工作價值觀、組織承諾對人資人員離職傾向影響之探討

黃民鵬

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工作價值觀、組織承諾對人資人員離職傾向影響之探討

Discussion of effective impact by work values and organizational commitment towards turnover tendency from human resource staff.

黃民鵬 , Masters　　Advisor：鄭晉昌　　

繁體中文

組織承諾；離職傾向；工作價值觀； Work values ； Organizational commitment ； Turnover tendency

Abstract │ Reference (35) │ Altmetrics

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With the evolution of a modern society, the work values of employees has significantly changed. For instance, while a turnover rate is increased, it impacts the core technology of a business and losing management abilities. Concurrently this leads to a higher training cost. Staff turnover is an employee towards a weaker centripetal force and loyalty in an organization. It also implies increased personnel costs and interruption of technical heritage. A company with the right amount of staff turnover can actually improve corporate metabolism, activation of business organization, stimulation of a new method of management and the introduction of management techniques. However, as a higher staff turnover rate dose not only lower employees'' morale and emotions, but also reduce the productivity and effectiveness of the remaining labor force due to these skilled workers leaving the company.
As a result, in the field of human resource management it is essential to reduce the turnover rate of staff. A sample of this research is based on the same professional background to study the relationship between work values, organizational commitment, cost of employment, and turnover tendency. The work values are the independent variable, staff commitment is the intervening variable, and the cost of employment is the control variable. To investigate the relationship between the turnover tendency of human resource staff and variables, research was conducted by questionnaire.
The convenience sample comprised of 330 questionnaires, retrieving 212 valid samples. It adopts SPSS statistical analysis. As a result we know "purpose values" and "instrumental values" are indirectly associated with organizational commitment. Work value towards turnover tendency is a negative correlation. Organizational commitment towards turnover tendency is a negative correlation. Individual work values towards turnover tendency is an indirect impact. Organizational commitment towards turnover tendency is an direct impact.

Reference ( 35 ) 〈TOP〉

李柏英，「評價歷程的理論與測量：探討價值觀與情境觀聯的新取向」，應用心理研究，第14 期，79~116頁，2002。
連結：
連雅慧，「價值觀與道德發展」，應用心理研究，第15期，5~9頁，2002。
連結：
陳致遠，「人與組織契合類型的區分：組織社會化之應用」，私立中原大學，心理學研究所碩士論文，2005。
連結：
Bluedorn, A. C., “A Unified Model of Turnover from Organization” ,Human Relations, Vol. 35, No. 2, pp. 135-153,1982.
連結：
Bontis, N. “Intellectual Capital: An Exploratory study that develops measures and models”, Management Decision Vol.36,No.2,pp.63-79,1998.
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