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姓名	蘇守謙(Sho-Chin Tsu)  查詢紙本館藏	畢業系所	資訊管理學系
論文名稱	資訊人員職業焦崩與離職決策研究
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摘要(中)	為此，本研究乃試圖建構以職業焦崩為核心的離職決策模型，利用「心像理論」的二階段決策思考模式 -- 以「心像相容性檢定」來過濾決策方案，和以「利益檢定」來評選決策方案的作法，推論焦崩現象引發資訊人員的離職決策過程。主張職業焦崩會引發資訊人員重新思考工作意義，進而改變個人價值觀、目標，或策略等「心像」；之後並會以「不再焦崩」的個人心像來過濾工作機會，和以「減輕焦崩」為考量的「利益檢定」來評選工作機會。針對後者，再根據「資源保存理論」和「焦崩階段模型」，推論資訊人員在評估「減輕焦崩」的決策因素時，會因其所處焦崩階段之不同，而有不同的優先順序考量。藉此釐清資訊人員離職決策之考量，並擴大「心像理論」之應用範圍。 實徵研究以國內三家大型資訊服務廠商之資訊人員為對象，包括程式設計、程式分析、系統分析、系統工程、應用工程、專案經理、行銷業務、專業諮詢與顧問等九種典型職務。資料蒐集分三階段進行，首先對上述資訊人員進行全 --------------------------------------------------------------------- 註：「職業焦崩」原文為："professional burnout"；過去研究曾有「工作倦怠」、「職業疲潰」等多種翻譯，但本研究認為「焦崩」更能深刻描述 "burnout"三個構面 --「情緒耗竭」、「乏人性化」，和「個人成就感低落」的綜合現象，因此選擇採用之。 面焦崩量測 (n=568)，以判定其焦崩程度及對應之焦崩階段。並將高度焦崩者列入追蹤，在往後四個月內離職者，視為「焦崩離職者」，透過支持廠商人力資源部門的協助，對這些離職人員進行離職面談，以了解其離職決策過程。最後針對追蹤四個月之後仍未離職者，挑選其中焦崩程度排名前5~10名者，進行深入訪談，以了解其「焦崩而未離職」之背後原因。訪談記錄以「文脈分析」方式進行分析，並經四位共同評定者交叉驗證，以加強個案分析之信度。 研究結果發現：(1) 當焦崩現象已違背個人心像時，「不再焦崩」成為資訊人員換職考量中，無可取代的決策因素；(2) 當焦崩現象未違背個人心像時，「減輕焦崩」和其他有形利益一樣，同為資訊人員換職考量中，可互相彌補、替代的決策因素；(3) 焦崩程度高低並非絕對，影響離職決策主要視其是否超過「門檻」而定；(4) 離職決策「門檻」，主要由個人、家庭、組織、環境等四方面的因素所構成。對應上述研究結論，提出「焦崩」、「門檻」，與「工作機會」的決策情境，清楚解釋「不顧一切離職」、「換到較不焦崩的工作」、「留在原工作等待機會」，以及「換到整體條件較好的工作」等四種決策情境。 根據此研究結果，對資訊產業經營管理者提出如下建言：(1) 重視離職率，也重視員工普遍焦崩程度，以有效累積企業之人力資本；(2) 了解焦崩階段之意義，定期診斷，防患未然，並能因個別之焦崩程度，妥善分派任務，以有效用才；(3) 了解焦崩而未離職者之「門檻」影響因素，將企業之資源運用在員工最需要的地方，藉以留住人才；(4) 了解焦崩離職者之決策考量因素，因勢誘導，試圖做最後的挽留。最後並根據實徵研究結果加以延伸推論，提出原始研究模型之修訂，以做為後續研究之參考基礎。
關鍵字(中)	★ 資訊人員 ★ 職業焦崩 ★ 離職決策 ★ 焦崩階段模型 ★ 心像理論 ★ 資源保存理論 ★ 文脈分析	關鍵字(英)	★ IS Personnel ★ Professional Burnout ★ Turnover Decision ★ Burnout Phase Model ★ Image Theory ★ Conservation of Resources Theory ★ Context Analysis
論文目次	封面 論文提要 目錄 第一章　緒論 第一節　研究背景 第二節　研究動機 第三節　研究目的 第四節　研究範圍 第五節　預期貢獻 第二章　文獻探討 第一節　資訊人員之特質 第二節　職業焦崩相關研究 第三節　離職模型及相關研究 第三章　研究模型與方法 第一節　研究模型 第二節　研究命題 第三節　研究方法 第四章　資料分析 第一節　樣本基本資料分析 第二節　問卷之效度與信度 第三節　焦崩階段之認定與分析 第四節　個案分析之信度 第五節　個案分析與命題討論 第六節　延伸探索性研究之發現 第五章　結論與建議 第一節　研究結果與討論 第二節　研究貢獻 第三節　對實務界之建議 第四節　研究限制 第五節　未來研究方向 參考文獻 中文部份 英文部份 附錄
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指導教授	范錚強(Cheng-Kiang Farn)	審核日期	2000-7-5
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