探討轉換型領導對員工工作鑲嵌及離職傾向之影響—以多元職涯態度做為干擾變數

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彭敏惠(MIN-HUI PENG) 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

探討轉換型領導對員工工作鑲嵌及離職傾向之影響—以多元職涯態度做為干擾變數

★ 探討面試官資訊揭露完整性與面談結構性對新進員工符合期望意圖及離職意圖之影響

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摘要(中)

本研究主要探討轉換型領導對離職傾向的影響，以及工作鑲嵌程度對轉換型領導與離職傾向之間關係的中介效果，並檢驗多元職涯態度對工作鑲嵌與離職傾向之干擾效果，了解多元職涯態度是否能夠削弱工作鑲嵌與離職傾向的負向關係。
本研究以資訊服務產業S公司正職員工為研究對象，採普查方式發放問卷連結，邀請受試者至網路平台（Survey Monkey）填寫問卷，合計回收有效問卷190份。以描述性統計分析、信度分析、驗證性因素分析、相關分析及迴歸分析進行資料結果分析與假設驗證，結果顯示：（1）轉換型領導與離職傾向呈現負向關係；（2）轉換型領導對工作鑲嵌有顯著的正向影響；（3）工作鑲嵌中介轉換型領導與離職傾向之間；（4）多元職涯態度對工作鑲嵌與離職傾向之間關係的干擾效果不顯著。

摘要(英)

The main purpose of this study is to explore the influence of transformational leadership on turnover intention as well as the mediation effect of job embeddedness on the aforementioned relationship. In the meantime, the present study also try to explore the moderating effect of employees’ protean career attitude on the relationship of job embeddedness and turnover intention. The data were collected from fulltime employees of a Taiwanese information services company using online surveys. With 190 effective questionnaires, the results of statistical analysis indicated that transformational leadership was negatively associated with turnover intention and positively associated with job embeddedness. Job embeddedness mediated the relationship between transformational leadership and turnover intention. Protean career attitude had no moderating effect on the relationship between job embeddedness and turnover intention.

關鍵字(中)

★ 轉換型領導
★ 工作鑲嵌
★ 離職傾向
★ 多元職涯態度

關鍵字(英)

★ transformational leadership
★ job embeddedness
★ turnover intention
★ protean career attitude

論文目次

中文摘要 i
英文摘要 ii
謝　誌 iii
目　錄 iv
圖目錄 vi
表目錄 vi
第一章緒論 1
第一節研究背景與動機 1
第二節研究目的 3
第二章文獻回顧 4
第一節轉換型領導與離職傾向的關係 4
第二節工作鑲嵌的中介效果 6
第三節多元職涯態度 10
第三章研究方法 15
第一節研究架構與研究假設 15
第二節研究進行方式與研究樣本 16
第三節統計分析方法 31
第四章結果與分析 33
第一節敘述統計分析 33
第二節相關分析 35
第三節信度分析 37
第四節驗證性因素分析 37
第五節假設檢驗結果 39
第五章研究結論與建議 42
第一節結果討論 42
第二節理論與實務意涵 44
第三節研究限制與未來研究建議 45
參考文獻 46
附　　錄 54

圖目錄
圖 1 多元職涯組合矩陣 13
圖 2 研究架構 15
圖 3 研究進行流程 16

表目錄
表 1 傳統職業職生涯與多元職涯概念的比較 11
表 2 前測研究樣本統計分析 17
表 3 前測訪談記 26
表 4 正式施測研究樣本統計分析 28
表 5 模型適配指標 32
表 6 有效研究樣本統計分析 34
表 7 相關係數分析表 36
表 8 信度分析 37
表 9 驗證性因素分析 38
表 10 迴歸分析 39
表 11 工作鑲嵌之中介效果檢驗 40
表 12 多元職涯態度之調節效果檢驗 41
表 13 研究假設彙整 41

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指導教授

楊文芬劉念琪(FEN-WEN YANG NIEN-CHI LIU)

審核日期

2020-7-14

推文