博碩士論文 105451019 詳細資訊




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姓名 吳姍蓉(Shan-Jung Wu)  查詢紙本館藏   畢業系所 企業管理學系在職專班
論文名稱 雇主品牌對企業併購員工留任意願之影響: 以侍僕領導為中介
(The Influence of Employer Brand on Employee Retention Intention in the Corporate M&A: Servant Leadership as a Mediator)
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摘要(中) 本研究主要探討企業併購期間,雇主品牌與員工留任意願之關係,以及侍僕領導在兩者之間的中介效果。雇主品牌包含:員工對企業形象強度的認知、員工對企業社會責任的認知、員工對組織聲望的感知,及員工對組織提供獨特工作經驗的看法四個子構面進行探討。研究參與者為台灣某一上市科技公司之員工,發出300份問卷,回收有效問卷169份。階層迴歸結果顯示:(1)就併購前的員工留任意願,與企業社會責任及獨特工作經驗顯著正向相關,但企業形象與組織聲望則無法適當解釋。侍僕領導與員工留任意願具有部分中介效果:除企業形象外,雇主品牌之其他三構面皆有顯著正向影響。(2)就併購後的員工留任意願,除組織聲望外,其餘三構面皆有顯著正向影響。(3)侍僕領導對雇主品牌與員工留任意願具有部分中介效果:除組織聲望外,其餘雇主品牌之三構面皆有顯著正向影響。整體而言,不論是企業併購前或後,雇主品牌及侍僕領導對於員工留任意願具有正向相關,且侍僕領導皆具中介效果。
摘要(英) This study explores the relationship between employer brand and employees′ retention intentionduring merger and acquisition, and the mediation effect of servant leadership. Employer brand studied includes four aspects: employee perceptions of the organization’s corporate identity strength, employee perceptions of corporate CSR identity claims, employee perceptions of organizational prestige, and employee perception of unique employment experience elements.Participants were employees of a technology company in Taiwan, with300 questionnaires distributed, received 169 valid questionnaires. Using hierarchical regression and retention intention as the dependent variable,the results show(1) before M & A, CSR and unique work experience have a significant positive relationship, but not for corporate image and organizational reputation; (2) after M & A, excluding organization′s reputation, the other three dimensions of employer brand have a significant positive relationship; (3)servant leadership mediated the relationship between employer brand and retention intentionbefore and after the M & A.
關鍵字(中) ★ 企業併購
★ 雇主品牌
★ 侍僕領導
★ 員工留任意
關鍵字(英) ★ M&A
★ Employer Brand
★ Servant Leadership
★ Retention Intention
論文目次 摘要 iv
Abstract v
誌謝 vi
目錄 vii
圖目錄 x
表目錄 xi
第一章 緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
1-3 研究流程 4
第二章 文獻探討 6
2-1 企業併購 6
2-1-1 併購的意涵及方式 6
2-1-2 併購的動機 7
2-1-3 併購管理層面與人力資源管理 8
2-2 留任意願 9
2-2-1 留任意願的意涵 10
2-2-2 留任意願之類別 11
2-2-3 影響留任之因素 11
2-3 雇主品牌 13
2-3-1 員工對企業形象強度及企業社會責任的認知 15
2-3-2 員工對組織聲望的感知 16
2-3-3 員工對組織提供獨特工作經驗的看法 17
2-4 侍僕領導 18
2-4-1 侍僕領導的起源 19
2-4-2 侍僕領導的意涵及特徵 20
第三章 研究方法 24
3-1 研究架構與假說 24
3-2 研究樣本 25
3-3 研究工具 26
3-4 研究步驟 28
第四章 研究結果 31
4-1 樣本描述性統計 31
4-2 成對樣本t檢定 32
4-3 信度分析 33
4-4 效度分析 34
4-5 階層迴歸分析 38
第五章 結論與建議 48
5-1 研究結果 48
5-2 研究結論 50
5-3 管理意涵 51
5-4 研究限制與未來建議 52
參考文獻 54
附錄:研究問卷 66
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指導教授 杜秉叡(Ben-Roy Do) 審核日期 2018-9-27
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