職傾向

並列摘要

Employees are important assets to organizations. High turnover rate leads to an increase in the cost. Phillips (1990) stated thatthe cost resulting from an employee’s leave was 1.2 to 2 times of a worker’s annual pay. Therefore, an investigation into employees’ turnover rate is vital to the enhancement of organizational performance. Antecedence of turnover tendency could be divided into two: organizational culture and personal self-efficacy. Therefore, the current study, with in-service employees as theresearch participants, aimed to probe into organizational culture, self-efficacy, and turnover tendency. Job satisfaction was defined as the mediator and a questionnaire survey was adopted. A total of 400 questionnaires were distributed and 368 copies were valid (92%). The structural equation modeling (SEM) was employed for verification of hypotheses and the mediating effect. The results were as follows:

1.Organizational culture positively affected job satisfaction at a significant level.
2.Self-efficacy positively affected job satisfaction at a significant level.
3.Organizational culture negatively affected turnover tendency at a significant level.
4.Self-efficacy positively affectedturnover tendency at a significant level.
5.Job satisfaction negatively affected turnover tendency at a significant level.
6.Intrinsic job satisfaction and extrinsic job satisfaction had a mediating effect between organizational culture and turnover tendency.
7.Intrinsic job satisfaction had a mediating effect between self-efficacy and turnover tendency.
8.Extrinsic job satisfaction did not have a mediating effect between self-efficacy and turnover tendency.

並列關鍵字

enterprise cultures ； self-efficacy ； job satisfactions ； turnover intention

參考文獻

一、中文文獻

1.于子雁（2003）。購併企業之組織文化、工作滿足相關研究-以證券業為例。元智大學管理研究所。桃園市。

2.尹裕君、安妮（1991）。護理人員離職原因與工作滿意度相關性之探討。榮總護理。8。428-436。

3.方潤強（2004）。海軍陸戰隊志願役士官工作滿足與離職傾向研究。義守大學管理研究所。高雄市。

4.王世偉（1998）。國內主要集團企業領導者風格、企業文化及組織運作特色之研究。國立成功大學企業管理學系碩士論文。台南市。