企業聲望對組織承諾及離職傾向之影響探討-以人力資源管理措施為調節變項

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鄧美娟(Mei-Jyuan Deng) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

企業聲望對組織承諾及離職傾向之影響探討-以人力資源管理措施為調節變項
(Investigating the Effect of Corporate Reputation on Organizational Commitment and Turnover Intention –Human Resource Management Practices as Moderators)

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摘要(中)

人才是企業發展的根本，如何吸引、開發及留任適合人才是當前企業所面對的重要課題。擁有高度聲望的企業，更容易吸引優秀的人才，另由於分紅費用化政策實施後，企業很難再用高薪及分紅配股作為吸引人才的工具，其他的人力資源管理措施也愈顯重要。故本研究將透過員工內心認知層面來探討企業聲望的重要性，及其影響組織承諾與員工離職意圖程度，如何透過有效執行人力資源管理措施以強化員工對企業之正向情感依附。
本研究主要探討企業聲望在組織承諾及離職傾向的影響，另探討人力資源管理措施對企業聲望對組織承諾與離職傾向的調節效果。研究對象為個案公司內部製程類職務員工。總計發放問卷280份，回收有效問卷240份，有效回收率為89.5%。
本研究假設之實證結果如下:
1.企業聲望對情感性承諾、持續性承諾、規範性承諾具有顯著正向影響。
2.企業聲望對離職傾向具有顯著負向影響。
3.員工感受公司的人力資源管理措施(員工參與、教育訓練、主管領導)越佳，會增強員工感受企業聲望對情感性承諾的正向效果。
4.員工感受公司的人力資源管理措施(主管領導)越佳，會增強員工感受企業聲望對持續性承諾的正向效果。
5.員工感受公司的人力資源管理措施(員工參與、主管領導)越佳，會增強員工感受企業聲望對規範性承諾的正向效果。
6.員工感受公司的人力資源管理措施(教育訓練)越佳，會增強員工感受企業聲望對離職傾向的負向效果。

摘要(英)

Talents are the foundation for corporate development and how to attract, development and retain suitable talents is an important issue faced by current corporates. Corporates with high reputation can more easily attract outstanding talents. Moreover, after the implementation of policy of expending employee bonus, it is very difficult for corporates to use high salary, bonus, and allotment of shares as the tools to attract talents. Therefore, other human resource management practices also seem to be increasingly important. Therefore, this study intends to investigate the importance of corporate reputation from employees’ inner cognitive aspect, namely, the effect corporate reputation on organizational commitment and employees’ turnover intention. This study also intends to investigate how to strengthen employees’ positive emotional attachment to corporates through the effective implementation of human resource management practices.
This study mainly investigates the effect of corporate reputation on organizational commitment and turnover intention. Moreover, this study also investigates the moderating effect of human resource management practices on corporate reputation, organizational commitment, and turnover intention. This study enrolled employees of process titles in the company as the research subjects. A total of 280 questionnaires were distributed, and 240 valid questionnaires were returned, with a valid return rate of 89.5%.
The empirical results of the research hypotheses are as follows:
1.Corporate reputation has a significantly positive effect on emotional commitment, continuous commitment, and normative commitment.
2.Corporate reputation has a significantly negative effect on turnover intention.
3.Better corporate human resource management practices (employee participation, educational training, and supervisor leadership) perceived by employees will strengthen their perception of positive effect of corporate reputation on emotional commitment.
4.Better corporate human resource management practices (supervisor leadership) perceived by employees will strengthen their perception of positive effect of corporate reputation on continuous commitment.
5.Better corporate human resource management practices (employee participation and supervisor leadership) perceived by employees will strengthen their perception of positive effect of corporate reputation on normative commitment.
6.Better corporate human resource management practices (educational training) perceived by employees will strengthen their perception of negative effect of corporate reputation on turnover intention.

關鍵字(中)

★ 企業聲望
★ 組織承諾
★ 離職傾向
★ 人力資源管理措施

關鍵字(英)

★ corporate reputation
★ organizational commitment
★ turnover intention
★ human resource management practices

論文目次

摘要 i
ABSTRACT ii
誌謝 iv
目錄 v
圖目錄 vii
表目錄 viii
一、緒論 1
1-1 研究背景與動機 1
1-2 研究目的 2
1-3 研究流程 3
二、文獻探討 4
2-1 企業聲望 4
2-1-1 企業聲望定義 4
2-1-2 企業聲望與企業形象 6
2-1-3 企業聲望的形成 7
2-1-4 企業聲望與企業聲望認知 8
2-1-5 企業聲望衡量 8
2-2 組織承諾 9
2-2-1 組織承諾定義 9
2-2-2 組織承諾的特性與衡量指標 10
2-3 離職傾向 11
2-3-1 離職傾向的定義 11
2-3-2 離職模式 12
2-4 企業聲望與組織承諾及離職傾向之關係 14
2-5 人力資源管理措施 15
2-5-1 人力資源管理的定義 15
2-5-2 人力資源管理措施 15
2-6 人力資源管理措施與組織承諾的關係 17
2-7 人力資源管理措施與離職傾向的關係 18
2-8人力資源管理措施對企業聲望對組織承諾與離職傾向的關係 19
三、研究方法 20
3-1 研究架構 20
3-2 研究假設 21
3-3 研究對象與資料蒐集方法 22
3-4 研究變數之操作性定義與衡量 22
3-4-1 自變數-企業聲望 22
3-4-2 依變數-組織承諾、離職傾向 23
3-4-3 調節變數-人力資源管理措施 25
3-4-4 控制變數-人口統計變項 26
四、研究結果與分析 27
4-1 研究對象之樣本特性 27
4-2 因素分析 29
4-3 信度分析 32
4-4 各變數相關分析 36
4-5 企業聲望對組織承諾與離職傾向的影響 38
4-6 人力資源管理措施調節企業聲望對情感性承諾的效果 41
4-7 人力資源管理措施調節企業聲望對持續性承諾的效果 46
4-8 人力資源管理措施調節企業聲望對規範性承諾的效果 49
4-9 人力資源管理措施調節企業聲望對離職傾向的效果 53
4-10 假設檢定結論 56
五、結論與建議 58
5-1 研究結論 58
5-2 建議 61
5-3 研究限制與後續研究建議 62
參考文獻 63
附錄問卷 69

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指導教授

黃同圳、鄭晉昌(Tung-Chun Huang Jihn-Chang Jehng)

審核日期

2017-7-6

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