主管部屬交換關係對部屬離職傾向之影響─以部屬職涯滿意度為中介變項

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題名:	主管部屬交換關係對部屬離職傾向之影響─以部屬職涯滿意度為中介變項
作者:	宋淑芬;Sung, Shu-Fen
貢獻者:	高階主管企管碩士班
關鍵詞:	主管部屬交換關係;離職傾向;職涯滿意度;Leader-Member Exchange;Turnover Intention;Career Satisfaction
日期:	2017-06-20
上傳時間:	2017-10-27 13:54:06 (UTC+8)
出版者:	國立中央大學
摘要:	在組織中，主管與每位部屬之間會發展出不同程度的交換關係，而交換關係的品質高與低，也會影響部屬的離職傾向。過去學者研究，高品質之主管部屬交換關係（LMX）的員工，其離職傾向會比低品質LMX關係的員工低。本研究藉由提昇主管部屬交換關係（LMX），主管對視為內團體之部屬給予職涯功能贊助，適切提供學習成長機會及任務歷練，以提昇部屬個人價值及工作成就感，進而提高部屬職涯滿意度，當部屬職涯滿意度（Career Satisfaction）愈高時，其離職傾向就會呈現更顯著負向變化。　　本研究以蒐集台灣地區企業之樣本為主，使用問卷調查法，針對現職工作非第一份工作者為研究對象，共回收687份有效樣本。研究結果顯示，主管部屬交換關係與部屬離職傾向呈現負向關係以外，主管部屬交換關係與部屬離職傾向的交互作用會經由部屬職涯滿意度產生影響，職涯滿意度具有部份中介效果獲得支持。;In the organization, the supervisor and each subordinate will build a different degree of LMX, which will futhermore affect the subordinate turnover intention. The past studies had shown that high-quality LMX employees have lower turnover intention than low-quality LMX employees do. By enhancing the LMX, the supervisor will give the in-group career-related support, and will provide the learning growth opportunity and the task experience to reinforce the subordinate’s personal value and the sense of accomplishment, which will improve the subordinate Career Satisfaction. When the subordinate’s Career Satisfaction is higher, their turnover intention will significantly decrease. In this study, 687 valid samples were collected from Taiwanese enterprises, and the questionnaire was targeted to study the non-first job people. The results show that LMX and turnover intention is in a negative relationship, and the interaction between the LMX and the subordinate turnover intention will be affected by the career satisfaction. It is verified by the research that the career satisfaction has some mediation effect.
顯示於類別:	[高階主管企管（EMBA）碩士班] 博碩士論文

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