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博碩士論文 etd-0623120-021721 詳細資訊
Title page for etd-0623120-021721
Person-environment fit and turnover intention:Work-life balance as a moderator
Year, semester
Number of pages
Min-Chu Yu
Advisory Committee
Yu-Ping Wang
Date of Exam
Date of Submission
person-supervisor fit, work-life balance, person-environment fit, person-job fit, turnover intention, person-organization fit
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This research aims to examine the relationship between person-environment fit and turnover intention, and if it will be moderated by work-life balance. The results showed that the needs-suppliers fit, person-organization fit, and person-supervisor fit were significantly and negatively associated with turnover intention. However, the demands-abilities fit is marginally and positively correlative to turnover intention. Among the moderating effects of work-life balance, only the moderating effect of work interference with personal life marginally significant and strengthen the negative relationship between needs-supplies fit and turnover intention.
Based on our findings, this study proposed the managerial implications as below: (1) for pursuing the fit between employees need and company supplies, the organization should spend more time understand what employee needs, (2) companies should pay attention to employees; P-J, P-O, P-S fit. Whether human resource specialists’ professions can recruit the right person fit, and whether the training allows employees to fit.
目次 Table of Contents
Thesis validation letter i
摘要 ii
Abstract iii
Chapter 1 Introduction to the thesis 1
1.1 Introduction 1
1.2 Summary research aims 4
Chapter 2 Literature review 5
2.1 Person-environment fit 5
2.2 Work-life balance 8
2.3 Turnover intention 10
Chapter 3 Methodology 15
3.1 Research framework 15
3.2 Participants and procedure 18
3.3 Measures 20
3.4 Data analysis 22
Chapter 4 Results 23
4.1 Common method variance 23
4.2 Exploratory factor analysis 23
4.3 Reliability estimation 24
4.4 Confirmatory factor analysis 26
4.5 Descriptive statistics and correlations 27
4.6 Hypotheses testing 29
4.7 T-test and analysis of variance 33
Chapter 5 Conclusion 39
5.1 Theoretical contribution 39
5.2 Managerial implications 40
5.3 Suggestion for future research 41
Reference 42
Appendix: Research questionnaire 47
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