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博碩士論文 etd-0802118-100429 詳細資訊
Title page for etd-0802118-100429
論文名稱
Title
主管與部屬交換關係對部屬離職意願之影響-部屬情感性組織承諾的中介效果
The influence of Leader-Member Exchange quality on subordinators’ intention to leave: The mediating effect of affective organizational commitment
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
68
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2018-08-28
繳交日期
Date of Submission
2018-09-02
關鍵字
Keywords
中介作用、量化研究、領導者與成員交換關係、離職意願、情感性組織承諾
turnover intention, mediating effect, quantitative research, Leader-Member Exchange(LMX), Affective Commitment
統計
Statistics
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中文摘要
人才是企業重要的資產,全球企業都在競逐人才,如何招聘優秀人才,進而留住關鍵人才,一直是企業管理上重視的課題。人員的流動不但會造成公司人事成本沉重的負擔,當關鍵人才的流失危機,若處理不當,組織營運更可能會被嚴重打擊甚至導致企業一蹶不振。許多主管會將人員離職的現象,歸咎於公司薪水太低、福利不好等等原因;其實根據調查顯示,多數員工離職的主要原因,其實是希望「離開主管」,因此,主管的管理模式及領導風格,才是員工留職與否的最大關鍵。
過去有關領導管理模式的研究,多半著重在探討領導者的特質(如人格特質、領導風格及行為等),然組織中除了領導者外,員工也是重要的成員之一。人與人之間需要互相尊重及彼此關懷,尤其在現今資訊快速發展的時代,僅僅靠加薪等物質來激勵員工是不夠的,領導者需要投入更多的情感來增強部屬對於組織的凝聚力及認同感。因此,領導者與部屬之間的交換關係是否會直接影響到部屬的離職意願,亦或是透過其它中介因子間接影響呢?
本研究針對364位台灣企業員工,探討部屬知覺領導行為中領導者與成員的交換關係對於離職意願的影響,並以情感性組織承諾為中介,檢視中介作用。研究結果發現:(1)領導者與成員交換關係對於員工的離職意願具有負面效果;(2)領導者與成員交換關係對於情感性組織承諾具有正面效果;(3)情感性組織承諾對於員工的離職意願具有負面效果;(4)情感性組織承諾在領導者與成員交換關係與離職意願間具有中介效果。
本研究最後依此發現說明理論與管理實務意涵,並就研究限制及未來研究方向進行討論。
Abstract
Talent is the most valuable asset of a corporate. Corporate around the world are competing for talents. How to recruit and retain key talents has always been an important topic in corporate management. The employee turnover causes heavy burden on the company's personnel costs. Moreover, when companies face up the crisis of brain drain and if they do not manage the problem properly, it may cause severe harms that are hard to recover. There are always many supervisors impute the reason why an employee resign to salary, welfare and so on; in fact, according to the survey, the main reason for employees to resign is actually to "leave the supervisor". Therefore, the management model and leadership style of supervisors are the main key to the retention of employees.
In the past, researches on leadership management models mostly focused on the characteristics of leader (such as personality traits, leadership styles and behaviors). While besides leader, employee is also an important role in organization. In such an era that information technology develops rapidly, people need to respect and care for each other more. It is not enough to motivate employees only by increasing their salary. Leaders need to invest more emotions to enhance the cohesiveness of subordinates to the organization. Therefore, will the relationship between LMX directly affect the willingness to resign, or indirectly through other intermediaries?
This study aimed at 364 Taiwanese employees to discuss the subordinates’ cognized behavior about how relationship between LMX has impact on the turnover intention, and to examine the mediation effects through an affective organizational commitment. The results are as follows: (1) the relationship between LMX has a negative influence on the employee's turnover intention; (2) the relationship between LMX has a positive influence on the affective organizational commitment; (3) the affective organizational commitment to the employee has a negative influence on the employee's turnover intention; (4) affective organizational commitment has mediation effects between the relationship between LMX and the turnover intention.
This study provides the theory and management practices according to the findings, and discuss the research limitations and recommendations for future reference and study.
目次 Table of Contents
論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 領導者與成員交換關係理論 5
第二節 情感性組織承諾 10
第三節 離職意願 14
第四節 領導者與成員交換關係理論、離職意願之關係,以情感性
組織承諾為中介 18
第三章 研究方法 22
第一節 研究架構 22
第二節 樣本與程序 23
第三節 研究工具 25
第四節 分析方法 27
第四章 研究結果 29
第一節 各變項之描述性統計量與各變項間的相關程度 29
第二節 主管與成員交換關係對離職意願的影響與情感性組織承諾的
中介效果 31
第五章 討論與建議 38
第一節 研究結果 38
第二節 結果討論 40
第三節 研究建議 42
第四節 研究限制與未來研究方向 44
參考文獻 45
一、中文部份 45
二、英文部份 48
附錄 調查問卷 56
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