領導部屬交換關係、情緒勒索、員工韌性、組織工作嵌入對部屬留任意願之影響

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姓名

王晴(Ching Wang) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

領導部屬交換關係、情緒勒索、員工韌性、組織工作嵌入對部屬留任意願之影響

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摘要(中)

在職場上，我們在執行各項業務的過程中，互動最頻繁的角色除了同事及客戶外，主管在我們的職涯中扮演了最重要的角色，其會影響到我們在組織中的成長、工作氛圍、與組織之間的關係，最終也可能影響到我們的留任意願。本研究探討領導－部屬交換關係（LMX）對部屬留任意願的影響，並將主管情緒勒索、員工韌性及組織工作嵌入（連結度、適配度、犧牲度）作為中介變項，以了解在主管與部屬關係對部屬留任意願的關係中，其他議題是如何從中影響部屬的最終留任意願。本研究採取隨機抽樣針對在台灣工作且有主管的工作者進行調查，最終收回502份有效樣本，並使用Mplus進行結構方程式分析並驗證假說。研究結果發現：(1) LMX對員工留任意願具有正向影響；(2) LMX對情緒勒索具有負向影響；(3) LMX對員工韌性具有正向影響；(4) LMX對組織工作嵌入（包含三個子構面）皆具正向影響；(5) 情緒勒索對組織工作嵌入、適配度及犧牲度不具有顯著影響；(6) 情緒勒索對組織工作嵌入中的連結度具有正向影響；(7) 員工韌性對組織工作嵌入（包含三個子構面）皆具正向影響；(8) 情緒勒索對留任意願不具顯著影響；(9) 員工韌性對留任意願具負向影響；(10) 組織工作嵌入及犧牲度對留任意願具正向影響；(11) 組織工作嵌入中的連結度對留任意願具負向影響；(12) 組織工作嵌入中的適配度對留任意願不具顯著影響；(13) LMX對留任意願具有正向影響，且員工韌性及組織工作嵌入在其中具有中介效果；(14) LMX對留任意願具有正向影響，且情緒勒索、員工韌性、連結度及犧牲度在其中具有中介效果。
過去較少學者探討這些變項之間的關係，本研究可以作為組織在面對類似問題的參考，以能讓組織制定相關措施時，同時考慮與主管部屬關係相關的議題。

摘要(英)

In the workplace, several roles affect our work, including colleagues, clients, and most importantly, our direct supervisor. Supervisors influence our growth within the organization, the work environment, and the connection between us and the organization. Furthermore, supervisors impact our intention to stay.
The main purpose of this study is to identify the relationship between leader-member exchange (LMX) and intention to stay, with supervisor emotional blackmail, member resilience, and organizational job embeddedness (OJE) factors (links, fit, sacrifice) as mediators.
The primary study objective focused on workers in Taiwan who have direct supervisors. A total of 502 valid samples were collected and analyzed using structural equation modeling (SEM) via Mplus. The study results indicate that: (1) LMX has a positive effect on intention to stay; (2) LMX has a negative effect on emotional blackmail; (3) LMX has a positive effect on resilience; (4) LMX has a positive effect on OJE (including links, fit, sacrifice); (5) Emotional blackmail has no effect on OJE, fit, and sacrifice; (6) Emotional blackmail has a positive effect on the links of OJE; (7) Resilience has a positive effect on OJE (including links, fit, sacrifice); (8) Emotional blackmail has no effect on intention to stay; (9) Resilience has a negative effect on intention to stay; (10) OJE and sacrifice of OJE have a positive effect on intention to stay; (11) Links of OJE has a negative effect on intention to stay; (12) Fit of OJE has no effect on intention to stay; (13) Resilience and OJE have an indirect effect on the relationship between LMX and intention to stay; (14) Emotional blackmail, resilience, links of OJE, and sacrifice of OJE have an indirect effect on the relationship between LMX and intention to stay.
There is limited research exploring the relationship among these constructs, and this study can provide suggestions for companies facing similar issues.

關鍵字(中)

★ 領導部屬交換關係
★ 留任意願
★ 情緒勒索
★ 員工韌性
★ 組織工作嵌入

關鍵字(英)

★ Leader-member exchange
★ Intention to stay
★ Emotional blackmail
★ Resilience
★ Organization job embeddedness

論文目次

中文摘要 i
ABSTRACT ii
圖目錄 v
表目錄 vi
第一章緒論 1
1-1 研究背景和動機 1
1-2 研究目的 4
1-3 研究流程 5
第二章文獻探討 6
2-1 領導－部屬交換關係 6
2-2 留任意願 7
2-3 情緒勒索 8
2-4 員工韌性 10
2-5 組織工作嵌入 11
2-6 領導－部屬交換關係對員工留任意願的影響 12
2-7 領導－部屬交換關係對情緒勒索的影響 13
2-8 領導－部屬交換關係對員工韌性的影響 14
2-9 領導－部屬交換關係、情緒勒索、員工韌性、組織工作嵌入之關係 14
2-9-1 領導－部屬交換關係對組織工作嵌入的影響 14
2-9-2 領導－部屬交換關係對連結度、適配度及犧牲度的影響 15
2-9-3 情緒勒索對組織工作嵌入的影響 17
2-9-4 情緒勒索對連結度、適配度及犧牲度的影響 17
2-9-5 員工韌性對組織工作嵌入的影響 19
2-9-6 員工韌性對連結度、適配度及犧牲度的影響 20
2-10 情緒勒索、員工韌性、組織工作嵌入、留任意願之關係 21
2-10-1 情緒勒索對留任意願的影響 21
2-10-2 員工韌性對留任意願的影響 22
2-10-3 組織工作嵌入對留任意願的影響 22
2-10-4 連結度、適配度及犧牲度對留任意願的影響 23
2-11 情緒勒索、員工韌性及組織工作嵌入的中介效果 24
第三章研究方法 26
3-1 研究架構與假說 26
3-1-1 研究架構 26
3-1-2 研究假說 27
3-2 研究變項的操作與衡量工具 28
3-2-1 自變項：領導－部屬交換關係 28
3-2-2 中介變項：情緒勒索 29
3-2-3 中介變項：員工韌性 30
3-2-4 中介變項：組織工作嵌入 31
3-2-5 依變項：留任意願 32
3-2-6 控制變項 33
3-3 資料收集與分析方法 34
第四章資料分析與研究結果 35
4-1 樣本敘述統計 35
4-2 信度與效度分析 38
4-2-1 模型配適度檢定 38
4-2-2 信度分析 38
4-2-3 組合信度、收斂效度及區辨效度 39
4-3 相關分析 40
4-4 結構方程式分析及假說驗證 44
第五章結論與建議 54
5-1 研究結論 54
5-2 管理意涵 68
5-3 研究限制與未來研究建議 70
參考文獻 72

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指導教授

陳明園(Ming-Yuan Chen)

審核日期

2024-6-5

推文