員工賦權對留任意願的影響—以工作豐富化和組織承諾為序列中介變項

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陳思妤(Szu Yu Chen) 查詢紙本館藏

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人力資源管理研究所

論文名稱

員工賦權對留任意願的影響—以工作豐富化和組織承諾為序列中介變項
(Empowerment, Retention Intention, Job Enrichment and Organizational Commitment: A Sequential Mediation Model.)

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摘要(中)

根據2022年行政院主計總處的調查結果，2020年台灣「退出職場」人數首度超越「進入職場」，反映人口負成長趨勢加劇，因此企業需關注留才議題以避免高流動率導致的人才流失和組織士氣低落等成本，而如何提升從業人員的留任意願便尤為重要。
本研究以員工賦權為研究主題，並以工作豐富化、組織承諾為序列中介變項，以證實員工賦權會正向影響留任意願，且工作豐富化和組織承諾在此具備序列中介效果；本研究受測對象為台灣地區在職人員，調查方式採取於網路上進行問卷發放，最後經檢視並剔除無效問卷後，有效問卷共計290份，再以SPSS統計軟體分析研究模型之序列中介效果，結果發現：(1) 員工賦權對於留任意願具有正向影響；(2) 員工賦權對於工作豐富化具有正向影響；(3) 員工賦權對於組織承諾具有正向影響；(4) 工作豐富化對於組織承諾具有正向影響；(5) 工作豐富化對於留任意願無顯著正向影響；(6) 組織承諾對於留任意願具有正向影響；(7) 員工賦權會依序透過工作豐富化以及組織承諾對於留任意願產生正向影響。
根據研究結果，員工賦權有益於工作豐富化，進而促進組織承諾並提高留任意願，因此企業可以透過建立賦予員工自主和參與組織決策的文化、重視工作的設計與內容，積極培養員工對組織的情感承諾等措施來預防和因應勞動力短缺造成的人才攻防戰，從而提升組織穩定性與競爭力。

摘要(英)

According to a 2022 survey conducted by the Executive Yuan, the number of individuals leaving the workforce surpassed those entering it for the first time in 2020. This trend reflects a worsening population decline, emphasizing the need for companies to address talent retention to avoid costs, including talent loss and reduced organizational morale.

This study investigates whether empowerment influences employees’ retention intention and examines whether job enrichment and organizational commitment sequentially mediate in this research model. Surveying employed individuals in Taiwan through online questionnaires, a total of 290 valid responses were analyzed with SPSS. The final results show that: (1) Empowerment positively influences retention intention; (2) Empowerment positively influences job enrichment; (3) Empowerment positively influences organizational commitment; (4) Job enrichment positively influences organizational commitment; (5) Job enrichment doesn’t have a significant positive influence on retention intention; (6) Organizational commitment positively influences retention intention; (7) Empowerment sequentially influences retention intention through job enrichment and organizational commitment.

These finding demonstrate that empowerment benefits job enrichment, thereby promoting organizational commitment and increasing retention intention. Consequently, companies can prevent and address talent shortages by establishing a culture that empowers employees with autonomy and involvement in decision-making, emphasizing the design and content of work, and actively fostering employees′ emotional commitment to the organization.

關鍵字(中)

★ 員工賦權
★ 工作豐富化
★ 組織承諾
★ 留任意願

關鍵字(英)

★ Empowerment
★ Job Enrichment
★ Organizational Commitment
★ Retention Intention

論文目次

中文摘要..........I
英文摘要..........II
目錄..........III
表目錄..........VII
圖目錄..........VIII
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..........4
第二章文獻探討..........5
2-1 員工賦權..........5
2-2 工作豐富化..........6
2-3 組織承諾..........8
2-4 留任意願..........11
2-5 員工賦權對留任意願的影響..........12
2-6 員工賦權對工作豐富化的影響..........13
2-7 員工賦權對組織承諾的影響..........14
2-8 工作豐富化對組織承諾的影響..........15
2-9 工作豐富化對留任意願的影響..........16
2-10 組織承諾對留任意願的影響..........17
2-11 工作豐富化、組織承諾的序列中介效果..........18
第三章研究方法..........20
3-1 研究架構..........20
3-2 研究假說..........20
3-3 研究工具..........21
3-3-1 自變項：員工賦權(EM)..........21
3-3-2 中介變項1：工作豐富化(JE)..........22
3-3-3 中介變項2：組織承諾(OC)..........24
3-3-4 依變項：留任意願(RI)..........25
3-3-5 控制變項..........25
3-4 分析方式..........26
3-4-1 樣本之敘述性統計分析..........26
3-4-2 信度與效度分析..........26
3-4-3 共同方法變異分析..........27
3-4-4 模型配適度分析..........27
3-4-5 相關分析..........27
3-4-6 迴歸分析..........27
第四章研究結果..........28
4-1 樣本之敘述性統計分析..........28
4-1-1 性別..........28
4-1-2 年齡..........28
4-1-3 職位..........29
4-1-4 現職公司服務年資..........29
4-2 信度與效度分析..........30
4-2-1 題項評估..........30
4-2-2 信度分析..........34
4-2-3 組合信度、收斂效度與區辨效度分析..........35
4-3 共同方法變異分析..........38
4-4 模型配適度分析..........39
4-5 相關分析..........39
4-6 迴歸分析與假說驗證..........41
4-6-1 假說一(H1)：員工賦權正向影響留任意願。..........41
4-6-2 假說二(H2)：員工賦權正向影響工作豐富化。..........41
4-6-3 假說三(H3)：員工賦權正向影響組織承諾。..........41
4-6-4 假說四(H4)：工作豐富化正向影響組織承諾。..........42
4-6-5 假說五(H5)：工作豐富化正向影響留任意願。..........42
4-6-6 假說六(H6)：組織承諾正向影響留任意願。..........43
4-6-7 假說七(H7)：員工賦權正向影響留任意願，且工作豐富化和組織承諾在其中具備序列中介效果。..........43
4-6-8 控制變項的研究結果..........44
第五章研究結論、限制與建議..........47
5-1 研究結論..........47
5-1-1 員工賦權正向影響留任意願：部分成立..........47
5-1-2 員工賦權正向影響工作豐富化：成立..........48
5-1-3 員工賦權正向影響組織承諾：成立..........48
5-1-4 工作豐富化正向影響組織承諾：成立..........48
5-1-5 工作豐富化正向影響留任意願：部分成立..........49
5-1-6 組織承諾正向影響留任意願：成立..........49
5-1-7 員工賦權正向影響留任意願，且工作豐富化和組織承諾在其中具備序列中介效果：部分成立..........49
5-2 管理意涵..........50
5-3 研究限制..........51
5-3-1 樣本數量與特徵限制..........51
5-3-2 填答者主觀意識限制..........51
5-3-3 研究方法與時間限制..........52
5-4 未來建議..........52
5-4-1 調整樣本數量與特徵..........52
5-4-2 調整研究方法與時間..........53
5-4-3 探索其他的影響因素..........53
參考文獻..........54
中文文獻..........54
英文文獻..........54
附錄：研究問卷..........67

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指導教授

陳明園

審核日期

2024-6-3

推文