自我效能、主管部屬交換關係對網徵人員離職傾向之影響

Impact of Self-Efficacy and LMX on Resignation Tendency of Internet Recruitment

馬有德(Yu-Te Ma)

指導教授 ： 張婉玲

朝陽科技大學/管理學院/保險金融管理系/碩士(2010年)

摘要

因應全球網際網路的興起，利用網路來求職的比例逐年成長，企業的徵才和個人的求職都進入了e化的時代，網際網路增員便成為當下趨勢之所在。針對目前網際網路的全面普及，壽險公司也大量運用此招募管道增員大量的業務員，但這些網徵人員的離職率如何，成為日後業務主管決定是否經由網路徵才時的重要考慮因素。
過去研究顯示具有較高自我效能的業務員，都有著較低的離職傾向；在此同時，愈來愈多的學者開始研究主管與部屬間溝通方式對業務員在公司定著率的影響，而主管與部屬交換關係 (LMX) 是否能降低網徵人員的離職傾向，甚至在自我效能與離職傾向之間具中介效果，成為本研究欲探討的重要因素。因此，本研究採問卷調查方式，以台灣人壽中區透過網路增員為主通訊處之業務同仁為調查對象，共發放350份問卷，回收有效問卷279份。問卷回收後以獨立樣本t檢定、單因子變異數分析和層級迴歸分析等方法，分析網徵業務員的特性並檢驗自我效能、主管與部屬交換關係(LMX)對離職傾向的影響。
研究結果發現已婚者、年齡在30~50歲、有五年以上工作經驗的網徵業務員，具備較高的自我效能與較低的離職傾向。並證實：1.自我效能對主管與部屬交換關係有顯著正向影響。2.主管與部屬關係對離職傾向有顯著負向影響。3.自我效能對離職傾向有顯著負向影響。4.主管部屬交換關係對自我效能與離職傾向間的關係具中介效果。最後並提供學術與實務上的相關建議。

關鍵字

自我效能 ； 主管部屬交換理論 ； 離職傾向 ； 網徵人員

並列摘要

With the rising popularity of the Internet, more and more people are seeking jobs through it. Accordingly, Internet recruiting has become a rising trend nowadays. Insurance companies also take advantage of it to recruit new salespeople. However, the turnover rate of Internet-recruited employees is a factor that influences whether the company would adopt the recruiting system or not.
Previous studies have shown that salespeople with higher self-efficacy are less likely to resign. Meanwhile, many researchers start to look into the influence of leader-member relationship on the employees’ turnover rate.
This study is aimed at investigating how leader-member exchange (LMX) reduces resignation tendency of Internet-recruited employees. In addition, the influence of employees’ self-efficacy and LMX on resignation tendency is also examined.
This study is questionnaire-based. A questionnaire survey was conducted on 350 salespeople of Taiwan Life, a local insurance company. 279 subjects returned the questionnaires. The questionnaires were analyzed using the independent samples t-test, one-way ANOVA, and hierarchical multiple regression analysis.
The results of the analysis show that subjects who are married, aged 30 to 50, and with a five-year work experience have a higher level of self-efficacy and a lower resignation tendency. The results further confirm the following assumptions. First, employees’ self-efficacy and LMX are positively correlated. Second, LMX and employees’ resignation tendency are negatively correlated. Third, employees’ self-efficacy and resignation tendency are negatively correlated. Fourth, an intermediate effect is found between LMX and employees’ self efficacy and resignation tendency.

並列關鍵字

Internet Recruitment ； Resignation Tendency ； Leader-member Exchange ； Self-efficacy

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