同儕關係、社會網絡對獵才顧問之離業傾向的影響 — 以工作投入及工作績效為序列中介變項

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林修誠(Hsiu-Cheng Lin) 查詢紙本館藏

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人力資源管理研究所

論文名稱

同儕關係、社會網絡對獵才顧問之離業傾向的影響 — 以工作投入及工作績效為序列中介變項
(The effect of peer relationship and social network on the occupational leaving intention of headhunter – Sequentially mediation model of job involvement and job performance)

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摘要(中)

在現今人才爭奪的世代，許多公司透過獵才服務尋找關鍵人才來提升組織人才遞補的效率，因此獵才服務公司林立，使許多人趨之若鶩的進入此產業成為獵才顧問，但因業務性質的特性以及工作環境的氛圍，使許多顧問離職即離業，且國內探討獵才服務業的相關文獻多是探討其工作績效相關影響，並無探討離業傾向的因素。
本研究目的在探討同儕關係、社會網絡是否會透過工作投入及工作績效間接對離業傾向產生影響，以台灣國內獵才顧問公司的員工為研究對象，發放電子問卷，共取得有效問卷64份，透過分析結果顯示如下：
1. 僅有獵才顧問之社會網絡對其工作投入有顯著正向影響，同儕關係則無。
2. 僅有獵才顧問之社會網絡對其工作績效有顯著正向影響，同儕關係則無。
3. 獵才顧問之工作投入對其工作績效有顯著正向影響。
4. 獵才顧問之工作績效對其離業傾向有低度顯著負向影響
5. 獵才顧問之社會網絡會透過工作投入及工作績效間接影響離業傾向，表示工作投入與工作績效有序列中介效果，同儕關係則無。
6. 獵才顧問之同儕關係對其離業傾向具有直接效果且呈顯著負相關，社會網絡則無顯著相關。

摘要(英)

The effect of peer relationship and social network on the occupational leaving intention of headhunter
– Sequentially mediation model of job involvement and job performance
Abstract
Talents are the most important assets that every company desire to have, many companies collaborate with headhunting firms to find key talents that improve the efficiency of position replacement. Therefore, lots of people wants to enter this industry and become a headhunter. But due to the nature of sales and the atmosphere of the working environment, many headhunters decide to leave the industrial of headhunting industry.
The purpose of this study is to explore whether peer relationship and social network will indirectly affect the occupational leaving intention through job involvement and job performance. Take the employees of domestic headhunter as the research object to issue electronic questionnaires, and a total of 64 valid questionnaires were obtained.
The finding of this study are as follows：
(1) Social network of headhunters has a significant positive impact on their job involvement.
(2) Social network of headhunters has a significant positive impact on their job performance.
(3) Job involvement of headhunters has a significant positive impact on their job performance.
(4) Job performance of headhunters has a low significant negative impact on their occupational leaving intention.
(5) Social network of headhunters indirectly impact their occupational leaving intention through job involvement and job performance, which means that job involvement and performance have a sequentially mediating effects, while peer relationships do not.
(6) Peer relationship of headhunters has a direct effect on their occupational leaving intention and shows a significant negative correlation, while the social network do not.

關鍵字(中)

★ 獵才顧問
★ 同儕關係
★ 社會網絡
★ 工作投入
★ 工作績效
★ 離業傾向

關鍵字(英)

★ Headhunter
★ Peer relationship
★ Social network
★ Job involvement
★ Job performance
★ Occupational leaving intention

論文目次

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 3
第二章文獻探討 5
2-1獵才服務業概況 5
2-2同儕關係 6
2-3社會網絡 8
2-4工作投入 10
2-5工作績效 11
2-6離業傾向 12
2-7各變項間之關聯 14
第三章研究方法 18
3-1研究架構 18
3-2研究假設 18
3-3研究對象 19
3-4變項衡量及問卷設計 19
3-5資料分析方法 24
第四章資料分析與研究結果 26
4-1敘述性分析 26
4-2信度分析 27
4-3效度分析 28
4-4相關性分析 31
4-5假設驗證分析 33
第五章結論與建議 37
5-1研究結論 37
5-1管理意涵 38
5-2研究貢獻 40
5-3研究限制與未來建議 40
參考文獻 42

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指導教授

陳明園

審核日期

2021-1-22

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