高達七成以上的新進人員認為組織提供的薪酬水準,遠低於自身知識、技術、能力條件應得的報酬水準,容易產生知覺屈就感受,在工作上缺乏敬業精神,甚至誘發其離職意圖,繼而影響企業組織運作的穩定性。本研究目的是檢驗知覺屈就、敬業精神與離職意圖之間的關係,並探討成長需求強度於其間的調節效果。本研究以以電信專業人員為對象,經由問卷方式蒐集資料,共回收有效問卷385份,進行迴歸分析。分析結果顯示,知覺屈就對敬業精神產生負向影響,知覺屈就對離職意圖產生正向影響,而成長需求強度對知覺屈就與敬業精神、離職意圖未具調節效果。根據上述結果,本研究提出若干管理意涵與未來研究方向建議。
A majority of newcomers are not satisfied with their pay levels relative to the level knowledge, skills, and ability owned by themselves. As perceived overqualification may give rise to lack of work engagement and increasing intention to leave, the purpose of this study is to investigate the relationships among perceived overqualification, work engagement, and intention to leave as well as explore the moderating effect of growth need strength. This study gathered data from telecom technicians via on-line questionnaire. A total of 385 valid questionnaires was obtained and analyzed. The results of regression analysis showed that perceived overqualification was negatively associated with work engagement and positively associated with intention to leave. However growth need strength did not moderate the relationships between perceived overqualification and work engagement and intention to leave. Based on the above results, this study provided feasible managerial implications and suggestions for future research directions.