菁英人才管理措施對留任意願之影響：工作敬業度為中介變項、知覺組織支持為調節變項之探討;The impact of talent management on intention to stay: An exploration of employee engagement as the mediator and perceived organizational support as the moderator

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/94448

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/94448

Title:	菁英人才管理措施對留任意願之影響：工作敬業度為中介變項、知覺組織支持為調節變項之探討;The impact of talent management on intention to stay: An exploration of employee engagement as the mediator and perceived organizational support as the moderator
Authors:	廖俊杰;Liao, Chun-Chieh
Contributors:	人力資源管理研究所在職專班
Keywords:	菁英人才管理;留任意願;工作敬業度;知覺組織支持;Talent Management;Retention Intention;Employee Engagement;Perceived Organizational Support
Date:	2024-07-17
Issue Date:	2024-10-09 14:44:09 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究目的在直接或透過員工敬業度作為中介，來分析企業菁英人才管理策略的實踐對員工留任意願的影響，同時考慮到若員工明顯感受到組織的支持，他們就更有可能對組織產生義務感，從而導致更高程度的組織承諾和留任意願，本研究也探討知覺組織支持在於工作敬業度與員工留任意願間具有調節效果。在現今全球經濟競爭日趨激烈的環境中，菁英人才管理措施已經成為世界上大多數企業最重要的經營策略與挑戰及獲得永續競爭優勢的關鍵成功因素之一，如何有效的吸引、激勵、留任和發揮優秀員工的潛力，並提升員工的敬業度與讓員工感受到高度的組織支持，以提高組織績效、增加企業競爭優勢。本研究採用階層線性模型（HLM）探討組織層級變數和個人層級變數間的交互影響作用，將菁英人才管理措施與知覺組織支持置於組織層級，探討菁英人才管理措施是否影響個人層級的工作敬業度，最終增加員工留任意願，並且加入知覺組織支持做為調節因子。本研究針對台灣企業有執行菁英人才管理措施的27家公司做為問卷發放的研究對象，問卷發放方式採用兩階段調查，共蒐集27家之國內企業，250份問卷，扣除填答不足6份樣本之公司二家，最終有效問卷來自25家之國內企業，共238份問卷，進行實證分析。研究結果顯示： (1) 組織階層的菁英人才管理措施與個人層級的留任意願存在顯著正相關。 (2) 個人層級的工作敬業度在菁英人才管理措施與留任意願間具有中介效果。 ;The purpose of this study is to analyze the impact of talent management strategies on employee retention intention, both directly and through the mediation of employee engagement. The study also considers that if employees perceive significant organizational support, they are more likely to feel an obligation to the organization, leading to higher organizational commitment and retention intentions. Additionally, this study explores the moderating effect of perceived organizational support on the relationship between work engagement and employee retention intentions. In today′s increasingly competitive global economic environment, talent management have become one of the most important business strategies and challenges for most companies worldwide, as well as a key success factor in gaining sustainable competitive advantages. Effectively attracting, motivating, retaining, and unleashing the potential of outstanding employees, as well as enhancing employee engagement and ensuring a high level of organizational support, are crucial for enhancing organizational performance and increasing corporate competitive advantage. This study employs Hierarchical Linear Modeling (HLM) to investigate the interactive effects between organizational-level variables and individual-level variables. It places talent management measures and perceived organizational support at the organizational level to investigate whether these measures affect individual-level employee engagement, ultimately increasing employee retention intention, with perceived organizational support added as a moderating factor. The study surveyed 27 companies in Taiwan that implement talent management, using a two-stage survey method. A total of 250 questionnaires were collected from these companies, and after excluding responses from two companies with less than six completed questionnaires, the final sample consisted of 238 valid questionnaires from 25 domestic companies, which were then subjected to empirical analysis. The results of the study are as follows: (1) There is a significant positive correlation between organizational-level talent management measures and individual-level retention intention. (2) Individual-level employee engagement mediates the relationship between talent management measures and retention intention.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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