人際網絡連結、職涯滿意度與離職傾向關聯性之研究

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陳芊秀(Chien-Hsiu Chen) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

人際網絡連結、職涯滿意度與離職傾向關聯性之研究
(The study of the correlation between interpersonal relationship, career satisfaction and turnover intention.)

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摘要(中)

儘管對於職涯滿意度與離職傾向之間有相當多的研究探討，然仍無法釐清職涯滿意度越好的員工會傾向留在組織內部，是因為組織內部資訊多、資源多、還是因為主管贊助多，因此本研究綜合這些觀點，並延伸學者理論基礎欲了解員工是否會因為自己在組織內的人際網絡連結多寡而影響其職涯滿意度與離職意願。
此外，職涯贊助過去常被認為能提升員工職涯滿意度，以降低部屬離職傾向，因此本研究亦嘗試以此作為研究變項，欲了解當職涯贊助越多的員工，了解自己在組織內部資源大於組織外部資源時，透過職涯滿意度高是否能降低員工的離職傾向。
本研究發展出人際網絡連結越大、資訊越多、資源越豐富、主管贊助越多，當職涯滿意度越高的員工，感知自己在組織內部市場的價值大於在組織外部時，其離職傾向將愈低。因此高階主管應注意員工有離職傾向時，實為共同思考自己在組織內外部的市場價值，而非分開思量。本研究結論也呼應人才管理的精神，人力資本的關鍵資源是讓企業能夠保有持續性競爭優勢，提供更多的資訊與資源、良好的職涯贊助都可以協助與支持公司留住關鍵人才。

摘要(英)

Several studies have investigated the correlation between career satisfaction and turnover intention, but it is still unsure that employees with higher levels of career satisfaction tend to stay in the organizations because of acquiring more information, resources or career sponsorship from the supervisors. Hence, this study combined above factors and further to explore how does personal network connections to influence employee career satisfaction and turnover intention in the organization.
Besides, to increase employee career satisfaction, career sponsorship used to be viewed to decrease employee turnover intention. By using career sponsorship as a variable in this study, under the circumstance of internal resources greater than external, whether with higher levels of career satisfaction will lower employee turnover intention.
This study found that with stronger personal networks, receiving more information, resources and sponsorships from supervisor, employee turnover intention will be decreased when employees with higher levels of career satisfaction and perceive greater internal value. Therefore, to retain key talents, management team should provide more information, resources and career sponsorship to the employees also sustain business competitive advantage.

關鍵字(中)

★ 人際網絡連結
★ 取得資訊
★ 取得資源
★ 職涯贊助
★ 職涯滿意度
★ 離職傾向

關鍵字(英)

★ Social network theory
★ getting information
★ getting resource
★ sponsorship
★ career satisfaction
★ turnover intention

論文目次

目錄
中文摘要 i
ABSTRACT ii
誌謝 iv
目錄 v
圖目錄 vii
表目錄 viii
第一章緒論 1
第一節研究背景 1
第二節研究動機 2
第三節研究目的 5
第二章文獻探討 7
第一節人際網絡理論(Social Network Theory) 7
第二節人際網絡連結 8
第三節職涯贊助 8
第四節職涯滿意度 8
第五節人際網絡連結對於取得資訊、取得資源、職涯贊助的影響 10
第六節取得資訊對職涯滿意度、離職傾向的影響 10
第七節取得資源對於職涯滿意度、離職傾向的影響 11
第八節職涯贊助對於職涯滿意度、離職傾向的影響 12
第三章研究方法 14
第一節研究架構 14
第二節研究樣本與資料來源 15
第三節研究變項及衡量 16
第四節資料分析與統計方法 18
第四章資料分析與結果 20
第一節問卷信度分析 20
第二節驗證性因素分析(CFA) 20
第三節收斂效度與區別效度分析結果 22
第四節假設模型與替代模型檢驗分析 23
第五節結構方程式（SEM） 24
第五章研究結論與建議 26
第一節實證結果探討 26
第二節學術與實務貢獻 27
第三節管理意涵 28
第四節研究限制與未來研究建議 28
參考文獻 30

參考文獻

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2017-7-24

推文