組織氣候與留任意願之關聯－以員工心理安全為中介變項

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組織氣候與留任意願之關聯－以員工心理安全為中介變項

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摘要(中)

人才市場競爭激烈的時代下，人才留任成為備受矚目之議題，隨著職場中不同時代的更迭，影響組織成員去留的因素也日益多樣化，相較於薪資福利等外在動機之因素，內在動機之組織環境、氛圍的好壞，亦深深影響著員工願不願意繼續留在組織。心理安全感一詞受哈佛商學院教授艾美．艾德蒙森推廣後逐漸被廣為討論，是促成組織擁有創新、高績效、面對市場變化的應變能力，以及團隊成員間彼此尊重與包容的重要因素。由此可知若工作環境中能讓員工感知到這樣的情緒價值，可形塑一個良好的工作環境，進而將人才留任於組織當中，組織才得保有其競爭優勢。故本研究主要探討組織氣候、員工心理安全與留任意願之關聯性，將人際關係、組織認同、程序規範作為組織氣候之範疇，了解組織氣候是如何影響員工心理安全與留任意願。
本次研究對象為台灣地區凡是在職之正職工作者，總計收回325份有效樣本。透過迴歸分析組織氣候（包含人際關係氣候、組織認同氣候、程序規範氣候）與留任意願之關聯，並進一步探討員工心理安全在這其中是否存在中介效果。研究結果發現：
(1) 組織氣候會對員工心理安全產生顯著正向影響，其中組織氣候中的人際關係氣候、組織認同氣候，以及程序規範氣候皆會造成影響
(2) 員工心理安全對留任意願具有顯著正向影響
(3) 組織氣候會對留任意願具有顯著正向影響，其中組織氣候中的人際關係氣候、組織認同氣候，以及程序規範氣候皆會造成影響
(4) 員工心理安全在組織氣候與留任意願之中皆產生部分中介效果，其中組織氣候中的人際關係氣候、組織認同氣候，以及程序規範氣候皆會受到影響

摘要(英)

In an era of fierce competition in the talent market, talent retention has become an issue that attracts attention. With the change of different generations in the workplace, the factors affecting the retention of organization members are becoming more and more diversified. Compared to external motivators such as salary and benefits, internal motivators such as the organization′s environment and atmosphere also have a deep impact on employees′ willingness to stay in the organization.
Amy C. Edmondson, a professor at Harvard Business School, has promoted the term psychological safety, which is widely discussed as an important factor contributing to an organization′s ability to innovate, achieve high performance, respond quickly to market changes, as well as respect and tolerance among team members. It can be seen that if employees can perceive such emotional value in the work environment, it can create a good working environment and retain talents in the organization, so that the organization can maintain its competitive advantage.
The purpose of this study is to evaluate the relationship between organizational climate, employee psychological safety, and retention. Interpersonal relationships climate, organizational identity climate, structures and standards climate are taken as the scope of organizational climate. To understand how organizational climate affects employees′ psychological safety and retention.
During this study, our survey sample group included 325 full-time employees from various organizations in Taiwan. Through regression analysis, we analyzed the relationship between organizational climate (including interpersonal relationships climate, organizational identity climate, structures and standards climate) and retention, and further explored whether employee psychological safety has a mediating effect between them.
The results found that:
(1) Organizational climate will have a significant positive impact on employees’ psychological safety, among which the interpersonal relationships climate, organizational identification climate, structures and standards climate will all have an impact.
(2) Employee psychological safety has a significant positive impact on retention intentions.
(3) Organizational climate will have a significant positive impact on retention, among which interpersonal relationships climate, organizational identification climate, structures and standards climate will all have an impact.
(4) Employee psychological safety is partially mediated by both organizational climate and retention, with interpersonal relationships climate, organizational identification climate, structures and standards climate all be affected.

關鍵字(中)

★ 組織氣候
★ 員工心理安全
★ 留任意願

關鍵字(英)

★ Organizational Climate
★ Employee Psychological Safety
★ Retention

論文目次

摘要 i
Abstract ii
謝誌 iv
目錄 v
圖目錄 vii
表目錄 viii

第一章緒論 P1
1-1 研究背景與動機 P1
1-2 研究目的 P2
1-3 研究流程 P3

第二章文獻探討 P4
2-1 組織氣候 P4
2-2 員工心理安全 P7
2-3 留任意願 P11
2-4 各變項關係 P15

第三章研究方法 P18
3-1 研究架構 P18
3-2 研究假設 P19
3-3 研究變項衡量與問卷設計 P20
3-4 資料分析方法 P22

第四章資料分析與研究結果 P24
4-1 樣本敘述統計 P24
4-2 信效度分析 P27
4-3 基本統計量與相關分析 P36
4-4 共同方法變異檢測 P39
4-5 迴歸分析與假設驗證 P39

第五章結論與建議 P43
5-1 研究結論 P43
5-2 管理意涵 P45
5-3 研究限制與建議 P47

參考文獻 P48
中文文獻 P48
英文文獻 P48
網路文獻 P56
附錄：研究問卷 P57

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指導教授

鄭晉昌

審核日期

2024-5-31

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