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標題: | 知覺部屬離職現象對基層主管的離職傾向之探討 An Investigation on Perceived Subordinate Turnover and First Line Supervisors’ Intention to Quit |
作者: | Chun-Yao Chuang 莊竣堯 |
指導教授: | 莊璦嘉 |
關鍵字: | 知覺部屬離職,工作壓力,工作滿意度,焦慮,情緒穩定度,離職傾向, perceived subordinates’ turnover,work stress,job satisfaction,anxiety,emotional stability,intention to quit, |
出版年 : | 2015 |
學位: | 碩士 |
摘要: | 現有文獻在探討有關離職議題的角度,多半著重在一般職員而非主管級人物,而本研究的重點在於位列組織第一線的基層主管,當其處於部屬離職狀況的情境下,所產生的可能行為傾向。根據工作壓力的文獻中,目前研究主張主管認知到自身部屬的離職問題,會是造成基層主管工作壓力之壓力源,並會影響基層主管之工作滿意度及焦慮情緒,進而影響基層主管之離職傾向。此外,基層主管的情緒穩定度高低亦可能干擾工作壓力對其本身的工作滿意度與焦慮問題。
本研究共收集210份問卷樣本,而問卷取樣的發放對象為台資企業位於中國蘇州工業區所設立的加工廠(文以A工廠代稱之)。 而根據分析結果,歸納下列研究發現: 1. 主管知覺部屬離職可正向基層主管的離職傾向。 2. 主管知覺部屬離職可正向預測基層主管的工作壓力。 3. 主管知覺部屬離職與主管的工作滿意度間呈負相關,並會透過基層主管自身的工作壓力之中介效果,受到部分影響。 4. 主管的工作壓力與基層主管之離職傾向呈正相關,並會透過自身工作滿意度之中介效果,受到部分影響。 5. 基層主管之工作壓力與工作滿意度呈負相關,並會受情緒穩定度高低干擾。 實證經驗上,此些結論可茲說明部屬的離職,對主管而言是一項重要的壓力源,亦並透過工作滿意度的部分中介影響,將可預測該基層主管之離職傾向。而實務上,組織應該加以投注心力予以該群主管,特別為情緒穩定度較低者,提防其潛在的離職可能。 Extant literature about turnover pays more attention to the turnover of employees than that to supervisors. This research focuses on first-line supervisors’ intention to quit in the context where supervisors often suffer from the turnover of their subordinates. Drawing on the work stress literature, present study argues that supervisors’ perceived subordinates’ turnover is a source of first-line’s supervisors’ work stress, which increases supervisors’ intention to quit through influencing supervisors’ job satisfaction and anxiety. Moreover, first-line supervisors’ emotional stability may buffer the negative effects of work stress on supervisors’ job satisfaction and anxiety. This study collected a total of 210 supervisor surveys from one research site, which was a Taiwanese invested electronic component factory (I refer to “A factory”) in Suzhou, China. The results of this study are summarized as follows: 1. Supervisors’ perceived subordinates’ turnover positively predicted supervisors’ intention to quit. 2. Supervisors’ perceived subordinates’ turnover positively predicted supervisors’ work stress. 3. The negative relationship between supervisors’ perceived subordinates’ turnover and supervisors’ job satisfaction was partially mediated by supervisors’ work stress. 4. The positive relationship between supervisors’ work stress and their intention to quit was partially mediated by supervisors’ job satisfaction. 5. The negative relationship between supervisors’ work stress and supervisors’ job satisfaction was buffered by supervisors’ emotional stability. Empirically, these results suggest subordinates’ turnover is an important source of supervisors’ work stress, which predicts first-line supervisors’ intention to quit through the partial mediation of supervisors’ job satisfaction. Practically, organizations must pay a particular attention to those supervisors who are low in emotional stability in order to prevent possibility of these supervisors from quitting. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/51447 |
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顯示於系所單位: | 商學研究所 |
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