臺灣博碩士論文加值系統

隨著知識經濟時代的來臨，許多企業紛紛將焦點置於人力資源管理上，公部門也不例外，冀望有效的人力資源管理能將組織與員工個人的目標結合，藉由彼此的良性互動產生綜效，進而創造組織獨特的競爭優勢。本研究擬探討在公共組織當中，個人與組織契合度因受到工作流動認知因素的干擾，如何去影響公務人員的離職意願。依據過去的研究，當中個人與組織的契合度會透過工作滿意、組織承諾、工作投入、組織支持等因素的中介效果間接對留任意願產生正向的結果。而本研究中公務人員的工作流動認知對於上述構面之干擾效果，在現今的公務人力資源管理研究上實屬少見，係有探討的必要。本研究以北區公務人員為施測對象，回收261份有效問卷，使用信度與因素分析來篩選題項，並利用階層迴歸方式來驗證所設立之假設。研究結果發現個人與組織契合度會透過其他組織行為負向影響公務人員的離職傾向；此外亦發現工作流動認知干擾公務人員的離職意願。

Many enterprises and public agencies have noticed the importance of human resource management when the era of knowledge economy comes. They try to apply human resource strategy to combine organization and individual’s goal and to sustain their competitive advantage. This study tries to explore how the perceived job mobility moderates the relationships between P-O fit and turnover intention in public sector. We collect 261 valid samples from public sector in northern Taiwan. The results show that P-O fit positively influences public servants’ work satisfaction, commitment, work involvement, organization support and organization identity. The perceived job mobility moderates the relationships between work satisfaction, organization identity and turnover intention.

論文提要 vi
誌謝 ix
目 次 x
表目錄 xii
圖目錄 xiv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 7
第三節 研究方法 8
第四節 研究流程 9
第五節 研究範圍與名詞界定 10
第二章 文獻探討 12
第一節 個人與組織契合 12
第二節 工作滿意 22
第三節 組織承諾 32
第四節 工作投入 38
第五節 組織支持 43
第六節 組織認同 47
第七節 離職意願 52
第八節 工作流動認知 59
第三章 研究設計 63
第一節 研究架構 63
第二節 假設建立 64
第三節 問卷設計 75
第四節 資料分析方法 82
第四章 統計分析與假設驗證 86
第一節 描述性統計 86
第二節 項目分析與信度、效度分析 88
第三節 相關分析 92
第四節 差異性分析 94
第五節 統計分析與假設驗證 109
第五章 結論與建議 127
第一節 研究發現 127
第二節 研究建議 134
參考文獻 138
附錄：問卷 152

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