玻璃天花板認知對離職傾向之影響－以工作鑲嵌做為干擾變數

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：70

、訪客IP：3.14.246.254

姓名

趙心蘭(Hsin Lan Chao) 查詢紙本館藏

畢業系所

人力資源管理研究所在職專班

論文名稱

玻璃天花板認知對離職傾向之影響－以工作鑲嵌做為干擾變數
(The impacts of glass ceiling perception on employee turnover intention：The moderating effect of job embeddedness)

相關論文

★ 初探壓力式面試情境下的面試官行為對求職者組織工作認知之影響

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]

至系統瀏覽論文 ( 永不開放)

摘要(中)

本研究主要目的在探討玻璃天花板認知、工作鑲嵌與離職傾向之間的關聯性，並檢驗工作鑲嵌對玻璃天花板認知與離職傾向之干擾效果、了解工作鑲嵌認知是否能夠削弱玻璃天花板認知與離職傾向的正向關係。
本研究以台灣地區各產業領域不同工作性質的正職員工為研究對象，採用便利抽樣並佐以滾雪球的方式發放問卷連結，邀請受試者至網路平台(Survey Monkey)上填寫問卷，合計回收有效問卷為270份。敍述性統計分析、Pearson積差相關分析、驗證性因素分析及階層迴歸分析之結果顯示：(1)玻璃天花板認知與離職傾向呈現正向關係；(2)工作鑲嵌與離職傾向呈現負向關係；(3)工作鑲嵌(連結)與離職傾向呈現負向關係；(4)工作鑲嵌(契合)與離職傾向呈現負向關係；(5)工作鑲嵌(犠牲)與離職傾向呈現負向關係；(6)工作鑲嵌對玻璃天花板認知與離職傾向沒有干擾效果；(7)工作鑲嵌(連結)對玻璃天花板認知與離職傾向沒有干擾效果；(8)工作鑲嵌(契合)對玻璃天花板認知與離職傾向沒有干擾效果；(9)工作鑲嵌(犠牲)對玻璃天花板認知與離職傾向沒有干擾效果。

摘要(英)

The main purpose of this research is to explore the moderating effect of job embeddedness on the relationship between glass ceiling perception and turnover intention, to explore the relationships between glass ceiling perception, job embeddedness, and turnover intention, and whether job embeddedness will weaken the proposed positive relationship between glass ceiling perception and turnover intention.
Data were collected from full-time employees with different types of jobs in various industries and fields in Taiwan. The link of the questionnaire on SurveyMonkey was distributed using snowball sampling approach. The total number of valid questionnaires was 270. The results indicated that: (1) Glass ceiling perception is positively related to turnover intention. (2) Job embeddedness is negatively related to turnover intention. (3) Job embeddedness (links) is negatively related to turnover intention. (4) Job embeddedness (fit) is negatively related to turnover intention. (5) Job embeddedness (sacrifice) is negatively related to turnover intention. (6) Job embeddedness has no moderating effect on the relationship between glass ceiling perception and turnover intention. (7) Job embeddedness (links) has no moderating effect on the relationship between glass ceiling perception and turnover intention. (8) Job embeddedness (fit) has no moderating effect on the relationship between glass ceiling perception and turnover intention. (9) Job embeddedness (sacrifice) has no moderating effect on the relationship between glass ceiling perception and turnover intention

關鍵字(中)

★ 性別
★ 資源保存理論
★ 玻璃天花板
★ 工作鑲嵌
★ 離職傾向

關鍵字(英)

★ Gender
★ Theory of conservation of resources
★ Glass ceiling
★ Job embeddedness
★ Turnover intention

論文目次

中文摘要 i
Abstract ii
目錄 iii
圖目錄 v
表目錄 vi
一、緒論 1
1-1 研究動機 1
1-2 研究目的 3
二、文獻探討 4
2-1 玻璃天花板 4
2-2 工作鑲嵌 6
三、研究方法 11
3-1 研究架構與假說 11
3-2 前測 12
3-3 正式施測 13
3-4 測量工具 17
四、研究分析與結果 20
4-1 敍述性統計與相關分析結果 20
4-2 樣本資料之信效度分析 23
4-3 迴歸分析 26
五、結論與建議 28
5-1 研究結果 28
5-2 討論 29
5-3 理論與實務意涵 30
5-4 研究限制 31
參考文獻 32
附錄一、正式問卷 38

參考文獻

中文
〔1〕周文賢，多變量統計分析，智勝文化事業有限公司，台北，2004。
〔2〕宋淑惠，「銀行女性從業人員玻璃天花板認知程度、組織公民行為與工作滿足之研究」，龍華科技大學，碩士論文，2012。
〔3〕余慧君，「以性別角色態度、生活型態、工作投入之角度探討女性經理人工作與家庭之調適」，國立中山大學，碩士論文，2000。
〔4〕李佳逸、高煌彥、余坤東和林宜真，「新進員工社會化與工作鑲嵌, 離職意願之關聯探討-以臺灣海運業為例」，航運季刊，23(3), 25-45，2014。
〔5〕李淳敬，「男性幼兒園教師職場適應之研究：性別工作平等法之觀點」，中華大學，碩士論文，2017。
〔6〕林良楓，「會計師事務所查帳員工作滿足與組織承諾之研究」，國立政治大學，1984。
〔7〕林祐慈，「星空下的玻璃天花板現象─以警政單位女性警官升遷為例」，國立政治大學，2010。
〔8〕胡肇惠，「台灣企業女性經理人玻璃天花板認知程度與其工作滿足關聯性之研究-以個人特徵與師徒關係為干擾變項」，中原大學，碩士論文，2005。
〔9〕郭彥良，「高科技研究人員離職意願之研究」，中原大學，碩士論文，1990。
〔10〕徐鳳吟，「性別刻板印象對玻璃天花板知覺程度之影響」，中原大學，碩士論文，2008。
〔11〕陳微微，「領導部屬交換關係、主管工作鑲嵌對部屬工作鑲嵌和離職傾向的影響——中介式調節模型的檢驗」，國立中央大學，碩士論文，2016。
〔12〕游子慧，「影響玻璃天花板效應之因素─以資訊服務業為例之探索性研究
」，國立中央大學，碩士論文，2004。
〔13〕傅阡綦，「女性軍職人員玻璃天花板認知、角色衝突與工作投入對離職傾向之研究」，亞洲大學，碩士論文，2008。
〔14〕傅佩雯，「工作內鑲嵌和工作外鑲嵌對離職意圖的影響」，東吳大學，碩士論文，2010。
〔15〕黃英忠、陳淑玲、施智婷和童冠燁，「性別歧視知覺對組織承諾干擾效果之研究－以台灣南部女性主管為例」，台大管理論叢，15(2) , 71-98，2005。
〔16〕黃煥榮，「組織中玻璃天花板效應之研究：行政院部會機關女性升遷之實證分析」，國立政治大學，博士論文，2000。
〔17〕黃懿芳，「國軍女性人力運用之研究－以「玻璃天花板現象」為檢視焦點
，世新大學，碩士論文，2005。
〔18〕廖心宜，「高雄市政府高階公務人員對玻璃天花板效應及成因之認知探討
，國立中山大學，碩士論文，2013。
〔19〕劉燕蓉，「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」，國立中央大學，碩士論文，2016。

英文
〔1〕 Allen, D. G. J. J. o. m. (2006). Do organizational socialization tactics influence newcomer embeddedness and turnover? , 32(2), 237-256.
〔2〕 Allen, D. G., & Shanock, L. R. J. J. o. O. B. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. 34(3), 350-369.
〔3〕 Aycan, Z. J. A. P. (2004). Key success factors for women in management in Turkey. 53(3), 453-477.
〔4〕 Bass, B. M., & Avolio, B. J. J. H. r. m. (1994). Shatter the glass ceiling: Women may make better managers. 33(4), 549-560.
〔5〕 Baldwin, J. N., & Rothwell, B. A. J. R. o. P. P. A. (1993). Glass ceilings in the military. 13(4), 5-26.
〔6〕 Byrne, D. E. (1971). The attraction paradigm.
〔7〕 Colarelli, S. M. J. J. o. a. p. (1984). Methods of communication and mediating processes in realistic job previews. 69(4), 633.
〔8〕 Cronbach, L. J. J. p. (1951). Coefficient alpha and the internal structure of tests. 16(3), 297-334.
〔9〕 Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. J. J. o. A. P. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. 92(4), 1031.
〔10〕Darrat, M. A., Amyx, D. A., & Bennett, R. J. J. I. M. M. (2017). Examining the impact of job embeddedness on salesperson deviance: The moderating role of job satisfaction. 63, 158-166.
〔11〕Downes, M., Hemmasi, M., & Eshghi, G. J. J. o. D. M. (2014). When a perceived glass ceiling impacts organizational commitment and turnover intent: The mediating role of distributive justice. 9(2), 131.
〔12〕Fagenson, E. A. J. J. o. B. E. (1990). At the heart of women in management research: Theoretical and methodological approaches and their biases. 9(4-5), 267-274.
〔13〕Foster, B. P., Lonial, S., & Shastri, T. (2011). Mentoring, Career Plateau Tendencies, Turnover Intentions And Implications For Narrowing Pay And Position Gaps Due To Gender Structural Equations Modeling.
〔14〕Granovetter, M. J. A. j. o. s. (1985). Economic action and social structure: The problem of embeddedness. 91(3), 481-510.
〔15〕Green, G. P., Kwong, T. M., & Tigges, L. M. J. T. J. o. S.-E. (1995). Embeddedness and capital markets: Bank financing of businesses. 24(1), 129-149.
〔16〕Griffeth, R. W., Hom, P. W., & Gaertner, S. J. J. o. m. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. 26(3), 463-488.
〔17〕Halbesleben, J. R., Wheeler, A. R. J. W., & Stress. (2008). The relative roles of engagement and embeddedness in predicting job performance and intention to leave. 22(3), 242-256.
〔18〕Hassink, R. J. E. P. S. (2002). Regional innovation support systems: recent trends in Germany and East Asia. 10(2), 153-164.
〔19〕Hobfoll, S. E. J. A. p. (1989). Conservation of resources: A new attempt at conceptualizing stress. 44(3), 513.
〔20〕Holtom, B. C., & Inderrieden, E. J. J. J. o. m. i. (2006). Integrating the unfolding model and job embeddedness model to better understand voluntary turnover. 435-452.
〔21〕Johnston, M. W., & Futrell, C. M. J. J. o. B. R. (1989). Functional salesforce turnover: An empirical investigation into the positive effects of turnover. 18(2), 141-157.
〔22〕Karatepe, O. M., & Vatankhah, S. J. J. o. A. T. M. (2014). The effects of high-performance work practices and job embeddedness on flight attendants′ performance outcomes. 37, 27-35.
〔23〕Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. J. A. o. M. j. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. 47(5), 711-722.
〔24〕LinkedIn：Why Women Are Leaving Their Jobs (Your First Guess Is Wrong)。
2015年11月5日，資枓取自網站：
https://business.linkedin.com/talent-solutions/blog/trends-and-research/2015/why-women-are-leaving-their-jobs-your-first-guess-is-wrong?
〔25〕Michaels, C. E., & Spector, P. E. J. J. o. a. p. (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. 67(1), 53.
〔26〕Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. J. A. o. m. j. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. 44(6), 1102-1121.
〔27〕Mobley, W. H. J. J. o. a. p. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. 62(2), 237.
〔28〕Naff, K. C. J. P. p. m. C. c., & challenges, f. (1997). Colliding with a glass ceiling: Barriers to the advancement of women and minorities. 2, 93-111.
〔29〕Özçelik, G., Cenkci, T. J. P.-S., & Sciences, B. (2014). Moderating effects of job embeddedness on the relationship between paternalistic leadership and in-role job performance. 150, 872-880.
〔30〕Peng, F. (2006). The study on job satisfaction and turnover intention of female employee. Dissertation. Nankai University, People′s REpublic of China: UMI Dissertations Publishing.
〔31〕Sanchez, J. I., & Brock, P. J. A. o. M. J. (1996). Outcomes of perceived discrimination among Hispanic employees: is diversity management a luxury or a necessity? , 39(3), 704-719.
〔32〕Stroh, L. K., Brett, J. M., & Reilly, A. H. J. J. o. V. B. (1996). Family structure, glass ceiling, and traditional explanations for the differential rate of turnover of female and male managers. 49(1), 99-118.
〔33〕U.S.Department of Labor (1997). The Glass Ceiling Initiative：Are There Cracks in the Ceiling? Washington. DC：U.S.Department of Labor Employment.
〔34〕Widianto, S., Abdullah, R., Kautsar, A., & Meiyanti, S. J. A. a. S. (2012). The effect of job embeddedness on work engagement and innovative behavior.
〔35〕Zachariasiewicz, R. J. C. W. (1993). Breaking the Glass Ceiling: A Review of US Department of Labor Efforts. 81(5), 21-23.

指導教授

楊文芬劉念琪

審核日期

2019-7-15

推文