博碩士論文 103457002 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:8 、訪客IP:54.81.69.220
姓名 劉燕蓉(Yen-Jung Liu)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 職家衝突、工作鑲嵌與離職傾向之關聯性-以選擇、最適化、補償策略為調節變項
(The Study of the Relationship Between Work-to-Family Conflict, Job Embeddedness and Turnover Intention - The Moderating Effect of Selective, Optimization with Compensation Strategy(SOC Strategies))
相關論文
★ 組織精簡與員工態度探討 - 以A公司人力重整計劃為例。★ 訓練成效評估及影響訓練移轉之因素探討----一項時間管理訓練之研究
★ 主管領導風格、業務員工作習慣及專業證照對組織承諾與工作績效之相關研究★ 研發專業人員職能需求之研究-以某研究機構為例
★ 人力資本、創新資本與組織財務績效關聯性之研究★ 企業人力資源跨部門服務HR人員之角色、工作任務及所需職能之研究
★ 新進保全人員訓練成效之評估★ 人力資源專業人員職能之研究-一項追蹤性的研究
★ 影響企業實施接班人計劃的成功因素★ 主管管理能力、工作動機與工作績效之關聯性探討─以A公司為例
★ 影響安全氣候因子之探討-以汽車製造業為例★ 台電公司不同世代員工工作價值觀差異及對激勵措施偏好之研究
★ 不同的激勵措施對員工工作滿足及工作投入之影響性分析★ 工作價值觀、工作滿足對組織承諾之影響(以A通訊公司研發人員為例)
★ 薪資公平知覺與組織承諾關係之探討-以內外控人格特質為干擾變項★ 改善活動訓練成效評量之研究
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 自現代企業有管理制度以來,員工離職一直都是研究討論的焦點,伴隨著世界經濟的發展及科技所掀起的革命浪潮,市場競爭愈來愈激烈,企業想要生存、永續經營,加強人才管理是致勝關鍵之所在,人才是最重要的企業資本之一,如何減少人才流失及留才為目前企業最受困擾的議題,更是人力資源管理的重心主軸所在,是故本研究從兩個面向來探討與離職傾向之關係,一則是從造成員工離職之因素的角度探討(職家衝突),另一則是從企業留才的角度探討(工作鑲嵌),並檢視選擇、最適化、補償策略(SOC策略)是否會干擾上述之關係。
本研究採用問卷調查的方式,以實施便利抽樣針對各產業的在職人士發放問卷,採兩段不同的時間點透過紙本問卷、E-mail電子問卷以及線上問卷的形式進行資料蒐集,最後回收的有效樣本數為358份,有效回收率為71.6%。而經由階層迴歸分析之結果顯示(1)職家衝突與離職傾向有正向關聯性;(2)工作鑲嵌與離職傾向有負向關聯性;(3)選擇、最適化、補償策略(SOC策略)在職家衝突與離職傾向正向的關係間具有調節效果,較少採用SOC策略的員工,其職家衝突與離職傾向的關係會愈強。
摘要(英) Since the introduction of contemporary management, the study of employee turnover has been the focus of discussion. Following the globalization of the economy and the revolution of technology and science, the world economy has become ever more competitive. Organizations that are to stay in business and sustain development of business need to strengthen their talent management as it is the key to success. Talent is one of the most important enterprise capital; managing attrition and talent retention are currently the most perplexing organization issue. It is also seen as a focal point in human resources management. Therefore, this study is aimed at from two aspects exploring their relationships with turnover intention – the causes and effects of employee turnover (Work-to-Family Conflict) and the perspective of business retaining the talent (Job Embeddedness). The study will also examine the moderating effect of selective, optimization with compensation strategy (SOC Strategies) between work-to-family conflict, job embeddedness and turnover intention. To draw representative data from employed individuals in various industries, this study was conducted by using a questionnaire survey through convenience sampling. Paper, email and on-line questionnaires were used to collect data in two stages. A total number of 358 valid questionnaires with the effective rate of 71.6 percent was collected for data analysis. The results of hierarchical regression analysis showed that a. Work-to-family conflict has a positive relationship with turnover intention; b. Job embeddedness has a negative relationship with turnover intention; and c. Selective, optimization with compensation strategy (“SOC strategies”) has a moderating effect between work-to-family conflict and turnover intention, such that this relationship is stronger when employees with weak SOC strategies.
關鍵字(中) ★ 職家衝突
★ 工作鑲嵌
★ 選擇最適化補償策略
★ 離職傾向
關鍵字(英) ★ Work-to-family Conflict
★ Job Embeddedness
★ Selective Optimization with Compensation Strategy (SOC Strategies)
★ Turnover Intention
論文目次 誌謝 IV
目 錄 VI
圖目錄 VII
表目錄 VII
第一章 緒論 1
第二章 文獻探討與假設建立 5
2.1  職家衝突 5
2.2  工作鑲嵌 6
2.3  離職傾向 8
2.4  選擇、最適化、補償策略(SOC策略) 10
2.5  職家衝突與離職傾向的關聯性 12
2.6  工作鑲嵌與離職傾向的關聯性 13
2.7  選擇、最適化、補償策略(SOC策略)的調節效果 14
第三章 研究方法 16
3.1  研究架構 16
3.2  研究樣本與流程 16
3.3  研究工具與研究變項衡量說明 17
3.4  信度分析 19
3.5  資料分析與統計方法 20
第四章 研究結果 21
4.1  樣本敍述性統計描述 21
4.2  資料檢驗 22
4.3  相關分析 25
4.4  階層迴歸分析 26
第五章 結論與建議 29
5.1  研究結論與探討 29
5.2  研究貢獻 30
5.3  管理意涵 31
5.4  研究限制與未來研究方向 33
參考文獻 35

圖目錄
圖1、研究架構圖 16
圖2、SOC策略於職家衝突與離職傾向之交互作用效果分析圖 28

表目錄
表1、各中外學者對離職傾向的定義 9
表2、信度分析結果 19
表3、樣本的基本資料結構彙整 21
表4、研究變項之驗證性因素分析 23
表5、收斂效度分析表 24
表6、區辨效度分析表 24
表7、相關分析表 25
表8、階層迴歸分析表 27
表9、研究假設結果彙整表 28
參考文獻 中文
丁怡瑛. (2007). 員工環境威脅認知對工作壓力與離職傾向之影響-以北區溫泉旅館業為例. 國立雲林科技大 學休閒運動研究所碩士論文, 未出版.
王莉、石金濤 (2007)。 组織嵌入及其對員工工作行為影響的實證研究 - An Empirical Study of Organizational Embeddedness and Its Effect on Employees' Work Behavior, 21(3)。
朱建平 (2003),組織成員的政治知覺對離職傾向之影響:工作滿足的中介效果,中山大學人資所碩士論文。
行政院主計總處 104年人力運用調查報告。歷年性別與婚姻狀況別勞動力參與率、歷年子女年齡別有配偶或同居婦女勞動力參與率。
林幸台. (1997). 生涯發展量表單編制報告.
洪啟方 (2002),工作滿足與員工離職傾向關係之研究,台灣師範大學工業教育所碩士。
許碧芬、周清霈、吳偉立,2001。「上司部屬性別組合對上司支持與工作-家庭衝突關連性干擾效果之研究:以高科技從業人員為例」,2001年中華民國科技管理學會年會論文研討會,台北:中華民國科技管理學會與台灣大學管理學院主辦。
陳佳雯, & 陸洛. (2013). 大中華地區員工之工作不安全感與工作態度及行為的關聯: 以情感性組織承諾為調節變項. 組織與管理, 6(1), 59-92.
陸洛, 黃茂丁, & 高旭繁. (2005). 工作與家庭的雙向衝突: 前因, 後果及調節變項之探討. 應用心理研究 (台灣), 27, 133-166.
傅佩雯 (2010)。工作內鑲嵌和工作外鑲嵌對離職意圖的影響,東吳大學心理學碩士論文。
黃富順(1995):「成功的老化」。見中華民國成人教育學會(主編): 《成人教育辭典》。台北:成人教育學會。
英文
Abraham, R. (1998). Emotional dissonance in organizations: Antecedents, consequences, and moderators. Genetic, social, and general psychology monographs, 124(2), 229.
Arakawa, H., Aresta, M., Armor, J. N., Barteau, M. A., Beckman, E. J., Bell, A. T., ... & Domen, K. (2001). Catalysis research of relevance to carbon management: progress, challenges, and opportunities. Chemical Reviews,101(4), 953-996.
Arthur, Jeffrey B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management journal, 37(3), 670-687.
Aspinwall, L. G., & Taylor, S. E. (1997). A stitch in time: self-regulation and proactive coping. Psychological bulletin, 121(3), 417.
Azeem, S. M. (2010). Personality hardiness, job involvement and job burnout among teachers. International Journal of Vocational and Technical Education,2(3), 36-40.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16(1), 74-94.
Bakker, A. B., Demerouti, E., De Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency.Journal of Vocational Behavior, 62(2), 341-356.
Baltes, B., & Heydens-Gahir, H. A. (2003). Reduction of work–family conflict through the use of selection, optimization, and compensation behaviors. Journal of Applied Psychology, 88, 1005–1018.
Baltes, M. M., & Carstensen, L. L. (1996). The process of successful ageing.Ageing and society, 16(04), 397-422.
Baltes, P. B., & Baltes, M. M. (1990). Psychological perspectives on successful aging: The model of selective optimization with compensation.Successful aging: Perspectives from the behavioral sciences, 1(1), 1-34.
Bedeian, A. G., Mossholder, K. W., & Armenakis, A. A. (1983). Role perception-outcome relationships: Moderating effects of situational variables.Human Relations, 36(2), 167-183.
Boles, J. S., Johnston, M. W., & Hair Jr, J. F. (1997). Role stress, work-family conflict and emotional exhaustion: Inter-relationships and effects on some work-related consequences. Journal of Personal Selling & Sales Management,17(1), 17-28.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit.Sage focus editions, 154, 136-136.
Burke, R. J., Weir, T. & Duwors, R. E.,(1980). Work demands on administrators and spouse well-being. Human Relations, 33, 253-278
Burnett-Wolle, S., & Godbey, G. (2007). Refining research on older adults′ leisure: Implications of selection, optimization, and compensation and socioemotional selectivity theories. Journal of Leisure Research, 39(3), 498.
Carlson, D. S., & Perrewé, P. L. (1999). The role of social support in the stressor-strain relationship: An examination of work-family conflict. Journal of management, 25(4), 513-540.
Carsten, J. M., & Spector, P. E. (1987). Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky model. Journal of Applied psychology, 72(3), 374.
Castro, A. P., & Nielsen, E. (2001). Indigenous people and co-management: implications for conflict management. Environmental Science & Policy, 4(4), 229-239.
Chiu, S. F., & Tsai, M. C. (2006). Relationships among burnout, job involvement, and organizational citizenship behavior. The Journal of Psychology, 140(6), 517-530.
Cook, R. A., & Rousseau, D. M. (1984). Stress and strain from family roles and work role expectation. Journal of Applied Psychology, 69(2), 252-260.
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests.psychometrika, 16(3), 297-334.
Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of Applied Psychology, 92(4), 1031.
Cunningham, G. B., Fink, J. S., & Sagas, M. 2005. Extensions and further examination of the job embeddedness construct. Journal of Sport Management,52 19(3). 319-335.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86, 499-512.
Epstein, R. M., & Street JR, R. L. (2007). Patient-centered communication in cancer care: promoting healing and reducing suffering.
Felps, Will, Mitchell, Terence R, Hekman, David R, Lee, Thomas W, Holtom, Brooks C, & Harman, Wendy S. (2009). Turnover contagion: Howcoworkers′ job embeddedness and job search behaviors influence quitting. Academy of Management Journal, 52(3), 545-561.
Foley, S., Hang-Yue, N., & Lui, S. (2005). The effects of work stressors, perceived organizational support, and gender on work-family conflict in Hong Kong. Asia Pacific Journal of Management, 22(3), 237-256.
Frank M.Gryna(2004).Work overload: Redesigning Jobs to Minimize Stress and Burnout.
Frederlck, J. G. (1960). Labor Turnover: Calculation and cost, new york. AmA, p7.
Freund, A. M., & Baltes, P. B. (1998). Selection, optimization, and compensation as strategies of life management: correlations with subjective indicators of successful aging. Psychology and aging, 13(4), 531.
Freund, A. M., & Baltes, P. B. (2000). The orchestration of selection, optimization and compensation: An action-theoretical conceptualization of a theory of developmental regulation. Control of human behavior, mental processes, and consciousness: Essays in honor of the 60th birthday of August Flammer, 35-58.
Freund, A. M., & Riediger, M. (2001). What I Have and What I Do-The Role of Resource Loss and Gain Throughout Life.
Freund, A. M., Li, K. Z., & Baltes, P. B. (1999). Successful development and aging: The role of selection, optimization, and compensation.
Frone, M. R., Russell, M., & Cooper, M.L. (1992). Antecedents and Outcomes of Work-FC: Testing A Model of the Work – Family Interface. Journal of Applied Psychology, 77(1), 65-78.
Fu, C. K., & Shaffer, M. A. (2001). The tug of work and family: Direct and indirect domain-specific determinants of work-family conflict. Personnel review,30(5), 502-522.
Fuhrman, J. A., & Ferguson, R. L. (1986). Nanomolar concentrations and rapid turnover of dissolved free amino-acids in seawater-agreement between chemical and microbiological measurements. Marine Ecology Progress Series,33(3), 237-242.
Gary, P. G., Kwong, T. M., & Leann, M. T. (1995). Embeddedness and capital market: Bank financing of business. The Journal of Socio-Economics, 24(1), 129-149.
Geurts, S. A., & Demerouti, E. (2003). Work/non-work interface: A review of theories and findings. The handbook of work and health psychology, 2, 279-312.
Green, L. J., & Kreuter, M. W. (1999). The precede–proceed model. Health promotion planning: an educational approach. 3rd ed. Mountain View (CA): Mayfield Publishing Company, 32-43.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
Greenhaus, J. H., Bedeian, A. G., & Mossholder, K. W. (1987). Work experiences, job performance, and feelings of personal and family well-being.Journal of Vocational Behavior, 31(2), 200-215.
Greenhaus, J. H., Parasuraman, S., & Collins, K. M. (2001). Career involvement and family involvement as moderators of relationships between work–family conflict and withdrawal from a profession. Journal of occupational health psychology, 6(2), 91.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of management, 26(3), 463-488.
Hackman, J. R., & Oldham, G. R. (1980). Work redesign.
Hair, J. F., Anderson, R. E., Tatham, R. L., & William, C. (1998). Black (1998), Multivariate data analysis.
Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2006).Multivariate data analysis (Vol. 6). Upper Saddle River, NJ: Pearson Prentice Hall.
Halbesleben, J. R., & Wheeler, A. R. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. Work & Stress, 22(3), 242-256.
Havighurst, R. J. (1968). Personality and patterns of aging. The Gerontologist,8(1 Part 2), 20-23.
Hayduk, L.A. (1988). Structural Equation Modeling with LISREL: Essentials and Advances: Johns Hopkins University Press.
Heckhausen, J., & Schulz, R. (1995). A life-span theory of control.Psychological review, 102(2), 284.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524.
Holtom, B. C., & Inderrieden, E. J. (2006). Integrating the unfolding model and job embeddedness model to better understand voluntary turnover. Journal of Managerial Issues, 435-452.
Holtom, Brooks C, Mitchell, Terence R, Lee, Thomas W, & Inderrieden, Edward J. (2005). Shocks as causes of turnover: What they are and how organizations can manage them. Human Resource Management, 44(3), 337-352.
Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
Irving, P. G., Coleman, D. F., & Cooper, C. L. (1997). Further assessments of a three-component model of occupational commitment: Generalizability and differences across occupations. Journal of applied psychology, 82(3), 444.
Jiang, Kaifeng, Lepak, David P, Hu, Jia, & Baer, Judith C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.
Joreskog, K. G., & Sorbom, D. (1996). LISREL 8 reference guide. Lincolnwood, IL: Scientific Software International.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A.Organizational stress:Studies in role conflict and ambiguity. NY: Wiley. 1964.
Karasek, R. A. 1979. Job demand, job decision latitude, and mental strain: Implications forjob redesign. Administrative Science Quarterly, 24: 285-315.
Keith, P. & Schafer, R. (1980). Role strain and depression in two-job families. Family Relations, 29, 483-488.
Kirkcaldy, B., Levine, R., & Shephard, R. J. (2000). The impact of working hours on physical and psychological health of German managers. European Review of Applied Psychology, 50, 443-449.
Kopelman, R. E., Greenhaus, J. H., & Connolly, T. F. (1983). A model of work, family, and interrole conflict: A construct validation study. Organizational behavior and human performance, 32(2), 198-215.
Lee, T. W., & Maurer, S. D. (1999). The effects of family structure on organizational commitment, intention to leave and voluntary turnover. Journal of Managerial Issues, 493-513.
Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C.(2004). The effects of job embeddedness on organizational citizenship, job erformance,volitional absences, and voluntary turnover. Academy of Management Journal,47(5), 711-745.
Lee, T., & Maurer, S. (1997). The retention of knowledge workers with the unfolding
Lee, Thomas W, Mitchell, Terence R, Sablynski, Chris J, Burton, James P, & Holtom, Brooks C. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover.Academy of Management Journal, 47(5), 711-722.
Lepak, D. P., & Snell, S. A. (1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of management review, 24(1), 31-48.
Leung, D. Y., & Lee, W. W. (2006). Predicting intention to quit among Chinese teachers: Differential predictability of the components of burnout. Anxiety, Stress, and Coping, 19(2), 129-141.
Maslach,C.,& Goldberg,J.(1998).Prevention of burnout :New perspectives.Applied & preventive Psychology,7(1),63-74.
McClusky III, D. A., & Smith, C. D. (2008). Design and development of a surgical skills simulation curriculum. World journal of surgery, 32(2), 171-181.
McTavish, D. G. (1971). Retirement marriage. Storrs, CT: University of Connecticut Press.
Meijman, T. F., & Mulder, G. (1998). Psychological aspects of workload.Handbook of Work and Organizational Psychology. Volume, 2.
Merriam-webster’s online dictionary (2009). Retrieved April 19, 2009, from http:// www.merriam-webster.com/dictionary/intention.
Michaels, C. E., & Spector, P. E. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of applied psychology, 67(1), 53.
Miller, H. E., Katerberg, R., & Hulin, C. L. (1979). Evaluation of the Mobley, Horner, and Hollingsworth model of employee turnover. Journal of Applied Psychology, 64(5), 509.
Mitchell, T. R., & Lee, T. W. (2001). 5. The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. Research in organizational behavior, 23, 189-246.
Mitchell, Terence R, Holtom, Brooks C, Lee, Thomas W, Sablynski, Chris J, & Erez, Miriam. (2001). Why people stay: Using job embeddedness to predictvoluntary turnover. Academy of management journal, 44(6), 1102-1121.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of applied psychology, 62(2), 237.
Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of applied psychology, 81(4), 400.
Nunnally, J. (1978). Psychometric methods.
O′Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of management journal, 34(3), 487-516.
Pervin, L. A. (1968). Performance and Satisfaction as a Function of Individual-Environment Fit. Psychological bulletin, 69(1), 56.
Pfeffer, J. (1994). Competitive advantage through people. California management review, 36(2), 9-28.
Pleck, J., Staines, G., & Lang, L. (1980). Conflicts between work and family life. Monthly Labor Review, March, 29-32.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59(5), 603.
Posig, M., & Kickul, J. (2004). Work-role expectations and work family conflict: gender differences in emotional exhaustion. Women in Management Review,19(7), 373-386.
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of Management Journal, 24(3), 543-565.
Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of management review, 10(3), 465-476.
Reitz, O, & Anderson, Mary Ann. (2011). An overview of job embeddedness. Journal of Professional Nursing, 27(5), 320-327.
Riley, M. W., & Riley, J. W. (2000). Age integration conceptual and historical background. The Gerontologist, 40(3), 266-270.
Rowe, J. W., & Kahn, R. L. (1987). Human aging: Usual and successful. Science, 237, 143-149. Rowe, J. W., & Kahn, R. L. (1997). Successful aging. Gerontologist, 37, 433-440. Rowe, J. W., & Kahn, R. L. (1998). Successful aging. New York: Dell.
Sager, J. K., Futrell, C. M., & Varadarajan, R. (1989). Exploring salesperson turnover: A causal model. Journal of business research, 18(4), 303-326.
Shamir, B. (1983). Some antecedents of work-nonwork conflict. Journal of Vocational Behavior, 23(1), 98-111.
Shaw, Jason D, Gupta, Nina, & Delery, John E. (2005). Alternative conceptualizations of the relationship between voluntary turnover and organizational performance. Academy of Management Journal, 48(1), 50-68.
Shirom, A. (1989). Burnout in work organizations.
Sousa-Poza, A., & Henneberger, F. (2004). Analyzing job mobility with job turnover intentions: An international comparative study. Journal of Economic Issues, 38(1), 113-137.
Tanova, C., & Holtom, B. C. (2008). Using job embeddedness factors to explain voluntary turnover in four European countries. International Journal of Human Resource Management, 19(9), 1553-1568. Trevor, C. O., & Nyberg, A. J. (2008).
Weigl, M., Mueller, A., Hornung, S., Zacher, H., & Angerer, P. (2013). The moderating effects of job control and selection, optimization, and compensation strategies on the age–work ability relationship. Journal of Organizational Behavior, 34(5), 607-628.
Williams, L. J., & Hazer, J. T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of applied psychology, 71(2), 219.
Yavas, U., Babakus, E., & Karatepe, O. M. (2013). Does hope moderate the impact of job burnout on frontline bank employees′ in-role and extra-role performances?. International Journal of Bank Marketing, 31(1), 56-70.
Zacher, H., & Frese, M. (2011). Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. Journal of Organizational Behavior,32(2), 291-318.
Zeffane, R. M. (1994). Understanding employee turnover: The need for a contingency approach. International journal of Manpower, 15(9), 22-37.
Zhang, M., Fried. D. D., & Griffeth, R. W. (2012). A Review of Job Embeddedness: Conceptual, Measurement Issues, and Directions for Future Research. Human Resource Management Review; 22, 220-231.
指導教授 林文政 審核日期 2016-7-18
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明