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Self-Enhancement Motives and Turnover Intention: Investigating the Moderating Effects of HR Practices and Perceived External Reputation
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HR practices, Self-esteem, Self-enhancement motives, Turnover intention, Perceived external reputation
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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.
目次 Table of Contents
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
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