新進者的離職情況對很多公司而言是個重要的問題。本研究提出一新進者離職意圖預測模型，以求職者任職前資訊尋找行為、求職者自我洞察能力，以及認知失調預測新進者離職傾向。本研究提出六個研究假設，並以160位於內湖科學園區工作且在目前公司服務未滿一年之受試者填答之問卷進行分析。本研究以階層迴歸分析驗證研究假設，並控制年齡、性別、教育、在目前公司服務時間四個人口統計變數。
分析結果發現，求職者自我洞察能力能降低新進者任職後的認知失調感受；認知失調程度顯著地與離職傾向有正相關。此外，分析結果亦指出認知失調對於任職前資訊尋找行為、求職者自我洞察能力與離職傾向存在完全中介效果。

New comers’ turnover issue has become a critical problem for all walks of life. This study proposes a newcomers’ turnover intention prediction model that pre-application information seeking behavior and candidate self-insight might predict newcomer’s turnover intention with mediation of cognition dissonance. Six hypotheses are tested with 160 samples of newcomers work in work in Neihu Technology Park. Hierarchical multiple regression was applied to test the relationship between each hypothesis by adjusting age, gender, education and tenure in the current organization.

Analytical Results reveal that candidate self-insightful enable newcomers decreasing their cognition dissonance; cognitive dissonance positively related to turnover intention. Results also indicate that cognitive dissonance fully mediated the relationship between: 1.pre-application information seeking and turnover intention; 2. Candidate self-insight to turnover intention.

論文審定書 i
摘 要 ii
目 錄 iv
圖　次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 8
第一節 任職前資訊尋找行為 8
第二節 求職者自我洞察力 11
第三節 認知失調 15
第四節 離職意圖 18
第三章 研究方法 23
第一節 研究架構 23
第二節 研究工具 25
第三節 研究對象 36
第四節 資料分析方法 38
第四章 研究結果 40
第一節 敘述性統計與相關分析結果 40
第二節、本研究模型之迴歸分析結果 45
第五章 結論與建議 58
第一節 研究結論 58
第二節 管理意涵 59
第三節 研究限制與未來研究建議 62
參考文獻 64
中文部分 64
英文部分 65

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