探究工作鑲嵌、就業力及個人人力資本與社會資本發展行為之關係

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：42

、訪客IP：3.17.150.163

姓名

游旻霖(Min-Lin You) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

探究工作鑲嵌、就業力及個人人力資本與社會資本發展行為之關係
(Exploring the relationship among job embeddedness, employability and individual’s human capital development behavior and social capital development behavior)

相關論文

★ 工作重塑、工作特性感知與工作投入關係之研究	★ 居家工作之開會強度對於工作壓力之影響—以威權領導為調節變項
★ 工作重塑、工作特性感知與工作投入關係之研究	★ 在家工作之工作家庭衝突與工作滿意之關係—以疆界區隔為調節變項
★ 外部發展型訓練參與對個人就業力提升與離職傾向之關聯	★ 企業內部訓練投入、訓練發展氣候與工作滿意度-以人力資源歸因為調節變項

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

至系統瀏覽論文 (2024-6-30以後開放)

摘要(中)

在疫情蔓延全球、大缺工的時代，員工是企業重要的資本，企業除了找到對的人外，更需要專注在如何能讓員工留下來。本研究跳脫專注「人們為何離職」（why people leave）的傳統，以工作鑲嵌的角度探討員工為什麼會願意留在公司。而在瞬息多變的競爭市場中，員工的競爭力就是公司的競爭力，本研究亦探討當在高工作鑲嵌下，員工會傾向發展的個人人力資本行為及個人社會資本發展行為，進而再影響到員工內部就業力。故本研究以工作鑲嵌作為自變數、中介變數為個人人力資本發展行為及個人社會資本發展行為以及依變項為員工內部就業力。
本研究分成兩個階段發放問卷，並兩階段中間隔兩星期以避免共同變異之問題，全程採用便利抽樣，並以線上問卷進行發放問卷，經整理後共回收336份問卷。經分析資料後，本研究發現：(1)工作鑲嵌對個人人力資本發展行為有正向影響；(2)工作鑲嵌對個人社會資本發展行為有正向關係；(3)個人人力資本發展行為對員工內部就業力有正向關係；(4)個人社會資本發展行為對員工內部就業力有正向關係；(5)個人人力資本發展行為對工作鑲嵌及員工內部就業力無中介效果；(6)個人社會資本發展行為對工作鑲嵌及員工內部就業力存在中介效果。期待能提供企業及工作者貢獻管理意涵，企業能提高工作鑲嵌，留住人才外更能增強員工的資本累積，進而強化公司人才競爭優勢。而工作者能了解累積個人社會及人力資本的重要，讓自己對內及對外之價值能有所增長，提升就業力。

摘要(英)

In the era of global spread of the epidemic and massive labor shortages, employees are the important capital of enterprises. In addition to finding the right people, enterprises need to focus on how to keep employees. This study also explores the personal human capital behaviors and personal social capital development behaviors that employees tend to develop under high job embeddedness, which in turn affect the to the employability of employees. Therefore, this study takes job embeddedness as the independent variable, the mediating variable as the personal human capital development behavior and the personal social capital development behavior, and the dependent variable as the employee employability.
Questionnaires were distributed in two stages in my study, and the two stages were separated two weeks apart to avoid the problem of CMV. Convenience sampling was used throughout the whole process, and the questionnaires were distributed through online questionnaires. At the end, a total of 336 questionnaires were collected. After analyzing the data, this study found that: (1) work embeddedness has a positive impact on personal human capital development behavior; (2) work embeddedness has a positive relationship with personal social capital development behavior; (3) personal human capital development behavior has a positive relationship with internal employee employability; (4) personal social capital development behavior has a positive relationship with internal employee employability; (5) there is no mediating effect of personal human capital development behavior on job embeddedness and internal employee employability; (6) there is mediating effect of personal social capital development behavior on job embeddedness and internal employee employability. It is expected that it can provide enterprises and workers with the management advice. Enterprises can improve work embeddedness to retain talents and enhance employees′ capital accumulation, in order to strengthen the company′s human capital. And workers can understand the importance of accumulating personal social capital and human capital, so that their internal and external value can be increased, and their employability can be enhanced as well.

關鍵字(中)

★ 工作鑲嵌
★ 個人人力資本發展行為
★ 個人社會資本發展行為
★ 內部就業力

關鍵字(英)

★ personal human capital development behavior
★ personal social capital development behavior
★ job embeddedness
★ employability

論文目次

第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 2
第三節研究流程 3
第二章文獻探討 4
第一節工作鑲嵌 4
第二節人力資本發展行為 6
第三節社會資本發展行為 8
第四節就業力 11
第三章研究方法 15
第一節研究架構 15
第二節研究流程與對象 15
第三節變項操作性定義與衡量標準 16
第四節資料分析方法 21
第四章研究結果 23
第一節描述性統計分析 23
第二節信度分析 25
第三節效度分析 25
第四節相關分析 26
第五節迴歸分析結果 29
第六節中介效果 30
第五章結論與建議 34
第一節研究結論 34
第二節管理意涵 37
第三節研究限制與未來建議 37
參考文獻 39

參考文獻

一、英文部分：
Acquaah, M. (2006). The impact of managerial networking relationships on organizational performance in SubSaharan Africa: Evidence from Ghana. Organization Management Journal, 3(2), 115-138.
Adler, P. S., & Kwon, S.-W. (2002). Social capital: Prospects for a new concept. Academy of management review, 27(1), 17-40.
Adler, P. S., & Kwon, S.-W. (2002). Social capital: Prospects for a new concept. Academy of management review, 27(1), 17-40.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Becker, G. S. (1964). Human capital. In: New York: Columbia University Press.
Becker, G. S. (1975). Investment in human capital: effects on earnings. In Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education, Second Edition (pp. 13-44). NBER.
Becker, G. S. (2009). Human capital: A theoretical and empirical analysis, with special reference to education. University of Chicago press.
Benson, G. S., Finegold, D., & Mohrman, S. A. (2004). You paid for the skills, now keep them: Tuition reimbursement and voluntary turnover. Academy of management journal, 47(3), 315-331.
Bolino, M. C., Turnley, W. H., & Bloodgood, J. M. (2002). Citizenship behavior and the creation of social capital in organizations. Academy of management review, 27(4), 505-522.
Bourdieu, P., & Richardson, J. G. (1986). Handbook of Theory and Research for the Sociology of Education. In: Greenwood Press New York.
Brown, E., & Ferris, J. M. (2007). Social capital and philanthropy: An analysis of the impact of social capital on individual giving and volunteering. Nonprofit and voluntary sector quarterly, 36(1), 85-99.
Coleman, J. S. (1990). Foundation of Social Theory. Book. Cambridge, MA: Harvard University Press. doi, 10, 2579680.
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031.
Cunningham, G. B., Fink, J. S., & Sagas, M. (2005). Extensions and further examination of the job embeddedness construct. Journal of Sport Management, 19(3), 319-335.
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turnover contagion: How coworkers′ job embeddedness and job search behaviors influence quitting. Academy of management journal, 52(3), 545-561.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Becker, G. S. (1975). Investment in human capital: effects on earnings. In Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education, Second Edition (pp. 13-44). NBER.
Becker, G. S. (2009). Human capital: A theoretical and empirical analysis, with special reference to education. University of Chicago press.
Benson, G. S., Finegold, D., & Mohrman, S. A. (2004). You paid for the skills, now keep them: Tuition reimbursement and voluntary turnover. Academy of management journal, 47(3), 315-331.
Bolino, M. C., Turnley, W. H., & Bloodgood, J. M. (2002). Citizenship behavior and the creation of social capital in organizations. Academy of management review, 27(4), 505-522.
Bourdieu, P., & Richardson, J. G. (1986). Handbook of Theory and Research for the Sociology of Education. In: Greenwood Press New York.
Brown, E., & Ferris, J. M. (2007). Social capital and philanthropy: An analysis of the impact of social capital on individual giving and volunteering. Nonprofit and voluntary sector quarterly, 36(1), 85-99.
Caldwell, D. F., & O′Reilly III, C. A. (1990). Measuring person-job fit with a profile-comparison process. Journal of applied psychology, 75(6), 648.
Coleman, J. S. (1990). Foundation of Social Theory. Book. Cambridge, MA: Harvard University Press. doi, 10, 2579680.
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031.
Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turnover contagion: How coworkers′ job embeddedness and job search behaviors influence quitting. Academy of management journal, 52(3), 545-561.
Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. In: Sage Publications Sage CA: Los Angeles, CA.
Forret, M. L., & Dougherty, T. W. (2004). Networking behaviors and career outcomes: differences for men and women? Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 419-437.
Fugate, M., Kinicki, A. J., & Ashforth, B. E. (2004). Employability: A psycho-social construct, its dimensions, and applications. Journal of Vocational behavior, 65(1), 14-38.
Gowan, M. A., & Lepak, D. (2007). Current and future value of human capital: Predictors of reemployment compensation following a job loss. Journal of Employment Counseling, 44(3), 135-144.
Groot, W., & De Brink, H. M. V. (2000). Education, training and employability. Applied economics, 32(5), 573-581.
Halbesleben, J. R., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress, 22(3), 242-256.
Harvey, L. (2000). An employability performance indicator. Perspectives: Policy & Practice in Higher Education, 4(4), 105-109.
Higgins, M. C., & Kram, K. E. (2001). Reconceptualizing mentoring at work: A developmental network perspective. Academy of management review, 26(2), 264-288.
Holtom, B. C., Mitchell, T. R., Lee, T. W., & Eberly, M. B. (2008). 5 turnover and retention research: a glance at the past, a closer review of the present, and a venture into the future. Academy of Management annals, 2(1), 231-274.
Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277.
Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. Academy of management journal, 47(5), 711-722.
Lin, N. (2017). Building a network theory of social capital. Social capital, 3-28.
Macan, T. H. (1994). Time management: Test of a process model. Journal of Applied Psychology, 79(3), 381.
Mallol, C. M., Holtom, B. C., & Lee, T. W. (2007). Job embeddedness in a culturally diverse environment. Journal of Business and Psychology, 22(1), 35-44.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of management journal, 44(6), 1102-1121.
Ng, T. W., & Feldman, D. C. (2010). The effects of organizational embeddedness on development of social capital and human capital. Journal of Applied Psychology, 95(4), 696.
Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta‐analysis. Personnel psychology, 58(2), 367-408.
Parent, D. (2000). Industry-specific capital and the wage profile: Evidence from the national longitudinal survey of youth and the panel study of income dynamics. Journal of Labor Economics, 18(2), 306-323.
Putnam, R. (1993). The prosperous community: Social capital and public life. The american prospect, 13(Spring), Vol. 4. Available online: http://www. prospect. org/print/vol/13 (accessed 7 April 2003).
Putnam, R. D. (2000). Bowling alone: America’s declining social capital. In Culture and politics (pp. 223-234). Springer.
Rajendran, N., Watt, H. M. G., & Richardson, P. W. (2020). Teacherburnout and turnover intent. Australian Educational Researcher, 47(7),477-500.
Schultz, T. W. (1960). Capital formation by education. Journal of political economy, 68(6), 571-583.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel psychology, 54(4), 845-874.
Sekiguchi, T., Burton, J. P., & Sablynski, C. J. (2008). The role of job embeddedness on employee performance: the interactive effects with leader–member exchange and organization‐based self‐esteem. Personnel psychology, 61(4), 761-792.
Steven D. C., Russell P. G.& Ryan D. Z. (2016). Plugged in or disconnected? a model of the effects of technological factors on employee job embeddedness. Human Resource Management, 55(1), 109-126.
Sturman, M. C., Walsh, K., & Cheramie, R. A. (2008). The value of human capital specificity versus transferability. Journal of Management, 34(2), 290-316.
Wanberg, C. R., Watt, J. D., & Rumsey, D. J. (1996). Individuals without jobs: An empirical study of job-seeking behavior and reemployment. Journal of Applied Psychology, 81(1), 76.
Wijayanto, B. R., & Kismono, G. (2004). The effect of job embeddedness on organizational citizenship behavior. Gadjah Mada International Journal of Business, 6(3), 335-354.
Zanzi, A., Arthur, M. B., & Shamir, B. (1991). The relationships between career concerns and political tactics in organizations. Journal of Organizational behavior, 12(3), 219-233.
Zhang, M., Fried, D. D., & Griffeth, R. W. (2012). A review of job embeddedness: Conceptual, measurement issues, and directions for future research. Human Resource management review, 22(3), 220-231.
Zukin, S., DiMaggio, P., & DiMaggio, P. (1990). Structures of capital: The social organization of the economy. CUP Archive.
二、中文部分：
史乃方：〈就業力之回顧與前瞻〉，《科技與人力教育季刊》，2015，1(4), 14-32.
周新富和王財印：〈社會資本在家庭代際人力資本傳遞作用之探討〉，《國立臺北教育大學學報》，2006，19(2), 281-306。
林文政、陳慧娟和周淑儀〈台灣資訊電子產業之企業人力資本，薪資與組織績效之關聯性研究-薪資中介效果之檢驗〉，《東吳經濟商學學報》，2007，(59)，57-100。
萬鈺琳(2013)〈工作鑲嵌與員工創造力之研究：和諧式熱情及工作自主性的干擾角色〉。碩士論文，國立彰化師範大學，民國102年6月。
黃羽薪(2019) 〈大材小用? 檢驗工作屈就者在工作鑲嵌下之社會資本與人力資本發展行為〉。碩士論文，國立屏東大學，民國108年6月。
蕭滋融(2021)〈探討大學生跨領域整合核心能力與就業力相關之研究－以創造力教學為中介變項〉。碩士論文，國立臺南大學，民國110年1月。

指導教授

劉念琪鄭晉昌(Nien-Chi Liu Jihn-Chang Jehng)

審核日期

2022-6-9

推文