組織自尊、情感性承諾與知覺組織支持對離職傾向之影響

The Influences of the Organizational Based Self-Esteem, Affective Commitment and Perceived Organizational Support on Turnover Intention

洪湘宜(Siang-Yi Hong)

指導教授 ： 徐克成

嶺東科技大學/管理學院/企業管理系碩士班/碩士(2018年)

摘要

本研究目的主要在了解餐飲服務業的個人現況及其離職傾向的影響機制。主要檢驗組織自尊對於離職傾向的影響是否會受到知覺組織支持所干擾；以及情感性承諾對於離職傾向的影響是否會受到知覺組織支持所干擾。本研究對象主要以台中地區三家餐飲服務業為研究對象，並以分層抽樣進行研究，共發出問卷200份，剔除無效問卷11份，有效問卷為189份，有效問卷回收率為94.50%。回收問卷以描述性統計分析、階層迴歸分析及結構方程模式進行資料分析。分析結果顯示：

一、在干擾效果的檢驗部分顯示，組織自尊對於離職傾向無顯著的直接效果存在；且知覺組織支持在組織自尊對於離職傾向無干擾效果。即對本身組織有較高的知覺組織支持，無法削弱其組織自尊對於離職傾向的影響。

二、在干擾效果的檢驗部分顯示，情感性承諾對於離職傾向有顯著的直接效果存在；知覺組織支持在情感性承諾對於離職傾向無干擾效果。即對本身組織有較高的知覺組織支持，無法削弱其情感性承諾對於離職傾向的影響。

關鍵字

組織自尊 ； 情感性承諾 ； 知覺組織支持 ； 離職傾向

並列摘要

The purpose of this study was to explore the demographic statistic variables of catering food services and the mechanism on their turnover intention. Thus, the influences on Organizational Based Self-Esteem to turnover intention will be moderated by Perceived Organizational Support; as well as the influences on Affective Commitment to turnover intention will be moderated by Perceived Organizational Support. The study by Stratified sampling, 200 subjects recruited from three catering food services in the Taichung of Taiwan, and 189 surveys returned from the samples were identified to be valid. The data obtained by questionnaires were analyzed by descriptive statistics, hierarchical regression, and structure equation modeling. The results were as follows:

1. The analysis of moderate effects also revealed the Organizational Based Self-Esteem cann't directly predict turnover intention; the moderation effects by Organizational Based Self-Esteem and Perceived Organizational Support cann't significantly part predict turnover intention. That is, higher Perceived Organizational Support cann't degrade the negative influences on Organizational Based Self-Esteem to turnover intention.

2. The analysis of moderate effects also revealed the Affective Commitment can directly predict turnover intention; the moderation effects by Affective Commitment and Perceived Organizational Support cann't significantly part predict turnover intention. That is, higher Perceived Organizational Support cann't degrade the negative influences on Affective Commitment to turnover intention.

並列關鍵字

Organizational Based Self-Esteem ； Affective Commitment ； Perceived Organizational Support ； Turnover Intention

參考文獻

蔡青青、劉雪娥（1996）。自尊的概念。護理雜誌，43（1），90-94。

一、中文文獻

丁一倫（2003）。影響員工離職傾向因素之探討-以台中地區國際觀光旅館為例。朝陽科技大學休閒事業管理系碩士論文，未出版，臺中市。

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