人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項;+C3163The relationship of Human Resource Management practices and employee turnover intention – Job satisfaction as mediating variable

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10661

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Title:	人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項;+C3163The relationship of Human Resource Management practices and employee turnover intention – Job satisfaction as mediating variable
Authors:	陳健平;Rocky Chen
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	中介變項;人力資源管理活動;工作滿意;員工離職意願;HRM practices;Job satisfaction;Turnover Intention;Mediating variable
Date:	2005-06-16
Issue Date:	2009-09-22 14:04:15 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	論文中文摘要：在當前經濟變遷迅速、整體環境瞬息萬變，從策略人力資源管理的構面來看，如何留住優秀人才，有效降低離職率，減少重複花費之訓練成本，有效降低離職率，是許多企業非常有興趣的議題。人力資源管理部門已被企業視為事業體的策略夥伴角色，期能將有限的資源投注於最適當的人力資源活動，提高工作滿意度，期能降低離職率，進而提升組織績效。本研究的目的為探討人力資源管理活動對工作滿意度與離職意願的影響，以及探討工作滿意度是否為人力資源管理活動與離職意願的中介變項。本研究之問卷共發放問卷240份，回收問卷207份，回收率為86%。實收有效問卷157份，有效回收率為65%。並利用迴歸分析方法，最後研究結果：1.發現短期聚焦與長期發展之人力資源管理活動執行效果愈佳，員工工作滿意度愈高。2.發現短期聚焦之人力資源管理活動執行效果愈佳，員工離職意願愈低3.工作滿意是短期聚焦之人力資源管理活動與員工離職意願之中介變項。 Abstract: The business world today is a fast moving and rapidly changing economic environment. From the perspective of Strategic Human Resources management, it is a critical issue that many business organizations have lots of interests on how to maintain their superior and competitive workforces, effectively reduce turnover, and to minimize the training cost due to turnover. As we all are aware that Human Resources Management department is now recognized as one of business partners in an organization, in order to deploy the limited resources provided to elevate job satisfaction, reduce turnover, and to enhance organization performance. The research is focus on exploring the relationship and impact of human resources management practices toward job satisfaction, and employee turnover intention, and to discuss the mediating effects of job satisfaction toward Human Resources Management practices. This research received 157 valid questionnaires. The results indicated that（1）Both the HRM practices of alignment and HRM practices of adaptability will improve job satisfaction; （2）the implementation result of the HRM practices of alignment will reduce the employee turnover intention; （3）Job satisfaction does have mediating impact on the HRM practices of adaptability and employee turnover intention.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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