國營企業從業人員離職傾向之探討–以T公司為例

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姓名

陳啓南(Chi-Nan Chen) 查詢紙本館藏

畢業系所

企業管理學系在職專班

論文名稱

國營企業從業人員離職傾向之探討–以T公司為例

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至系統瀏覽論文 ( 永不開放)

摘要(中)

產業自由化及全球化的激烈競爭下，政府業務單位轉型為國營企業並引進非公務人力以補充人力需求，然人事制度的僵化及差異導致新進人員離職率居高不下。為此，本研究以國營企業港口集團之T公司為研究對象，目的在了解T公司於2012年3月轉型後，影響從業人員離職傾向（turnover intention）的原因，所探討的因素包括薪資福利（salary and benefits）、工作能力（working ability）、個人與組織適配度（person-organization fit ; P-O fit）如何透過員工的工作滿意（job satisfaction）、組織承諾（organizational commitment）及組織公平（organizational justice）。研究進行以人員訪談及電子問卷方式進行。研究結果發現造成離職傾向的最重要因素是薪資福利，其次是組織公平。

關鍵詞：薪資福利、工作能力、個人與組織適配度、工作滿意、組織承諾、組織公平、離職傾向

摘要(英)

Under the severe competition of liberalization and globalization in industries, former government business-related entities embark on transformation; however, the rigidity and discrimination of personnel system has led to new employees′ high turnover rate.
On this account, a state-owned enterprise of a port group, the T Company, was chosen as the subject of this research. With intent to understand the cause of turnover, the research analyzed the factors that influenced the turnover intention of the company’s new employees, who were admitted after its transformation in March, 2013. These factors include salary and benefits, working ability, person-organization fit (P-O fit), job satisfaction, organizational commitment and organizational justice.
By means of staff interviewing and electronic questionnaire, this study found the most important factor that influence the intention of turnover is the salary and benefits, followed by the organizational justice.
Keywords: salary and benefits, working ability, person-organization fit, job satisfaction, organizational commitment, organizational justice, turnover intention.

關鍵字(中)

★ 薪資福利
★ 工作能力
★ 個人與組織適配度
★ 工作滿意
★ 組織承諾
★ 組織公平
★ 離職傾向

關鍵字(英)

★ salary and benefits
★ working ability
★ person-organization fit
★ job satisfaction
★ organizational commitment
★ organizational justice
★ turnover intention

論文目次

中文摘要 I
英文摘要 II
誌謝 III
目錄 IV
圖目錄 V
表目錄 VI
第一章緒論 1
1-1研究背景 1
1-2研究動機 2
1-3研究目的 4
1-4 研究流程 5
第二章文獻探討與假設 6
2-1薪資福利（SALARY AND BENEFITS） 6
2-3個人與環境適配（PERSON-ORGANIZATION FIT） 14
2-5組織承諾（ORGANIZATIONAL COMMITMENT） 18
2-6組織公平（ORGANIZATIONAL JUSTICE） 20
2-7離職傾向（TURNOVER INTENTION） 33
第三章研究方法與設計 41
3-1研究對象-新進從業人員特質分析 41
3-2質性研究方法 41
3-3研究架構 42
3-4訪談問項設計 42
3-5訪談大綱及資料收集過程 46
3-6資料分析方法 47
第四章資料分析 48
4-1樣本資料分析 48
第五章結論與建議 66
5-1研究結論 66
5-2管理意涵 69
5-3研究限制與後續研究建議 71
參考文獻 73
一、中文文獻： 73
二、英文文獻： 76
附錄一：線上問卷 88
附錄二：受訪者背景資料 92
附錄三：公營事業含政府持股未超過50%但為最大股東事業機構分類 97

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指導教授

洪秀婉(Shiu-Wan Hung)

審核日期

2015-1-20

推文