台灣高科技公司離職意圖和組織承諾要素之分析

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周子琴(Zhi-Qin Zhou ) 查詢紙本館藏

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人力資源管理研究所

論文名稱

台灣高科技公司離職意圖和組織承諾要素之分析
(An Analysis of the Determinants of Turnover Intention and Organizational Commitment in Hi-tech Companies in Taiwan)

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摘要(中)

近年來，台灣資訊科技產業的蓬勃發展是大家有目共賭，高科技產業成為時下年輕朋友最喜歡加入的工作舞台，但資訊科技人員離職率(或工作轉換率)居高不下的問題卻成為這些高科技公司人力資源管理人員最傷腦筋的問題之一，要如何有效地留住這些優秀的資訊人員，得到他們的承諾，更願公司賣命演出，在激烈競爭的商業環境下將會成為成功的關鍵。本研究的目的是要針對台灣高科技公司的資訊科技人員進行離職意圖的原因和形成組織承諾的要素進行探討，進而找出各要素間的關聯性。
本研究以Allen & Meyer所分類的三大承諾(包括有: 情感性、持續性和規範性承諾等)作為衡量員工對組織承諾的工具，並且針對資訊科技員工的個人特性(包括有: 性別、年紀、教育水準、婚姻狀態、家庭負擔、所得、股票取得、年資、職位等) 、工作經驗(工作預期、同儕凝聚力、組織可依賴性、職涯滿足和工作滿足等) 以及環境要素(主管領導風格和組織外部的工作機會等)進行探討，並以複回歸(Multiple Regression)和變異數分析(ANOVA)將其關聯性找出，進而針對這些結果對業界作出一些改善離職率問題的政策與做法。

關鍵字(中)

★ 工作滿足
★ 組織承諾
★ 資訊科技人員
★ 離職意圖
★ 領導風格
★ 高科技公司

關鍵字(英)

★ Hi-Tech Companies
★ IT Professionals
★ Job Satisfaction
★ Leadership
★ Organizational Commitment
★ Turnover Intention

論文目次

Index of Contents
CHAPTER ONE: INTRODUCTION1
1-1 PURPOSE OF THE STUDY3
CHAPTER TWO: LITERATURE REVIEW6
2-1 ORGANIZATIONAL COMMITMENT7
2-2 JOB SATISFACTION9
2-3 LEADERSHIP10
2-3-1 Transactional Leadership11
2-3-2 Transformation Leadership12
2-4 TURNOVER INTENTION13
CHAPTER THREE: RESEARCH FRAMEWORK14
3-1 ANTECEDENTS OF COMMITMENT14
3-1-1 Personal Variables15
3-1-2 Work Experience Variables17
3-1-3 Environmental Variables19
3-2 CONSEQUENCES OF COMMITMENT22
3-3 LIMITATIONS OF THIS STUDY25
CHAPTER FOUR: METHOD26
4-1 DATA COLLECTION26
4-2 MEASUREMENTS28
4-2-1 Organizational Commitment28
4-2-2 Work Experience28
4-2-3 Leadership29
4-2-4 Turnover Intention29
4-3 RELIABILITY31
4-4 ANALYSIS APPROACH32
CHAPTER FIVE: RESULTS33
5-1 CHARACTERISTICS OF SAMPLE33
5-2 THE IMPACT OF ORGANIZATIONAL COMMITMENT ON TURNOVER INTENTIONS40
5-3 THE IMPACT OF PERSONAL CHARACTERISTICS ON ORGANIZATIONAL COMMITMENT42
5-4 THE IMPACT OF WORK EXPERIENCE ON ORGANIZATIONAL COMMITMENT45
5-4-1 Affective Commitment46
5-4-2 Continuance Commitment48
5-4-3 Normative Commitment49
5-4-4 Summary51
5-5 THE IMPACT OF ENVIRONMENTAL VARIABLES ON ORGANIZATIONAL COMMITMENT53
5-5-1 Affective Commitment54
5-5-2 Continuance Commitment56
5-5-3 Normative Commitment57
5-5-4 Summary59
CHAPTER SIX: CONCLUSIONS62
REFERENCES65
APPENDIX I: QUESTIONNAIRE IN ENGLISH71
PART FOUR: WORK BEHAVIORS75
APPENDIX II: QUESTIONNAIRE IN CHINESE77
APPENDIX III: FOCUS GROUP INTERVIEW83
Index of Tables
Table 1: Turnover rate of IT professionals in Taiwan (June, 1999)2
Table 2: Definition of variables23
Table 3: Relationship among each variable and affective, continuance, and normative commitment24
Table 4: Sources of Sample26
Table 5: Characteristics of Samples27
Table 6: Factors and corresponding questions in the questionnaire30
Table 7: Reliability analysis31
Table 8: Sample characteristics ─ gender/age/education/marriage/kinship responsibility/income33
Table 9: Characteristics of samples ─ Position/Stocks/Work schedule/Colleagues’ leaving35
Table 10: Tenure and Numbers of changing jobs35
Table 11: Correlations among all variables39
Table 12: Correlations among Turnover Intention, Affective Commitment, Continuance commitment, and Normative Commitment40
Table 13: Regression Analysis of Affective, Continuance, and Normative Commitment on Turnover Intention41
Table 14: ANOVA Analysis ─ Personal Characteristics and Organizational Commitment43
Table 15: Results of Hypotheses Test ─ Personal characteristics44
Table 16: Means and Standard Deviations of Work Experience Variables46
Table 17: Correlations among Affective Commitment and Work Experience Variables47
Table 18: Regression Analysis of Work Experience on Affective Commitment48
Table 19: Correlations among Continuance Commitment and Job Experience Variables48
Table 20: Regression Analysis of Work Experience on Continuance Commitment49
Table 21: Correlations among Normative Commitment and Work Experience Variables50
Table 22: Regression Analysis of Work Experience on Normative Commitment51
Table 23: Results of Hypotheses Test ─ Work Experience Variables51
Table 24: Means and Standard Deviations of Environmental Variables54
Table 25: Correlations among Affective Commitment and Environmental Variables55
Table 26: Regression Analysis of Environmental Factors on Affective Commitment56
Table 27: Correlations among Continuance Commitment and Environmental Variables56
Table 28: Regression Analysis of Environmental Factors on Continuance Commitment57
Table 29: Correlations among Normative Commitment and Environmental Variables58
Table 30: Regression Analysis of Environmental Factors on Normative Commitment59
Table 31: Results of Hypotheses Tests ─ Environmental Variables60
Table 32: The Summary of Hypotheses64
Index of Figures
Figure 1: Research Structure14
Figure 2: Sample Characteristics ─ Age34
Figure 3: Sample Characteristics ─ Numbers of Children34
Figure 4: Tenure ─ Labor Market36
Figure 5: Tenure ─ IT Industry36
Figure 6: Tenure ─ Current job37
Figure 7: Tenure ─ Current position37
Figure 8: Numbers of changing jobs38
Figure 9: The Impact of Work Experience Variables on Organizational Commitment52
Figure 10: The Effects of Environmental Variables to Organizational Commitment61

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指導教授

李誠(Joseph S. Lee)

審核日期

2001-6-28

推文