本研究目的在了解看守所戒護人員的個人屬性現況以及其離職傾向的影響機制。主要檢驗領導部屬交換關係(LMX)是否會經由情感性承諾此中介因子來影響戒護人員的離職傾向;以及戒護人員的內外控人格特質對於離職傾向的影響是否會受到情感性承諾所干擾。研究對象主要以北部地區兩所看守所戒護人員為研究對象,共發出問卷250份,剔除無效問卷22份,有效問卷為228份,有效問卷回收率為91.20%。回收問卷分別以描述性統計分析、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、在中介效果的檢驗部分顯示,LMX對於戒護人員的離職傾向有顯著的直接效 果存在;且情感性承諾也能部分中介兩者間的關係。即越偏向圈內人關係的 戒護人員對於本身組織的情感性承諾感也較高,進而產生較低的離職傾向。 二、在干擾效果的檢驗部分顯示,戒護人員的內外控人格特質對於離職傾向有顯 著的正向預測力;且情感性承諾對於離職傾向也有顯著的負向關聯性;情感 性承諾在內外控人格特質對於離職傾向有部分干擾效果。即對於本身組織有 較高的情感性承諾感的戒護人員,越能夠削弱其內控型人格特質對於離職傾 向的影響。
The purpose of this study was to explore the demographic statistic variables of detention guard officers and the mechanism on their turnover intention. Thus, affective commitment was used to examine the mediation effects between LMX and turnover intention; as well as the influences on locus of control to detention guard officers’ turnover intention will be moderated by affective commitment. 250 subjects recruited from two detention centers in the north of Taiwan, and 228 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 mediation effects showed LMX can directly predict the turnover intention of detention guard officers; and affective commitment also can partly mediate the influences between LMX and turnover intention. That is, the higher scores on LMX, detention guard officers also have higher affective commitment on their own organization, and the lower turnover intention. 2. The analysis of moderate effects also revealed the locus of control can positively predict turnover intention; and affective commitment was negatively related to turnover intention; as well as the moderation effects by locus of control and affective commitment can significantly part predict turnover intention. That is, higher affective commitment can degrade the negative influences on internal locus of control to detention guard officers’ turnover intention.