人格特質、組織氣候對離職傾向之研究 -以台灣高鐵為例 摘要 截至2011年7月31日止,台灣高鐵營運四年半來,已旅運逾1億3,914萬人次,儼然已成為台灣西部走廊最重要的大眾運輸工具之一,「一日生活圈」(One-day Living Circle)的生活型態因此形成。在特殊的工作環境和鐵路法法規的規範與專業的訓練要求前提之下,組織成員的遴選與留用、「人」和組織環境的互動與實際感受等心理層面,實為重要的探討議題。為避免人力的斷層與有效降低離職率,本研究將以離職傾向作為判斷組織成員實際發生離職行為的預測指標。 本研究以人格特質、組織氣候、離職傾向的理論基礎為基本架構,並以質性深度訪談的方式進行本研究,訪談對象以十位仍任職於台灣高鐵的列車組員為主。本研究目的為探討以兩點: 1.探討高鐵列車組員離職傾向是否受內外控人格特質的影響。 2.探討以內外控人格特質的理論基礎下,在相同的組織氣候裡何者會呈現較高之離職傾向。
The Research of Turnover Intention among Personality Traits and Organizational Climate-A case of Taiwan High Speed Rail ABSTRACT Ended of July 31, 2011, four and a half years of operation of the Taiwan High Speed Rail, more than 100 million 3,914 million travelers. It has become one of the most important public transportation in Taiwan's western corridor and set up the One-day Living Circle lifestyle . Under the premise of the unique work environment, railway law and regulations, norms and professional training requirements, the selection of members of the organization and retention, and organizational climate interaction and the actual feelings of psychological. To avoid human faults and reduce the turnover rate, turnover intention will be the best way to judge and predict members’ actually turnover behavior. In this study, personality traits, organizational climate, turnover intention, the theoretical basis for the basic framework and qualitative depth interviews conducted in this study, the research will interview ten present train crews at the Taiwan High Speed Rail Co., The purpose of this study was to explore the following two points: (1) to explore the high-speed rail train crew turnover intention is affected by the impact of Internal-External Locus of Control. (2) to explore the theoretical basis of Internal-External Locus of Control, who is in the same organizational climate will show higher turnover intention.
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