代理人知覺認同、國家文化與工作滿意度、組織承諾與離職意向之關聯：以國家文化為調節變項

Abstract

本研究旨在探討代理人知覺認同、國家文化與工作滿意度、組織承諾及離職意向間之關聯，並進一步探討國家文化在代理人知覺認同與工作滿意度、組織承諾及離職意向間所扮演的調節角色。本研究以「代理人知覺認同」，以及國家文化中的「權力距離」與「陽剛主義」為自變項，探討對「工作滿意度」、「組織承諾」及「離職意向」三後果變項的影響，並進一步深究「權力距離」與「陽剛主義」在自變項與依變項間之調節作用。 本研究以A公司海外子公司北京、上海、泰國、越南與印度當地正式員工為樣本，進行結構性問卷的施測，共回收1,035份有效問卷。根據階層迴歸分析結果顯示，「代理人知覺認同」與「工作滿意度」、「組織承諾」間皆具有顯著的正向關聯，而與「離職意向」間有顯著的負向關聯，即員工的代理人知覺認同越高時，工作滿意度、組織承諾越高，而離職意向越低。在國家文化的部分，「權力距離」與「陽剛主義」兩文化面項，均與「工作滿意度」及「組織承諾」兩後果變項間有顯著的負向關聯，而與「離職意向」有顯著的正向影響。最後，在調節效果分析上，高「權力距離」能顯著弱化「代理人知覺認同」與「離職意向」間的關聯。

The purpose of this study was to explore the influence of agency perception and national cultures on job satisfaction, organizational commitment and turnover intention. In addition, we also examined the moderating effects of national cultures on the relationships between agency perception and job satisfaction, organizational commitment and turnover intention. We used power distance and masculinity as national cultures and agency perception to explore their main effects on job satisfaction, organizational commitment and turnover intention, and the moderating effects of power distance and masculinity. By using the structured questionnaires, a total of 1035 full-time workers in company A’s subsidiaries in Beijing, Shanghai, Thailand, Vietnam and India returned valid responses. The hierarchical regression analyses showed that agency perception was positively associated with job satisfaction and organizational commitment, and was negatively associated with turnover intention. Power distance and masculinity were negatively associated with job satisfaction and organizational commitment, and were positively associated with turnover intention. Finally, only power distance could moderate the relationship between agency perception and turnover intention.