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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/71029

    Title: 領導部屬交換關係、主管工作鑲嵌對部屬工作鑲嵌和離職傾向的影響——中介式調節模型的檢驗;The Impact of Leader-Member Exchange and Supervisor’s Job Embeddedness on Employee’ Job Embeddedness and Turnover Intention – A Mediated Moderation Model
    Authors: 陳微微;WEIWEI,CHEN
    Contributors: 人力資源管理研究所
    Keywords: 資源保存理論;領導部屬交換關係;工作鑲嵌;離職傾向;COR;Leader-Member Exchange;Job Embeddedness;Turnover Intention
    Date: 2016-06-23
    Issue Date: 2016-10-13 11:21:05 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 在組織中,直屬主管與部屬之間的關係是最為直接而緊密的,並會影響部屬在組織中的各項決策。本研究以領導部屬交換關係為自變項、主管工作鑲嵌為調節變項,採用中介式調節模型,來檢驗領導部屬交換關係和主管工作鑲嵌的交互作用對部属工作镶嵌和離職傾向的影響。本研究以中國大陸的企業為研究對象,共蒐集298份樣本。
    ;The relationship between supervisors and their direct subordinates is the strongest within an organization, which may have influence on subordinates’ decision making. The purpose of this study is to examine the impact of the interaction between LMX and supervisors’ job embeddedness on subordinates’ job embeddedness and turnover intention, using leader-member exchange as an independent variable and supervisors’ job embeddedness as a moderator. Data was collected from two Chinese organizations contained 298 samples.
    The result shows that supervisors’ job Embeddedness moderates the positive relationship between LMX and subordinates’ job Embeddedness such that high supervisors’ job embeddedness will strengthen the relationship of them. Besides, the interaction between supervisors’ job Embeddedness and LMX has impact on subordinates’ turnover intention through subordinates’ job embeddedness. Limitations and future research are discussed in the last part and practical suggestions are given too.
    Appears in Collections:[人力資源管理研究所] 博碩士論文

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