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博碩士論文 etd-0701119-022455 詳細資訊
Title page for etd-0701119-022455
The Influence of Sensory Processing Sensitivity on Turnover Intention:The Mediation Effect of Workplace Friendship and the Moderation Effect of Political Skill
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Advisory Committee
Date of Exam
Date of Submission
Orienting Sensitivity, Sensory Processing Sensitivity, Negative Emotionality, Highly Sensitive People, Political Skill, Workplace Friendship, Turnover Intention
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Sensory Processing Sensitivity (SPS) means individuals who are highly sensitive to subtle or lower intensity stimuli and who tend to become easily distressed or overwhelmed in response to those high levels of sensitivity. There are two constructs of SPS, “Negative Emotionality” and “Orienting Sensitivity” respectively, the former one means an intention which easily show negative emotion, the latter one means easily show positive emotion. Given to the strong impact of turnover rates on enterprises and the goal of using selection to retain talent, this study explores the feasibility of using Highly Sensitive People Scale (HSPS) as a selection tool to predict employee turnover intentions. Also, it explores the effectivity of workplace friendship’s mediation effect and political skills’ moderation effect. Below is the result:
1. SPS- Negative Emotionality can positively predict Turnover Intention.
2. SPS- Negative Emotionality can negatively predict Workplace Friendship, while SPS- Orienting Sensitivity can positively predict Workplace Friendship.
3. Workplace Friendship can negatively predict Turnover Intention.
4. Workplace Friendship has significant mediation effect on the relationships between SPS’s two constructs and Turnover intention.
5. Political Skill doesn’t have significant moderation effect.
目次 Table of Contents
論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vi
表目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 敏感人格特質 7
第二節 離職傾向 19
第三節 職場友誼 22
第四節 政治技巧 28
第三章 研究設計與方法 34
第一節 研究架構 34
第二節 研究對象與施測程序 35
第三節 研究工具與操作型定義 36
第四節 統計分析方法 43
第四章 研究結果與討論 45
第一節 描述性統計與相關性分析 45
第二節 敏感特質對離職傾向之影響與職場友誼之中介效果 49
第三節 政治技巧之干擾效果 53
第五章 研究結論與建議 56
第一節 研究結論 56
第二節 管理實務之建議 61
第三節 研究限制與未來研究建議 62
參考文獻 63
附錄 問卷 78
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