本研究調查了自我增強動機與離職傾向之間的關係。 並且表明了具有高度自我增強動機的員工可以提高他們在公司中的留職率。 此外我們還檢驗了兩個變量在此關係的調節效應，因為其兩者都可以在公司中真正使用和發生，而這兩變量分別是人力資源實踐和感知外部聲譽。 例如頂新集團向客戶出售假油的負面事件造成了嚴重的負面外部聲譽，但這並沒有導致眾多員工離職。 而結果表明，這兩個變量分別具有調節效應，甚至兩個一起也有相同的影響。
本研究總共收集了286份問卷，因中華航空在2019年的罷工事件中產生了負面的外部名譽，所以其中有95份是來自中華航空的員工。在回歸分析上，我們使用了PROCESS v3.1 by Andrew F. Hayes的統計軟體。

The research investigated the relationship between self-enhancement motives and turnover intention. And it showed that employees with high self-enhancement motives can enhance their retention in the corporation. Additionally, we also examined the moderating effect of two variables which were HR practices and perceived external reputation in the relationship since both may be truly used and encounter in the companies. Such as the negative event of Ting-Hsin which sell the fake oil to the customer caused a seriously negative external reputation, but it didn’t lead numerous employees to leave. The results indicated that those two variables have the moderated effect respectively, even together.
We collected 286 questionnaires which included 95 from employees of China airlines who experienced the unfavorable reputation of strike event in 2019, and we used PROCESS v3.1 by Andrew F. Hayes to do our regression analyses.

論文審定書 i
序言 ii
摘要 iii
Abstract iv
I. Introduction 1
1.1 Research Background 1
1.2 Research Purpose 2
II. Literature Review 6
2.1 Self-Enhancement Motive 6
2.2 HR Practices 8
2.3 Perceived External Reputation 15
2.4 Turnover Intention 19
2.5 Self-Enhancement Motives and Turnover Intention 19
2.6 Self-Enhancement Motive, HR Practices and Turnover Intention 21
2.7 Self-Enhancement Motive, Perceived External Reputation and Turnover Intention 25
2.8 Self-Enhancement Motive, HR Practices, Perceived External Reputation and Turnover Intention 27
III. Method 29
3.1 Participants and Procedures 29
3.2 Measures 30
3.3 Variables 30
3.4 Control Variables 32
IV. Results 34
V. Discussion 41
5.1 Managerial Implications 44
5.2 Limitations and Suggestions for Future Research 45
VI. Conclusion 48
Appendix: Questionnaire 49
Reference 54

Akerlof, G. (1984). Gift Exchange and Efficiency Wage Theory. American Economic Review, 74(2), 79-83.
Alicke, M. D., & Govorun, O. (2005). The better-than-average effect. In M. D. Alicke, D. A. Dunning, & J. I. Krueger (Eds.), The self in social judgment (pp. 85–106). Philadelphia, PA: Psychology Press.
Alicke, M. D., & Sedikides, C. (2009). Self-enhancement and self-protection: What they are and what they do. European Review of Social Psychology, 20(1), 1–48.
Alniacik, U., Cigerim, E., Akcin, K., & Bayram, O. (2011). Independent and joint effects of perceived corporate reputation, affective commitment and job satisfaction on turnover intentions. Procedia - Social and Behavioral Sciences, 24, 1177–1189.
Amir Elnaga1 & Amen Imran (2013). The Effect of Training on Employee Performance. European Journal of Business and Management, 5, No.4, 2013.
Andreassen, T.W., Lindestad, B., 1998. The e!ect of corporate image in the formation of customer loyalty. Journal of Service Research 1 (1), 82-92.
Anonymous. (1998, Sept/Oct). What nonprofits need to know about technology. Nonprofit World, 16, 38.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of Applied Psychology, 67(3), 350–360.
Arthur, J. B. 1992. The links between business strategy and industrial relations systems in American steel minimills. Industrial and Labor Relations Review, 45, 488–506.
Arthur, J. B. 1994. Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687.
Ashforth, B.E. and Mael, F. (1989), “Social identity theory and the organization”, Academy of Management Review, Vol. 14, pp. 20-39.
Ashford, S. J., & Northcraft, G. B. (1992). Conveying more (or less) than we realize: The role of impression-management in feedback-seeking. Organizational Behavior and Human Decision Processes, 53, 310–334.
Aw, B. & Tan, H. (1995). Training, Technology and Firm-Level Productivity in Taiwan. Conference on Enterprise and Training Strategies and Productivity. World Bank, June 1995.
Baker, George. 1992. “Incentive Contracts and Performance Measurement.” Journal of Political Economy. June 100:2, pp. 598–614.
Barich, H., Kotler, P., 1991. A framework for marketing image management. Sloan Management Review, 32(2), 94-104.
Bartel, A. P. 1994. Productivity gains from the implementation of employee training programs. Industrial Relations, 33, 411-425.
Bartikowski, B., Walsh, G. and Beatty, S. E. (2011) Culture and relationship ages as moderators in the corporate reputation role and loyalty relationship. Journal of Business Research, 64, 966–972.
Batt, R. 2002. Managing customer services: Human resource practices, quit rates, and sales growth. Academy of Management Journal, 45, 587–597.
Becker, B. E., & Huselid, M. A. (1992). The Incentive Effects of Tournament Compensation Systems. Administrative Science Quarterly, 37(2), 336.
Becker, G. M., Degroot, M. H., & Marschak, J. (1964). Measuring utility by a single-response sequential method. Behavioral Science, 9(3), 226–232.
Bolino, M. C. (1999). Citizenship and impression management: Good soldiers or good actors. Academy of Management Review, 24, 82–98.
Bowling, N. A., Eschleman, K. J., Wang, Q., Kirkendall, C., & Alarcon, G. (2010). A meta-analysis of the predictors and consequences of organization-based self-esteem. Journal of Occupational and Organizational Psychology, 83(3), 601–626.
Cable, D. and Turban, D. B. (2003) The value of organizational reputation in the recruitment context: A brand equity perspective. Journal of Applied Social Psychology, 33, 2244–2266.
Campbell, W. K., & Sedikides, C. (1999). Self-threat magnifies the self-serving bias: A meta-analytic integration. Review of General Psychology, 3, 23–43.
Carmeli, A. (2004). The Link Between Organizational Elements, Perceived External Prestige and Performance. Corporate Reputation Review, 6(4), 314–331.
Carmeli, A. (2005a) ‘Perceived external prestige, affective commitment and citizenship behavior’, Organizational Studies, 26 (3), 443 – 464.
Carmeli, A. and Freund, A. (2009), “Linking perceived external prestige and intentions to leave the organization: the mediating role of job satisfaction and affective commitment”, Journal of Social Service Research, Vol. 35 No. 3, pp. 236-250.
Carmeli, A., Gilat, G. and Weisberg, J. (2006) ‘Perceived external prestige, organizational identification and affective commitment: A stakeholder approach’, Corporate Reputation Review, 9 (1), 92 – 104.
Carmeli, A., & Tishler, A. (2005). Perceived Organizational Reputation and Organizational Performance: An Empirical Investigation of Industrial Enterprises. Corporate Reputation Review, 8(1), 13–30.
Caruana A, Ramasashan B, Krentler KA. Corporate reputation, customer satisfaction, & customer loyalty: what is the relationship? In: Spotts Harlan E, editor. Developments in Marketing Science, vol. 27. FL: Coral Gables; 2004. p. 301.
Casey Ichniowski & Kathryn Shaw (2003). Beyond Incentive Pay: Insiders' Estimates of the Value of Complementary Human Resource Management Practices. The Journal of Economic Perspectives, 17, No. 1 (Winter, 2003), pp. 155-180.
Chaudhury, M., & Ng, I. (1992). Absenteeism Predictors: Least Squares, Rank Regression, and Model Selection Results. The Canadian Journal of Economics, 25(3), 615.
Chen, G., Goddard, T. G., & Casper, W. J. (2004). Examination of the relationships among general and work-specific self-evaluations, work-related control beliefs, and job attitudes. Applied Psychology: An International Review, 53, 349–370.
Chiaburu, D. S., & Tekleab, A. G. (2005). Individual and contextual influences on multiple dimensions of training effectiveness. Journal of European Industrial Training, 29(8), 604–626.
Christine M. Riordan, Robert D. Gatewood and Jodi Barnes Bill. (1997). Corporate Image: Employee Reactions and Implications for Managing Corporate Social Performance. Journal of Business Ethics, Vol. 16, No. 4 (Mar, 1997), pp. 401-412
Collins, C. J., and Smith, K. G. (2006). Knowledge exchange and combination: the role of human resource practices in the performance of high-technology firms. The Academy of Management Journal, Vol. 49, No. 3 (Jun, 2006), pp. 544-560
Colvin, C. R., Block, J., & Funder, D. C. (1995). Overly positive self-evaluations and personality: Negative implications for mental health. Journal of Personality and Social Psychology, 68, 1152–1162.
Cotton, J. L., & Tuttle, J. M. (1986). Employee Turnover: A Meta-Analysis and Review with Implications for Research. The Academy of Management Review, 11(1), 55.
Coyne, I., & Ong, T. (2007). Organizational citizenship behaviour and turnover intention: A cross-cultural study. The International Journal of Human Resource Management, 18(6), 1085–1097.
Crocker, J. (2002). Contingencies of self-worth: Implications for self-regulation and psychological vulnerability. Self and Identity, 1, 143–149.
Crocker, J., & Wolfe, C.T. (2001). Contingencies of self-worth. Psychological Review, 108, 593–623.
Delaney, J. T., & Huselid, M. A. (1996). The Impact of Human Resource Management Practices on Perceptions of Organizational Performance. Academy of Management Journal, 39(4), 949–969.
Dukerich, J. M., Golden, B. R. and Shortell, S. M. (2002) ‘Keeping an eye on the beholder: The impact of organizational identification, identity and image on the cooperative behaviors of physicians’, Administrative Science Quarterly, 47, 507 – 533.
Dutton, J. E. and Dukerich, J. M. (1991) ‘Keeping an eye on the mirror: The role of image and identity in organizational adaptation’, Academy of Management Journal, 34, 517 – 554.
Dutton, J. E., Dukerich, J. M. and Harquail, C. V. (1994) Organizational images and member identification. Administrative Science Quarterly, 39(2), 239–263.
Eberl, M. and Schwaiger, M. (2005) Corporate reputation: Disentangling the effects on financial performance. European Journal of Marketing, 39, 838–854.
Einwiller SA, Fedorikhin A, Johnson AR, Kamins MA. Enough is enough! When identification no longer prevents negative corporate associations. J Acad Mark Sc 2006;34(2):185–94.
Gerhart, B., & Milkovich, G. T. 1992. Employee compensation: Research and practice. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology, 3, 481-569. Palo Alto, CA: Consulting Psychologists Press.
Giacomin M., & Jordan C. (2017). Self-Enhancement Motives. In: Zeigler-Hill V., Shackelford T. (eds) Encyclopedia of Personality and Individual Differences. Springer, Cham.
Gianfranco Walsh, Vincent-Wayne Mitchell, Paul R. Jackson, Sharon E. Beatty. 2009. Examining the antecedents and consequences of corporate reputation: A customer perspective. British Journal of Management, 20:2, 187-203.
Guthrie, J. P. (2001). High-Involvement Work Practices, Turnover, and Productivity: Evidence from New Zealand. Academy of Management Journal, 44(1), 180–190.
Hall, D. T., & Schneider, B. (1972). Correlates of Organizational Identification as a Function of Career Pattern and Organizational Type. Administrative Science Quarterly, 17(3), 340.
Helm, S. (2011) Employees’ awareness of their impact on corporate reputation. Journal of Business Research 64: 657–663.
Helm, S. (2012). A Matter of Reputation and Pride: Associations between Perceived External Reputation, Pride in Membership, Job Satisfaction and Turnover Intentions. British Journal of Management, 24(4), 542–556.
Helm, S. (2013) A matter of reputation and pride: Associations between perceived external reputation, pride in membership, job satisfaction and turnover intentions. British Journal of Management, 24(4), 542–556.
Hequet. M (1993). Can training stop turnover? Training, 30(10):82-87.
Herrbach, O., Mignonac, K. and Gatignon, A.L. (2004), “Exploring the role of perceived external prestige in managers turnover intentions”, International Journal of Human Resource Management, Vol. 15 No. 8, pp. 1390-1407.
Hogg, M. A., & Turner, J. C. (1985). Interpersonal attraction, social identification and psychological group formation. European Journal of Social Psychology, 15(1), 51–66.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635–672.
Ichniowski, C., & Shaw, K. (2003). Beyond incentive pay: Insiders' estimates of the value of complementary human resource management practices. The Journal of Economic Perspectives, Vol. 17, No. 1 (Winter, 2003), pp. 155-180
Jaros, s. J., jermier, j. M., koehler, j. W., & sincich, t. (1993). Effects of continuance, affective, and moral commitment on the withdrawal process: an evaluation of eight structural equation models. Academy of management journal, 36(5), 951–995.
Jensen, Michael C. and William H. Meckling. 1992. “Specific and General Knowledge and Organizational Structure,” in Contract Economics. Lars Werin and Hans Wijkander, eds. Oxford: Blackwell, pp. 251–74.
Kathiravan, N., Devadasas, S. R. and Zakkeer, M. M. (2006). Quality Oriented Improvement Training, Industrial and Data Systems. Emerald Group Publishers, 106(3), pp. 380-406.
Katz, L. (1987). Efficiency wage theories: A partial evaluation. S. Fischer ed., NBER Macroeconomics Annual, Cambridge, MA, MIT Press.
Knoke, D., & Kalleberg, A. L. 1994. Job training in U.S. organizations. American Sociological Review, 59, 537-546.
Korman, A. K. (1970). Toward an hypothesis of work behavior. Journal of Applied Psychology, 54, 31–41.
Kotha, S., Rajgopal, S. and Rindova, V. (2001) Reputation building and performance: An empirical analysis of the top-50 pure internet firms. European Management Journal, 19(6), 571–586.
Luthans, F., McCaul, H. S., & Dodd, N. G. (1985). Organizational commitment: A comparison of American, Japanese, and Korean employees. Academy of Management Journal, 28, 213-219.
Lynch. L. (1991). The impact of private sector training on race and gender wage deferential and the career patterns of young workers. Final Report submitted to the U.S. Department of Labor, Bureau of Labor Statistics.
MacDuffie, J. P. 1995. Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry. Industrial and Labor Relations Review, 48, 197–221.
Mael, F. and Ashforth, B. E. (1992) ‘Alumni and their alma mater: A partial test of the reformulated model of organizational identifi cation’, Journal of Organizational Behavior, 13, 103 – 123.
Mignonac, K., Herrbach, O. and Guerrero, S. (2006), “The interactive effects of perceived external prestige and need for organizational identification on turnover intentions”, Journal of Vocational Behavior, Vol. 69, pp. 477-493.
Mobley, W. H., S. O. Horner and A. T. Hollingsworth (1978).‘An evaluation of precursors of hospital employee turnover’, Journal of Applied Psychology, 63, pp. 408–414.
Noe, R. A, Hollenbeck, J. R., Gerhart, B. & Wright, P. M. (2006). Human Resources Management: Gaining A Competitive Advantage. 5th Ed. New York: McGraw- Hill/Irwin.
Organ, D.W. (1997) ‘Organizational citizenship behavior: It’s construct clean-up time’, Human Performance, 10, 85–97.
Organ, D.W. (1988) Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
Patchen, M. (1970). Discussions and Reviews: Models of cooperation and conflict: a critical review. Journal of Conflict Resolution, 14(3), 389–407.
Pierce, J. L, & Garden, D. G (2004). Self-esteem within the work and organizational context: A review of the organization-based self-esteem literature. Journal of Management, 30, 591–622.
Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization based self-esteem: Construct definition, measurement, and validation. Academy of Management Journal, 32, 622–648.
Ployhart, R. E. (2006). ‘Staffing in the 21st century: new challenge and strategic opportunities’, Journal of Management, 32, pp. 868–897.
Porter, L. W., & Steers, R. M. (1973). Organizational, work, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80(2), 151–176.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609.
Richard L. Oliver & Wayne S. DeSarbo. (1988). Response determinants in satisfaction judgments. Journal of Consumer Research,Vol. 14, No. 4 (Mar., 1988), pp. 495-507.
Riordan, C.M., Gatewood, R.D. and Bill, J.B. (1997), “Corporate image: employee reactions and implications for managing corporate social performance”, Journal of Business Ethics, Vol. 16, pp. 401-412.
Rioux, S. M., & Penner, L. A. (2001). The causes of organizational citizenship behavior: A motivational analysis. Journal of Applied Psychology, 86(6), 1306–1314.
Roberts, P.W. and Dowling, G.R. (1997) ‘The value of a firm’s corporate reputation. How reputation helps attain and sustain superior profitability’, Corporate Reputation Review, 1, Summer/Fall, 72–76.
Roberts, P. W., & Dowling, G. R. (2002). Corporate reputation and sustained superior financial performance. Strategic Management Journal, 23(12), 1077–1093.
Robertson, T.S., 1993. How to reduce market penetration cycle times. Sloan Management Review, 35 (1), 87-96.
Rose, C. and Thomsen, S. (2004) The impact of corporate reputation on performance: Some Danish evidence. European Management Journal, 22(2), 201–210.
Rosenberg, M., Schooler, C., Schoenbach, C., & Rosenberg, F. (1995). Global self-esteem and specific self-esteem: Different concepts, different outcomes. American Sociological Review, 60, 141–156.
Russell, J. S., Terborg, J. R., & Powers, M. L. 1985. Organizational performance and organizational level training and support. Personnel Psychology, 38, 849-863.
Schmidt, F. L., Hunter, J. E., McKenzie, R. C., & Muldrow, T. W. (1979). Impact of valid selection procedures on work-force productivity. Journal of Applied Psychology, 64(6), 609–626.
Sedikides, C., Gaertner, L., & Toguchi, Y. (2003). Pancultural self-enhancement. Journal of Personality and Social Psychology, 84, 60–79.
Sedikides, C., & Gregg, A. P. (2003). Portraits of the self. In M. A. Hogg & J. Cooper (Eds.), Sage handbook of social psychology (pp. 110–138). London: Sage Publications.
Sedikides, C., & Gregg, A. P. (2008). Self-enhancement: Food for thought. Perspectives on Psychological Science, 3, 102–116.
Shapiro C. Premiums for high quality products as returns to reputations. Quart J Eco 1983;98(4):659–79.
Shaw, J. D., Delery, J. E., Jenkins, G. D. & Gupta, N. 1998. An organization-level analysis of voluntary and involuntary turnover. Academy of Management Journal, 41, 511-525.
Shaw, J. D., M. K. Duffy, J. L. Johnson and D. E. Lockhart (2005). ‘Turnover, social capital, losses, and performance’, Academy of Management Journal, 48, pp. 594–606.
Shen, Y., Jackson, T., Ding, C., Yuan, D., Zhao, L., Dou, Y. and Zhang, Q. (2014) Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator. European Management Journal, 32(3), 406-412.
Sherman, D. K., & Cohen, G. L. (2006). The Psychology of Self‐defense: Self‐Affirmation Theory. Advances in Experimental Social Psychology Volume 38, 183–242.
Simpson, K. C., & Boyle, D. (1975). Esteem construct generality and academic performance. Educational and Psychological Measurement, 35, 897–904.
Smidts, A., Pruyn, A. T. H. and Van Riel, C. B. M. (2001) ‘The impact of employee communication and perceived external prestige on organizational identification’, Academy of Management Journal, 49 (5), 1051 – 1062.
Smith, L. G. E., C. E. Amiot, V. J. Callan, D. H. Terry and J. R. Smith (2012). ‘Getting new staff to stay: the mediating role of organizational identification’, British Journal of Management, 23, pp. 45–64.
Steele, C. M. (1988). The psychology of self‐affirmation: Sustaining the integrity of the self. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 21, pp. 261–302). New York: Academic Press.
Stevens, C. K. (1997). Effects of preinterview beliefs on applicants’ reactions to campus interviews. Academy of Management Journal, 40, 947–966.
Tajfel, H. (1979). Individuals and groups in social psychology. British Journal of Social and Clinical Psychology, 18(2), 183–190.
Tan, H. W. & Batra, G. (1995). Enterprise Training in Developing Countries: Overview of Incidence, Determinants, and Productivity Outcomes. World Bank Occasional Paper Series, World Bank, Washington, D.C.
Tett, r. P., & meyer, j. P. (2006). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta-analytic findings. Personnel psychology, 46(2), 259–293.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Hite, J. P. 1995. Choice of employee-organization relationship: Influence of external and internal organizational factors. In G. R. Ferris (Ed.), Research in personnel and human resource management, vol. 13, 117–151. Greenwich, CT: JAI Press.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. 1997. Alternative approaches to the employee-organization relationship: Does investment in employees pay off? Academy of Management Journal, 40, 1089–1121.
Tuna, M., Ghazzawi, I., Yesiltas, M., Tuna, A. A., & Arslan, S. (2016). The effects of the perceived external prestige of the organization on employee deviant workplace behavior. International Journal of Contemporary Hospitality Management, 28(2), 366–396.
Walsh, G. and Beatty, S. E. (2007) Customer-based corporate reputation of a service firm: Scale development and validation. Journal of the Academy of Marketing Science, 35, 127–143.
Walsh, G., Mitchell, V.-W., Jackson, P. R. and Beatty S. E. (2009) Examining the antecedents and consequences of corporate reputation: A customer perspective. British Journal of Management, 20(2), 187–203.
Wayne, S. J., & Green, S. A. (1993). The effects of leader–member exchange on employee citizenship and impression management behavior. Human Relations, 46, 1431–1440.
Wayne, S. J., & Liden, R. C. (1995). Effects of impression management on performance ratings: A longitudinal study. Academy of Management Journal, 38, 232–260.
Wiedmann, K.-P., Hennings, N., Schmidt, S. and Wuestefeld, T. (2013) Brand heritage and its impact on corporate reputation: Corporate roots as a vision for the future. Corporate Reputation Review, 16(3), 187–205.
Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource-based view of the firm. Journal of Management, 27(6), 701–721.
Wright, P. M., Gardner, T. M., & Moynihan, L. M. (2003). The impact of HR practices on the performance of business units. Human Resource Management Journal, 13(3), 21–36.
Wright, P. M., & McMahan, G. C. (1992). Theoretical Perspectives for Strategic Human Resource Management. Journal of Management, 18(2), 295–320.
Wright, T. A. and D. G. Bonett (2007). ‘Job satisfaction and psychological well-being as nonadditive predictors of workplace turnover’, Journal of Management, 33, pp. 141–160.
Yoon, E., Gu!ey, H.G., Kijewski, V., 1993. The e!ects of information and company reputation on intentions to buy a business service. Journal of Business Research, 27, 215-228.
Youndt, M. A., Snell, S. A., Dean, J. W., & Lepak, D. P. 1996. Human resource management, manufacturing strategy, and performance. Academy of Management Journal, 39, 836–866.
Yun, S., Takeuchi, R., & Liu, W. (2007). Employee self-enhancement motives and job performance behaviors: Investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment. Journal of Applied Psychology, 92(3), 745–756.