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標題: | 離職意圖之前因探討
—資訊搜尋行為與個人環境適配之影響 The Antecedents of Turnover Intention: The Effects of Information Seeking Behavior and Person-Environment Fit |
作者: | Chu-Jung Lee 李竹容 |
指導教授: | 莊璦嘉 |
關鍵字: | 資訊搜尋行為,個人環境適配,其他工作機會,離職意圖,社會化, information seeking behavior,person-environment,turnover intention,perceived alternatives,socialization, |
出版年 : | 2006 |
學位: | 碩士 |
摘要: | 本研究主旨在於離職意圖之前因探討,經過廣泛的文獻翻閱後,將個人的資訊搜尋行為與個人環境適配,以及其他的工作機會加入研究中,試圖探索員工產生離職意圖的心理歷程。並將資訊搜尋行為分為工作資訊搜尋及人際關係資訊搜尋兩類,個人與環境適配分為個人與工作適配及個人與組織適配兩類。假定個人資訊搜尋行為可預測個人與環境適配,而個人與環境適配可預測員工離職意圖,且後者關係會受到其他工作機會的干擾。
為求研究理論能廣泛性推論到實務界,本次研究對象方面不針對特定產業,問卷發放對象遍及各行各業與公私立機構共86間,回收360份,其中有效問卷為342份。統計方法則採用驗證性因素分析、結構方程模式以及多樣本分析法,亦包含敘述性統計、信效度檢驗等基本統計分析方法。 研究結果顯示,資訊搜尋行為需透過個人環境適配始能影響離職意圖,個人環境適配為完全中介變項。而工作資訊搜尋行為與個人工作適配呈現正向關係,人際關係資訊搜尋行為與個人組織適配呈現正向關係,表示個人越常自發性地從事資訊搜尋行為,個人與環境適配程度隨之上升。另外,個人工作適配與個人組織適配皆與離職意圖呈現負向關係,其中以個人工作適配對離職意圖的解釋力較強。另證實其他工作機會的干擾作用存在,與其他工作機會少時相較,當其他工作機會多時,個人環境適配對離職意圖之影響力較為顯著。 因此組織應建立鼓勵資訊分享的文化,降低員工資訊搜尋行為的成本,並主動提供員工所需的資訊,便能提升員工個人與工作及組織的適配性,進而降低離職意圖。 The purpose of this research is to examine antecedents of turnover intention from individual viewpoint. By literature review, personal proactive behavior plays an important role in socialization. Employees reduce uncertainty by seeking for information and making sense of what they faced. Through the process it is proposed employees fit the environment better, and they are more willing to stay in the organization. Besides, perceived alternatives are related to turnover intention, but seldom treated as a moderator to turnover intention. Therefore, it is hypothesized information seeking behavior can predict person-environment fit. And person-environment fit is negatively related to turnover intention, while the relationship is moderated by perceived alternatives. The valid samples are 342, collected from 86 organizations of various industries. Then confirmatory factor analysis and structural linear modeling are used to analyze data. The results suggest that information seeking can predict person-environment fit; technical information is related to person-job fit, and social information seeking is related to person-organization fit. Person-environment fit is an antecedent of turnover intention and plays a role as a full mediator between information seeking and turnover intention. It is also found person-job fit is more powerful than person-organization fit when predicting turnover intention. Further, perceived alternatives are approved to be a moderator. The relationship between person-environment fit and turnover intention is more significant when employee perceived more alternatives. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/31397 |
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顯示於系所單位: | 商學研究所 |
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