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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陸洛(Luo Lu) | |
| dc.contributor.author | Hsiao-Ting Chou | en |
| dc.contributor.author | 周筱婷 | zh_TW |
| dc.date.accessioned | 2021-06-16T07:05:10Z | - |
| dc.date.available | 2019-07-15 | |
| dc.date.copyright | 2014-07-15 | |
| dc.date.issued | 2014 | |
| dc.date.submitted | 2014-07-10 | |
| dc.identifier.citation | Andersson, U., & Forsgren, M. (1996). Subsidiary embeddedness and control in the multinational corporation, International Business Review, 5(5), 487-508.
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/57813 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-16T07:05:10Z (GMT). No. of bitstreams: 1 ntu-103-R01741015-1.pdf: 1378498 bytes, checksum: 453734ddf2480aeab196dadafef22af9 (MD5) Previous issue date: 2014 | en |
| dc.description.tableofcontents | 目錄
口試委員審定書 i 謝辭 ii 中文摘要 iii 英文摘要 iv 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 5 第二章 文獻回顧 6 第一節 代理人知覺認同 6 第二節 工作後果 13 第三節 國家文化 21 第三章 研究方法 28 第一節 研究架構與假設 28 第二節 研究對象 30 第三節 研究工具 30 第四章 研究結果 33 第一節 樣本描述 33 第二節 研究變項描述性統計分析 36 第三節 變項間之相關性分析 37 第四節 變項間單因子變異數分析 40 第五節 階層式迴歸分析 42 第五章 結論與建議 50 第一節 研究結果討論 50 第二節 管理意涵 55 第三節 研究限制與未來研究建議 57 參考文獻 58 附錄：問卷 69 | |
| dc.language.iso | zh-TW | |
| dc.subject | 國家文化 | zh_TW |
| dc.subject | 代理人知覺認同 | zh_TW |
| dc.subject | 離職意向 | zh_TW |
| dc.subject | 組織承諾 | zh_TW |
| dc.subject | 工作滿意度 | zh_TW |
| dc.subject | 權力距離 | zh_TW |
| dc.subject | 陽剛主義 | zh_TW |
| dc.subject | agency perception | en |
| dc.subject | turnover intention | en |
| dc.subject | organizational commitment | en |
| dc.subject | job satisfaction | en |
| dc.subject | masculinity | en |
| dc.subject | power distance | en |
| dc.subject | national cultures | en |
| dc.title | 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 | zh_TW |
| dc.title | The Relationship between Agency Perception, National Cultures and Job Satisfaction, Organizational Commitment and Turnover Intention
National Cultures as Moderator | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 102-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 吳欣蓓,張婷婷 | |
| dc.subject.keyword | 代理人知覺認同,國家文化,權力距離,陽剛主義,工作滿意度,組織承諾,離職意向, | zh_TW |
| dc.subject.keyword | agency perception,national cultures,power distance,masculinity,job satisfaction,organizational commitment,turnover intention, | en |
| dc.relation.page | 70 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2014-07-10 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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