心理氣候對留職意向的影響—以工作滿意、組織承諾、工作投入為中介變數

THE IMPACTS OF THE PSYCHOLOGICAL CLIMATE ON STAYING INTENTIONS WITH JOB SATISFACTION ORGANIZATIONAL COMMITMENT AND JOB INVOLVEMENT AS MEDIATORS

陳游祥(Yu-Hsiang Chen)

指導教授 ： 楊浩二

大同大學/經營設計學院/事業經營學系所/碩士(2012年)

摘要

本研究以一般企業的員工為研究對象，探討員工心理氣候層面、工作滿意、組織承諾、工作投入對留職意向影響。本研究之心理氣候採用支持管理、角色清晰、貢獻、肯定、自我表達和挑戰六個構面。一個企業發展與員工行為表現息息相關，員工的心理的感受會影響其認知與行為。當企業員工心理上對組織的認同度高時，對工作滿意、組織承諾、工作投入也呈現正向影響，從而增加留職意向。希望藉此研究加強對員工心理層面的瞭解、並強化員工對組織的承諾、培養員工工作的價值認同、增加員工留職意願。
本研究的研究對象選定有使用網路經驗者，利用網路進行問卷調查。經過兩個月的問卷回收，實際回收298份，刪除無效問卷16份後，有效問卷數為282份。經彙整相關資料後，使用統計套裝軟體SPSS 18.0版，進行敘述性統計分析、信度分析與因素分析。另外使用AMOS 18.0版之結構方程模式，來進行假設模式的適配度分析，區別效度分析與假設的檢定。
研究結果發現:(1)H1:心理氣候對工作滿意有顯著正向的影響。(2)H2:心理氣候對工作投入有顯著正向的影響。(3)H3:工作滿意對組織承諾有顯著正向的影響。(4)H4:工作投入對留職意向無顯著正向的影響。(5)H5:組織承諾對留職意向有顯著正向的影響。(6)H6:工作滿意對留職意向無顯著正向的影響。(7)H7:組織承諾完全中介工作滿意對留職意向的影響。(8)H8:不成立，即心理氣候無法透過工作投入為中介對留職意向產生影響。
本研究之結論，建議提高員工之留職意向，企業可有以下的作為
1. 定期提供員工在職訓練，提升工作專業技能來因應新的市場需求。
2. 員工工作職能調查，以瞭解員工的專長與能力，適才適所安排適當的工
作職務，讓員工有成就感也增加工作滿意度。
3. 執行公平合理的獎酬制度，讓績效好的員工獲得獎勵。
4.暢通的建議管道，讓員工的問題與需求能讓決策者知道。

關鍵字

心理氣候 ； 工作滿意 ； 工作投入 ； 組織承諾 ； 留職意向

並列摘要

For testing the proposed model and hypotheses, this study conduct a website survey with 298 valid questionnaires returned. The data were analyzed by using SPSS18.0 and AMOS 18.0. The findings of this study show that: (1) H1: Psychological climate has a significantly positive effect on job satisfaction. (2) H2: Psychological climate has a significantly positive effect on job involvement. (3) H3: Job satisfaction has a significantly position effect on organizational commitment. (4) H4: Job involvement does not have a significantly positive effect on staying intentions. (5) Organizational commitment has a significantly positive effect to desire on staying intentions. (6) H6: Job satisfaction does not have a significantly positive effect on staying intentions. (7) H7: Organizational commitment has a complete mediating effect on how job satisfaction affects to staying intentions. (8) H8 was not supported, meaning that the effect of psychological climate on staying intentions was not mediated by job involvement.
According to the findings of this study, for enhancing employees’ staying intentions the business may pay more attention to the following actions:
1.Routinely provide employees with on-the-job training, by which to enrich their professional working skills to better respond to new market demands.
2.Investigate employees’ job skill, by which to arrange them at suitable working positions, and increase their job satisfaction.
3.Implement a fair and rational reward system, by which to recognize employees with good performance.
4.Smooth an opinions and suggestions channel, by which to bring employees’ problems and needs to the decision maker’s knowledge.

並列關鍵字

Psychological climate ； Job satisfaction ； Job involvement ； Organizational commitment ； Staying intentions.

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