- 學位論文
賦權對離職傾向之影響研究-檢視心理契約違犯之干擾效果
A Study of the Effect of Empowerment on Turnover Intention -Examining the Moderating Effects on Psychological Contract Breach.
摘要
本研究之主要目的在以賦權、心理契約違犯與離職傾向等相關理論，提出一個研究架構，來詮釋如何對於不同政經背景、文化環境下的大陸投資事業，藉由員工賦權知覺的強化以及降低心理契約違犯的干擾，消除陸籍人員因賦權不足或因知覺心理契約違犯所帶來之高離職傾向等負面效應。 為達研究之目的與獲得實證結果，本研究方法採取問卷調查方式，以大陸廣州經濟技術開發區台資企業之員工為對象，總計發放300份問卷，有效問卷為247 份，問卷回收率82.3％；經以 SPSS 統計軟體對所收集之問卷進行分析，並將所得結果與研究假說對照，提出本研究之結論與建議。茲將研究結論摘述如下： 一、離職傾向與各變數間關係 (一)、員工對經濟面心理契約違犯的知覺與心理面心理契約違犯的知覺與離職傾向均呈現顯著的正相關。 (二)、經濟面心理契約違犯在賦權對離職傾向間產生干擾效果。 (三)、心理面心理契約違犯在賦權對離職傾向間產生干擾效果。 二、個人屬性在各變項之差異 (一)、員工之年齡、教育程度與現職年資與其賦權知覺具顯著差異。 (二)、員工之性別、教育程度對於心理契約違犯之知覺具顯著差異。 (三)、員工之性別在離職傾向具顯著差異。 本研究依據實證分析結果，於本文最後章節提出研究發現、結論及建議，期提供給大陸經營的台資企業之管理階層與人力資源管理部門參考。
並列摘要
The main purpose of this thesis is to study the relationship among empowerment, psychological contract breach and turnover intention in different political, economic and cultural environment in China. The reinforcement of the perception of employees’ empowerment and the reduce of moderating effect of psychological contract breach can raise the commitment of employees and eliminate the negative impact of high turnover intention by lack of empowerment and psychological contract breach. The study used a questionnaire survey to collect data. 300 questionnaires were sent to the employees of Taiwan corporate in Guangzhou Economic & Technological Development Zone, Guangzhou, China, 247 were returned and valid. The valid return rate was 82.3%. SPSS was used to analyze data; scale reliability analysis, descriptive statistics analysis, analysis of variance, Pearson correlation coefficient analysis and regression analysis. Research findings included: 1. The relationship among turnover intention and other variables (1). The employees’ perception of psychological contract breach in economical and psychological had significant positive correlation with turnover intention. (2). The psychological contract breach in economical conducted moderating effects between empowerment and turnover intention. (3). The psychological contract breach in psychological conducted moderating effects between empowerment and turnover intention. 2. The variance between the individual dimension and each variable. (1). The age, education, and years of service working of employees had significant variance with the perception of empowerment. (2). The gender and education of employees had significant variance with the perception of psychological contract breach. (3). The gender of employees had significant variance with turnover intention. At last, based on the empirical analysis of this thesis, the findings, conclusions and recommendations in the last chapter of this thesis can be referred to by the management level and the department of human resource of Taiwan-capital corporate in China.