工作壓力對離職經驗與工作態度之影響研究

The Research on the Effect of Job Stress to the Experience of Turnover in Association with Job Attitude

吳岱樺(Tai-Hua Wu) ； 郭鈺涓(Yu-Chuan Kuo)

《文大商管學報》 15卷2期 (2010/12) Pp. 137-165

https://doi.org/10.30163/BR.201012.0006

摘要

工作態度（包括組織承諾、工作滿意、工作投入）較佳的員工，會有較好的績效表現，在職場上亦會有較多的就業機會，故一個組織要完全的避免員工離職是不可能的。而工作壓力過高會促使員工離職，但是，適度的壓力會使人對刺激產生挑戰或滿足感的反應，若無此種壓力，便會缺乏動機與創造力。本研究針對工作壓力所造成的離職經驗與工作態度探討發現：離職經驗愈豐富的員工，在工作態度上的表現愈佳，特別是在組織承諾與工作滿意上，都有顯著正向的關係。工作壓力會干擾到離職經驗與工作態度之間的關係，其中組織承諾、工作滿意與工作滿投入都是呈現正向的關係。

關鍵字

離職經驗 ； 工作態度 ； 組織承諾 ； 工作滿意 ； 工作投入 ； 工作壓力

並列摘要

A staff with good performance will have a better job attitude such as organization commitment, job satisfaction and job involvement. It is impossible for an organization to avoid staffs' turnover because staffs with higher performances will have better opportunities at the workplace environment. On the other hand, the higher the job stress the more likely it will cause staffs turnover. However proper job stress will cause the staff to work harder and allow better benefit in the total outcome. The empirical of this research is based on the effect of job stress to the experience of turnover with the association of job attitude. 1. Staffs with more experience of turnover will perform better on their job attitude especially in the factors of organizational commitment and job satisfaction. 2. Job stress will moderate the relationship between experience of staff turnover and job attitude. The factors of organizational commitment and job involvement and job satisfaction have a positive relevance.

並列關鍵字

Staff turnover ； Job attitude ； Organizational commitment ； Job satisfaction ； Job involvement ； Job stress

參考文獻

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