共融型組織氛圍對安靜離職傾向之影響—以組織自尊為中介變項

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/94385

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Title:	共融型組織氛圍對安靜離職傾向之影響—以組織自尊為中介變項
Authors:	陳卉芊;Chen, Hui-Chien
Contributors:	人力資源管理研究所
Keywords:	共融型組織氛圍;多元共融;雇傭公平;個體差異整合;決策共融;組織自尊;安靜離職傾向;Climate for inclusion;Diversity;Equity;Inclusion;The foundation of equitable employment practices;Integration of differences;Inclusion in decision making;Organizational-based self esteem;Quiet quitting
Date:	2024-06-29
Issue Date:	2024-10-09 14:39:47 (UTC+8)
Publisher:	國立中央大學
Abstract:	隨著社會的發展與更迭，逐漸有越來越多不同的員工加入職場，職場的多元化成為一種顯著趨勢。這種多元化不僅體現在年齡層面，還包括性別、種族、宗教信仰、文化背景等多個方面。因此，工作者對於工作環境的需求和看法也隨之產生了變化。而組織也需要建立起一個更加多元共融的工作氛圍，以迎合來自不同背景的員工，讓員工能感受到被尊重和被理解，進而提升員工的工作投入。而建立這樣的共融型組織氛圍不僅有助於提升員工在組織中的自我認同感，還能夠有效降低員工的安靜離職率。因此，本研究以在同單位在職滿一年以上之工作者作為研究對象，探討共融型組織氛圍、組織自尊以及員工安靜離職傾向的的關係，並同時探討組織自尊於共融型組織氛圍與安靜離職傾向之間的中介效果。本研究透過SurveyCake線上問卷，進行資料收集，最終共回收437份有效問卷，研究結果發現：(1)共融型組織氛圍對於安靜離職傾向具有顯著負向關係；(2)內部雇傭公平對於安靜離職傾向無顯著負向關係；(3)個體差異整合對於安靜離職傾向無顯著負向關係；(4)決策共融對於安靜離職傾向無顯著負向關係；(5) 共融型組織氛圍對於組織自尊具有顯著正向關係；(6)內部雇傭公平對於組織自尊無顯著正向關係；(7)個體差異整合對於組織自尊具有顯著正向關係；(8)決策共融對於組織自尊具有顯著正向關係；(9)組織自尊對於安靜離職傾向具有顯著負向關係；(10)共融型組織氛圍（個體差異整合、決策共融）對於安靜離職傾向具有負向關係，而在其中組織自尊具有完全中介效果。;With the development and change of society, more and more different employees are joining the workplace, and the diversity of the workplace has become a significant trend. This diversity is not only reflected in age, but also in gender, race, religious beliefs, cultural background and other aspects. As a result, workers′ needs and perceptions of the work environment have changed. Organizations also need to establish a more diverse and inclusive work atmosphere to cater to employees from different backgrounds, so that employees can feel respected and understood, and thus enhance their commitment to their work. The establishment of such an inclusive organizational atmosphere not only helps to enhance employees′ sense of self-esteem in the organization, but also effectively reduces the intention of becoming quiet quitters. Thus, this study focuses on the topic of climate for inclusion, including the foundation of equitable employment practices, integration of differences, and inclusion in decision making, and examines their impact on quiet quitting, with organizational-based self esteem as the mediator. A research was conducted through SurveyCake, targeting the people who have been working in the same unit for one year or more as the research subjects, and a total of 437 valid questionnaires were collected. The result of this study found that: (1) Climte for inclusion has significant negative impact on quiet quitting; (2) The foundation of equitable employment practices has no significant negative impact on quiet quitting; (3) Integration of differences has no significant negative impact on quiet quitting; (4) Inclusion in decision making has no significant negative impact on quiet quitting; (5) Climte for inclusion has a significant positive impact on organizational-based self esteem; (6) The foundation of equitable employment practices has no significant negative impact on organizational-based self esteem; (7) Integration of differences has a significant positive impact on organizational-based self esteem; (8) Inclusion in decision making has a significant positive impact on organizational-based self esteem; (9) Organizational-based self esteem has a significant negative impact on quiet quitting; (10) Organizational-based self esteem has indirect mediation effect between climate for inclusion (including integration of differences, and inclusion in decision making) and quiet quitting.
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