菁英人才管理措施對離職傾向的影響-探討工作鑲嵌、工作敬業度的中介效果

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論文名稱

菁英人才管理措施對離職傾向的影響-探討工作鑲嵌、工作敬業度的中介效果

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摘要(中)

現代人力資源之父Dave Ulrich 在2022人才永續國際論壇中提到：「要做到高效營運、取得現金與資本、回應大環境的挑戰⋯⋯，一切都回歸到你的人才力。」根據資誠聯合會計師事務所(PWC)所發表的「2022 希望與恐懼調查報告」針對全球44個國家、共52,195位員工進行調查，指出有19%的員工可能會在未來一年轉換工作，企業應實施何種菁英人才管理措施，如何降低企業中優秀的人才離職傾向，讓他們願意留任，已是各家企業人力資源策略首要的關鍵任務。
本研究的目的在探討企業實施菁英人才管理措施對員工離職傾向的影響，並進一步探討工作鑲嵌和工作敬業度這兩個變數是否具有中介效果。同時，本研究也將採用HLM模型來探討組織層級因素和個體層級因素之間的交互作用，並分析菁英人才管理措施、工作鑲嵌和工作敬業度對菁英人才離職傾向的影響。
本研究以台灣有實施菁英人才管理的31家企業，共計254份問卷進行分析，統計結果顯示：(1)菁英人才管理措施與離職傾向具有負向關聯性。(2)工作鑲嵌對菁英人才管理措施及離職傾向具有部分中介效果。(3)工作敬業度對菁英人才管理措施及離職傾向具有部分中介效果。企業組織所設計實施的菁英人才管理措施應該更著重菁英人才外在連結、適配、犧牲以及從菁英人才的內在動機出發，為菁英人才提供挑戰性的工作和發展機會，以提高他們的工作滿意度和忠誠度，以減少菁英人才的離職傾向。

摘要(英)

According to the "2022 Hope and Fear Survey" released by PWC, a survey of 52,195 employees in 44 countries worldwide, 19% of employees may switch jobs in the next year. Implementing effective talent management measures and reducing the attrition rate of talents in the company has become a top priority for HR strategies in various enterprises.

The purpose of this study is to explore the impact of implementing talent management measures on turnover intention and to further investigate whether two variables, job embeddedness and work engagement, have a mediating effect. In addition, this study will use the HLM model to explore the interaction between organizational and individual-level factors and analyze the effects of talent management measures, job embeddedness, and work engagement on turnover intention.

A total of 254 questionnaires from 31 Taiwanese companies that have implemented talent management measures were analyzed. The statistical results show that (1) There is a negative correlation between talent management measures and turnover intention.(2) Job embeddedness partially mediates the relationship between talent management measures and turnover intention.(3) Work engagement partially mediates the relationship between talent management measures and turnover intention.

Enterprise talent management measures should focus more on external connections, fit, sacrifice, and internal motivation of talents, provide them with challenging work and development opportunities, and increase their job satisfaction and loyalty to reduce their turnover intention.

關鍵字(中)

★ 菁英人才管理措施
★ 工作鑲嵌
★ 工作敬業度
★ 離職傾向

關鍵字(英)

★ Talent management measure
★ Job Embeddedness
★ Work Engagement
★ Turnover Intention

論文目次

中文摘要 I
ABSTRACT II
致謝 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 1
第二節研究動機與目的 3
第二章文獻探討 6
第一節菁英人才 6
2-1-1 菁英人才管理 7
2-1-2 菁英人才管理措施 9
第二節工作鑲嵌 11
第三節工作敬業度 13
第四節離職傾向 15
第五節菁英人才管理措施與離職傾向的關聯性 15
第六節工作鑲嵌在菁英人才管理措施與離職傾向間的中介效果 18
第七節工作敬業度在菁英人才管理措施與離職傾向間的中介效果 21
第三章研究方法 24
第一節研究架構 24
第二節研究對象樣本與資料蒐集 25
第三節研究工具 25
3-3-1 菁英人才管理 26
3-3-2 工作鑲嵌 26
3-3-3 工作敬業度 27
3-3-4 離職傾向 27
第四節分析方法 27
第四章研究結果 29
第一節資料來源與樣本特性 29
第二節信度與效度分析 30
4-2-1 信度分析 30
4-2-2 收斂效度 31
4-2-3 區辨效度 32
第三節驗證性因素分析 33
第四節相關分析 33
第五節階層線性分析 34
4-5-1 基本特性分析 34
4-5-2 零模型 35
4-5-3 截距預測模型 36
4-5-4 多層次中介效果模型檢驗 36
第五章結論與建議 39
第一節研究結論與討論 39
第二節研究貢獻 40
第三節管理意涵 42
第四節研究限制與建議 43
參考文獻 45

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指導教授

林文政

審核日期

2023-7-5

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