組織文化之體驗與留任意願之關聯－以非正式組織溝通效益為中介變項

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：45

、訪客IP：18.219.189.247

姓名

楊家琪(Chia-Chi Yang) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

組織文化之體驗與留任意願之關聯－以非正式組織溝通效益為中介變項

相關論文

★ 企業內部人力資源入口網站使用者滿意度調查–以A公司為例	★ 員工內部行銷知覺、組織承諾與離職傾向之關係研究─以某科技公司為例
★ 研發人員創造力人格特質、工作價值觀對工作績效之影響-以某高科技研究機構為例	★ 組織生涯管理對組織承諾影響之探討-以A公司為例
★ 導入以職能為基礎之評鑑中心可行性研究－－以銀行業為例	★ 360 度管理職能評鑑與受評者自我覺察能力之探討－個案公司跨年度研究
★ 探討中階主管人格特質、領導風格與工作績效之關聯性--以Y公司為例	★ 因應公司經營策略變革之人力資源配置調整個案探討
★ 從組織變革觀點探討業務流程管理成效之個案研究	★ 主管領導風格與員工人格特質對工作績效之影響
★ 矩陣式組織之專案績效考核制度探討-以某公司為例	★ 企業因應員工分紅費用化之措施及其成效探討
★ 證券後勤基層主管職業生涯地圖之建立	★ 企業導入卓越經營績效評量之案例探討
★ 主管領導風格對組織氣候與績效之影響探討-以T公司為例	★ 人力資源管理措施對工作態度之影響探討-以台灣高鐵為例

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]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

本研究目的在探討員工組織文化的體驗到留任意願的中介歷程。組織文化的正面感受對於員工留任傾向有正面效果，若員工感受到高度的組織支持，會正向影響其對組織的義務感、以及降低曠職行為。此外組織文化會規範以及潛移默化組織成員互動和溝通的方式。過去有許多研究肯定溝通對於組織目標達成、資源協調與情感建立的重要性，近年的研究則進一步肯定非正式組織溝通對於創新行為的正面影響。本研究將非正式組織溝通分為非正式組織溝通的頻率以及非正式組織溝通的功效作探討，假設兩者可分別中介組織文化之體驗與員工留任的關係，並試圖探討兩者是否存在序列中介效果。

　　本研究採用電子問卷針對全台灣的全職工作者進行調查，總計回收共 480 份有效問卷，並透過廻歸分析組織文化之體驗、非正式組織溝通頻率、非正式組織溝通功效與留任意願的關聯。研究結果顯示，在控制性別、年齡、年資以及職位等變項之後，員工的組織文化體驗對於非正式組織溝通的頻率與功效皆具有顯著正向影響；非正式組織溝通的功效對員工留任有顯著正向影響；以及組織文化之體驗可透過非正式組織溝通頻率、非正式組織溝通功效的序列中介路徑預測員工留任意願。值得留意的是，非正式組織溝通頻率未能單獨作為中介因子預測留任意願。

　　在管理實務方面，本研究建議管理者應積極經營員工在職期間的組織文化體驗作為留才策略；正面看待並經營非正式組織溝通文化，增加組織溝通彈性，以及思考如何有效將非正式組織溝通產出的內隱知識系統化傳承以增進組織競爭優勢。在提升非正式組織溝通效益上，組織可提供的支持如：改善物理環境、提升科技設備等，目的為增進非正式組織溝通的發生；另一方面則是建立有效的溝通文化，具規劃性地創造友善且開放的溝通氛圍、鼓勵同仁間想法的交流與教學相長，以利提升員工生產力與組織成員的合作關係。

摘要(英)

If employees feel a high level of organizational support, it will positively affect their sense of obligation to the organization and reduce absenteeism. Besides, organizational culture can regulate or subtly influence the way the organization members interact and communicate. Numerous prior scholars have affirmed the importance of communication for organizational goal achievement, resource coordination, and emotional establishment. Current studies have further highlighted contributions of informal organizational communication on innovation.

　　Motivated to previous studies, the research divides informal organizational communication into the frequency and the efficacy of informal organizational communication. This research purposes to examine the factors of retention
and serial mediating effect by frequency and efficacy of informal organizational communication.

　　An electronic questionnaire was used to investigate the full-time workers in Taiwan, and a total of 480 valid data were collected and analyzed by using regression analysis. The research results show that the organizational culture experience of employees has a significant positive impact on the frequency and efficacy of informal organizational communication; the efficacy of informal organizational communication has a significant positive relationship with employee retention. Meanwhile, the result showed that the
relationship between experience of organizational culture and employee retention was partially serial mediated by access to informal organizational communication frequency
and informal organizational communication efficacy. The study inspires the entrepreneurs that the employee’ perception of organizational support such as the effectiveness of informal communication would offer competitive advantage in the firm which conclude retaining its employees.

關鍵字(中)

★ 組織文化
★ 非正式組織溝通
★ 留任意願
★ 廻歸分析

關鍵字(英)

★ Organizational Culture
★ Informal Organizational Communication
★ Retention
★ Regression Analysis

論文目次

第一章緒論- 1 -
1-1 研究背景及動機- 1 -
1-2 研究目的- 2 -
1-3 研究流程- 3 -
第二章文獻探討- 4 -
2-1 組織文化之體驗- 4 -
2-1-1 組織文化的定義與相關理論- 4 -
2-1-2 員工體驗－組織文化之體驗- 5 -
2-2 非正式組織溝通效益- 6 -
2-2-1 溝通的定義與理論- 6 -
2-2-2 正式溝通與非正式溝通的差異- 7 -
2-2-3 非正式溝通的效益- 10 -
2-3 員工留任傾向- 12 -
2-3-1 員工留任傾向的定義- 12 -
2-3-2 影響員工留任傾向的因素與相關理論- 12 -
2-4 各變項關係- 14 -
2-4-1 組織文化之體驗與非正式組織溝通- 14 -
2-4-2 非正式組織溝通效益與留任意願- 15 -
2-4-3 組織文化之體驗、非正式組織溝通與留任意願- 16 -
第三章研究方法- 17 -
3-1 研究架構- 17 -
3-2 研究假設- 18 -
3-3 研究樣本及程序- 19 -
3-4 研究變項衡量- 20 -
3-4-1 組織文化之體驗- 20 -
3-4-2 非正式組織溝通效益- 20 -
3-4-3 員工留任傾向- 21 -
3-4-4 基本資料 - 22 -
第四章研究結果- 23 -
4-1 敘述性分析- 23 -
4-1-1 樣本特性分析- 23 -
4-1-2 敘述性分析- 25 -
4-2 信度分析- 29 -
4-2-1 Cronbach’s α 值檢定- 29 -
4-3 驗證性因素分析- 30 -
4-3-1 建構信度- 31 -
4-3-2 建構效度- 32 -
4-4 共同方法變異- 34 -
4-5 基本統計量與相關分析- 35 -
4-6 序列中介分析- 37 -
第五章結論與建議- 41 -
5-1 研究結論- 41 -
5-1-1 組織文化之體驗與非正式組織溝通效益- 41 -
5-1-2 非正式組織頻率與非正式組織溝通功效- 41 -
5-1-3 非正式組織溝通效益對留任意願的影響- 42 -
5-1-4 探討非正式組織效益之序列中介效果- 42 -
5-2 研究貢獻- 45 -
5-3 管理意涵- 45 -
5-4 研究限制與建議- 48 -
參考文獻- 50 -
附錄：研究問卷- 57 -

參考文獻

一、中文部分
1. 史蒂芬・柯維(2017)。與成功有約：高效能人士的七個習慣。天下文化。
2. 李明興 (2008)，「外在環境、組織文化、知識管理能力、組織創新與組織績效之實證研究」，國立成功大學企業管理研究所博士論文。
3. 吳宗祐（2008）。由不當督導到情緒耗竭：部屬正義知覺與情緒勞動的中介效果，中華心理學刊；50 卷 2 期(2008 / 06 / 01)，P201-221。
4. 吳清山（1999），〈跨世紀學校組織再造之重要課題及其策略〉，《教師天地》，第 98期，頁 4-9。
5. 吳冠諳（2021）。員工體驗與離職傾向關聯－以員工幸福感為中介變項。國立中央大學人力資源管理研究所碩士論文。
6. 高佑嘉（2007）。從社會技術觀點探索組織能力與績效之關係。國立交通大學資訊管理研究所碩士論文。
7. 蔡智勇、薛義誠 (2009)，溝通媒介、溝通特性與溝通滿足關係之探討：以社福慈善基金會為例。中華管理評論國際學報，12(1)。
8. 簡苑玲（2019）。知覺污名、身體意象不滿預測憂鬱及創傷後壓力症狀之序列中介效果：以八仙燒傷事故倖存者為例。國立臺灣大學心理學研究所碩士論文。

二、西文部分
1. Barney, J. B. (2001). Is the Resource-Based “View” a Useful Perspective for Strategic Management Research? Yes. The Academy of Management Review, 26(1), 41–56.https://doi.org/10.2307/259393
2. Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173
3. Berger, P. L. (1969). The social reality of religion. London: Faber.
4. Blau, P. M., & Scott, W. R. (1962). Formal organizations: A comparative approach. San Francisco: Chandler Pub. Co.
5. Brown, A.D. & Starkey, K. (1994). THE EFFECT OF ORGANIZATIONAL CULTURE ON COMMUNICATION AND INFORMATION. Journal of Management Studies, 31: 807-828. https://doi.org/10.1111/j.1467-6486.1994.tb00640.x
6. Caplow, T. (1964). Principles of organization. New York: Harcourt, Brace & World.
7. Curtis, S. & Wright, D. (2001). "Retaining employees – the fast track to commitment", Management Research News, Vol. 24 No. 8/9, pp. 59-64. https://doi.org/10.1108/01409170110782964
8. Daft, R. L., & Lengel, R. H. (1986). Organizational Information Requirements, Media Richness and Structural Design. Management Science, 32(5), 554–571. http://www.jstor.org/stable/2631846
9. Daft, R. L. (2001). Organization theory and design. Cincinnati, Ohio: South-Western College Publishing.
10. Duncan, T., & Moriarty, S. E. (1998). A Communication-Based Marketing Model for Managing Relationships. Journal of Marketing, 62(2), 1–13. https://doi.org/10.2307/1252157
11. Echols, M.E. (2007). “Learning’s role in talent management”, Chief Learning Officer, Vol. 6 No. 10,pp. 36-40.
12. Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986) Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507. http://dx.doi.org/10.1037/0021-9010.71.3.500
13. Fischbach, K., Gloor, P. & Schoder, D. (2009). Analysis of Informal Communication Networks – A Case Study. Bus. Inf. Syst. Eng. 1, 140–149. https://doi.org/10.1007/s12599-008-0018-z
14. Fitz-enz, J. (1997). The Truth About Best Practices: What They Are And How To Apply Them: Introduction. Human Resource Management (1986-1998), 36(1), 97.
15. Frank, F.D., Finnegan, R.F. & Taylor, C.F. (2004). The Race for Talent: Retaining and Engaging Workers in the 21st Century. Human Resource Planning, 27, 12-25.
16. George, J.M. & Jones, G.R. (2005). Understanding and Managing Organizational Behavior, 4th ed, Prentice Hall.
17. Hackman, J.R. (1987). The design of work teams. In: Lorsch J Handbook of organizational behavior. Englewood Cliffs, NJ: Prentice-Hall.
18. Hayes, A. F., & Little, T. D. (2018). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach.
19. Henttonen, K., & Blomqvist, K. (2005). Managing distance in a global virtual team: the evolution of trust through technology-mediated relational communication. Strategic Change, 14, 107-119.
20. Hirokawa, R. Y., & Poole, M. S. (Eds.). (1996). Communication and group decision making (2nd ed.). Sage Publications, Inc. https://doi.org/10.4135/9781452243764
21. Hofstede, G. (1980). Culture and Organizations. International Studies of Management & Organization, 10(4), 15–41. http://www.jstor.org/stable/40396875
22. Hofstede, G. (2001). Culture’s Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations, 2nd ed. Sage, Thousand Oaks, CA.
23. Hytter, A. (2007). Retention Strategies in France and Sweden. Irish Journal of Management, 28, 59-79.
24. Koster, F., de Grip, A., & Fouarge, D. (2011). Does perceived support in employee development affect personnel turnover? International Journal of Human Resource Management, 22(11), 2403-2418. https://doi.org/10.1080/09585192.2011.584404
25. Kraut, R. E., Lewis, S. H., & Swezey, L. W. (1982). Listener responsiveness and the coordination of conversation. Journal of Personality and Social Psychology, 43(4), 718–731. https://doi.org/10.1037/0022-3514.43.4.718
26. Kraut, R.E., Egido, C., & Galegher, J. (1988). Patterns of contact and communication in scientific research collaboration. CSCW ′88.
27. Kraut, R.E., Fish, R.S., Root, R.W., Chalfonte, B.L., Oskamp, I.S., & Spacapan, S. (1990). Informal Communication in Organizations: Form, Function, and Technology.
28. Kreitner, R. & Kinicki, A. (1998). Organizational Behavior. Mcgraw-Hill, Boston.
29. Kristof, A.L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49, 1-49. https://doi.org/10.1111/j.1744-6570.1996.tb01790.x
30. Kuckertz, A. & Wagner, M. (2010). The Influence of Sustainability Orientation on Entrepreneurial Intentions—Investigating the Role of Business Experience. Journal
of Business Venturing, 25, 524-539. https://doi.org/10.1016/j.jbusvent.2009.09.001
31. Kulik, C.T., Oldham, G.R. & Hackman, J.R. (1987). Work Design as An Approach to Person-Environment Fit. Journal of Vocational Behavior, 31, 278-296. https://doi.org/10.1016/0001-8791(87)90044-3
32. Kyndt, E., Dochy, F., Michielsen, M. & Moeyaert, B. (2009). Employee Retention: Organizational and Personal Perspectives. Vocations and Learning, 2, 195-215. http://dx.doi.org/10.1007/s12186-009-9024-7
33. Lee, H.J., Park, J.G. & Lee, J.W. (2013). Role of Leadership Competencies and Team Social Capital in it Services, Journal of Computer Information Systems, 53:4, 1-11, DOI: 10.1080/08874417.2013.11645645
34. Lorsch, J.W. (1986). “Strategic Myopia: Culture As an Invisible Barrier to Change”, In Kilmann, R. H., Saxton, M. J., Serpa, R., & University of Pittsburgh. (1985). Gaining
control of the corporate culture. San Francisco: Jossey-Bass.
35. McClelland, D. C. (1961). The achieving society. Princeton, N.J: Van Nostrand.
36. McDonough, E.F., Kahn, K.B. & Griffin, A. (1999). "Managing communication in global product development teams," in IEEE Transactions on Engineering Management, vol. 46, no. 4, pp. 375-386, Nov. 1999, doi: 10.1109/17.797960.
37. Morgan, J. (2017). The Employee Experience Advantage: How to Win the War for Talent by Giving Employees the Workspaces they Want, the Tools they Need, and a
Culture They Can Celebrate. New York: Wiley.
38. Nunnally, J.C. (1978). Psychometric theory. 2nd Edition, McGraw-Hill, New York.
39. Polat, V., Lynn, G., Akgün, A., & Emre, O. (2018). Formal and Informal Communication in New Product Development Teams: The Mediation Effect of Team Trust. https://doi.org/10.5281/zenodo.1410726
40. Presbitero, A., Roxas, B. & Chadee, D. (2015). Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit, The International Journal of Human Resource Management.
41. Price, J.L. (1997). "Handbook of organizational measurement", International Journal of Manpower, Vol. 18 No. 4/5/6, pp. 305-558.
42. Ramlall, S. (2004). A Review of Employee Motivation Theories and their Implications for Employee Retention within Organizations, The Journal of American Academy of Business, Cambridge, September 2004.
43. Robbins, S.P. (2005). Organizational Behavior: Concepts, Controversies, and Applications, 11th edition, New Jersey: Prentice Hall.
44. Robinson, D., Perryman, S. & Hayday, S. (2004). The Drivers of Employee Engagement Report 408. Institute for Employment Studies, UK.
45. Rodriguez, R. (2008). Learning’s impact on talent flow. ChiefLearning Officer, 7(4), 50–64.
46. Sadler, P. (1988). Managerial Leadership in a Post-Industrial Society. Aldershot: Gower.
47. Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21, 600–619.
48. Schein, E.H. (1990). “Organizational Culture,” American Psychologist, 45(2), pp. 109-119.
49. Schleicher, D.J., Hansen, S. & Fox, K.E. (2011). Job attitudes and work values., Job attitudes and work values. In S. Zedeck (Ed.), APA handbook of industrial and
organizational psychology (Vol. 3, pp. 137–189). Washington, DC: American Psychological Association. ISBN: 978-1-4338-0727-5.
50. Scullion, H., Collings, D.G. & Caliguiri, P. (2010). Global talent management. Journal of World Business, 45, 105–108.
51. Sheridan, J.E. (1992). Organizational Culture and Employee Retention, Academy of Management Journal, 35(5), 1036-1056.
52. Stahl, G.K., Chua, C.H., Caliguiri, P., Cerdin, J.L. & Taniguchi, M. (2009). Predictors of turnover intentions in learning-driven and demand-driven international assignments: The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities. Human Resource Management, 48, 91–111.
53. Stoner, A.F. & Greenwood, R.G. (1982). Management: Study Guide and Workbook, Prentice-Hall.
54. Sull, D., Sull, C. & Zweig, B. (2022). Toxic Culture Is Driving the Great Resignation, MIT Sloan Management Review.
55. Temby, O., Sandall, J., Cooksey, R. & Hickey, G.M. (2016). Examining the Role of Trust and Informal Communication on Mutual Learning in Government: The Case of
Climate Change Policy in New York, Organization & Environment, 30(1), pp. 71-91.
56. Tunstall, J. (1985). Deregulation is politicization. Telecommunications Policy, 9(3), 203–214. https://doi.org/10.1016/0308-5961(85)90052-7
57. Van Maanen, J. (1973). Observations on the Making of Policemen. Human Organization, 32(4), 407–418.
58. Walker, J.W. (2001). Zero defections? Human Resource Planning, 24(1), 6–8.
59. Wright, P.M., McMahan, G.C. & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International journal of human resource management, 5（2）, 301-326.
60. Yamamoto, H. (2011). The relationship between employee benefit management and employee retention. The International Journal of Human Resource Management. 22. 3550-3564. 10.1080/09585192.2011.560871.

指導教授

鄭晉昌(Jihn-Chang Jehng)

審核日期

2022-6-9

推文