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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）)
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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
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指導教授	林文政	審核日期	2016-7-18
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