工作家庭文化對工作價值觀與留任意願關係之調節影響－「世代差異」觀點之探討

The Study on the Moderating effect of Work-Family Culture on the relationship between Work Values and Retaining Willingness - by the Different Generations View

郭恒志(Heng-Chih Kuo)

指導教授 ： 林淑慧

國立中正大學/社會科學院/勞工關係學研究所/碩士(2015年)

摘要

各世代因生長環境背景不同，對於工作抱持著不同的想法，造成工作價值觀的認知也有極大的差異。資深世代對工作多抱持著腳踏實地的奉獻；年輕世代多被認定向心力不足、缺乏忠誠度，跳槽頻繁。而企業為善盡留才責任，推動工作家庭文化以達友善職場的企業形象，藉此吸引外部志同道合的人才及留住內部優秀人才，減少因離職所耗費之訓練與成本。故本研究主要目的在探討不同世代的人員其工作價值觀對留任意願之影響，並以工作家庭文化為調節變項，探討各變項間之影響或關聯性。
本研究透過問卷調查並採取跨層次觀點，將研究變項區分為個人層次與組織層次兩個面向，個人層次變項包含「工作價值觀」與「留任意願」，組織層次為調節變項「工作家庭文化」，透過階層線性模式分析、驗證性因素分析、信度分析、相關分析等方法檢驗研究假設，以瞭解各變項間之關聯性，進而提出相關結論與建議。總計發放130家企業，回收企業問卷數為103家（組織層次：103份，個人層次：477份），回收率為74.87%，有效企業問卷為102家（組織層次：102份，個人層次：466份），有效回收率為72.82%。實證分析結果，如下所述：
1、員工工作價值觀對留任意願具顯著正向影響。
2、工作家庭文化對工作價值觀與留任意願之調節效果得到部分支持，僅工作家庭文化之主管支持對工作價值觀之工具價值與留任意願具調節效果。
3、工作家庭文化對工作價值觀與留任意願之關係之調節效果在不同世代之影響得到部分支持。在工作家庭文化之主管支持對工作價值觀之工具價值與留任意願之影響，僅資深世代具顯著影響，年輕世代不具顯著影響。

關鍵字

工作家庭文化 ； 留任意願 ； 工作價值觀 ； 世代差異

並列摘要

Due to different growth environment and sharing with the same life events within a generation, people of different generations bear extremely cognitive differences of work values. Senior generations conduct work honestly and with dedication whereas younger generations are considered that they lack of coherence and loyalty, who are much more likely to job-hop. Companies put forth the work-family culture to achieve enterprise image promotion of friendly workplace for implementing retention responsibility. The culture is also able to attract external talents and keep interior outstanding employees and reduce turnover cost consumption as well. The main purpose of his study is to discuss the influence of retaining willingness among the work values of different generations, and use work-family culture as moderating variables to discuss the effect of the relationship between work values and retaining willingness.
Research variables were divided into two sections: individual level and organizational level through questionnaire survey with multilevel perspective. Individual level variables include work values and retaining willingness. Work-family culture, the only organizational level variable, was the moderator. The research conducted hierarchical linear modeling, confirmatory factor analysis, reliability analysis and correlation analysis, to test research hypothesis. Of 130 corporate questionnaires, 103 valid samples were collected with retrieve rate of 74.87%. 466 samples of individual level were received. The conclusions of empirical analysis are as follows:
1. Work values of employee have significantly positive impact on retaining willingness.
2. Work family culture has moderating effect on work values and retaining willingness that was partially supported. Only when supervisor support of work-family culture was high, work-values and retaining willingness has significantly moderating effect.
3. Generation difference has influence on work-family culture, work values and retaining willingness that was partially supported. Supervisor support of work-family culture only has significantly impacts on the instrumental value of work values and retaining willingness in senior generation, contrary in younger generation.

並列關鍵字

work-family culture ； retaining willingness ； work values ； generation differences

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