臺灣博碩士論文加值系統

近年來，全球經濟成長疲弱、國際貿易大宗物資價格走緩以及新興市場的經濟成長規模不如預期，2015年台灣經濟成長率只有0.65%；到了2016 年，由於國際經濟成長率下降(2.4%)，國際貿易也因為保護主義興起而減弱（GI, 2016），讓台灣中小企業營運面臨更嚴峻、更激烈的挑戰(經濟部中小企業處, 105)。鍾宜佑(2008)指出，中小企業轉業率為大型企業轉業率的9倍，員工流動率遠高於大型企業，不但人力成本高昂，更使工作經驗的傳承更為困難，將使企業競爭優勢不再。故本研究探討中小企業組織的組織學習文化與員工的積極主動人格對於離職傾向之影響，並以積極主動社會化行為為中介變數。
本研究採取便利抽樣，以19家中小企業員工為調查對象，問卷發放方式為委託專人發放，再請專人收回，共發放350份，有效問卷共 321份，有效回收率為93.8%，並使用結構模型方程模式(SEM)與拔靴法(Bootstrapping)進行實證分析。
本研究實證結果顯示:(1)積極主動人格與離職傾向有負向關係；(2)積極主動人格與積極主動社會化行為有正向關係；(3)積極主動社會化行為與離職傾向有負向關係；(4)積極主動社會化行為對於積極主動人格與離職傾向有完全中介效果；(5)組織學習文化與積極主動社會化行為有正向關係；(6)組織學習文化與離職傾向有負向關係；(7)組織學習文化與積極主動人格有正向關係。於個人層面而言，企業若擁有積極主動人格特質之員工，管理者需要利用管理能力使員工產生積極主動社會化行為，才能有效降低離職傾向；於組織層面而言，企業若能推動組織學習文化，則可以顯著地降低員工離職傾向。

Small and medium enterprises (SMEs) in Taiwan are facing more and more challenges because of the decline in international economic growth rate (2.4%) and the rise of protectionism in 2016(GI, 2016). SMEs are important for Taiwanese economy; however, Zhong (2008) suggests that the rate of switching job of employees in SMEs is 9 times higher than large enterprises in Taiwan. It makes SMEs lose their competition advantage because of brain draft and failure of inheritance of experiences. Therefore, this study investigates the influence of employee’s proactive personality and organizational learning culture on turnover intention of SMEs in Taiwan and the mediation effect of proactive socialization behavior
We use convenient sampling in this study to investigate 19 SMEs in Taiwan with 350 questionnaires, and use structural equation modeling (SEM) and bootstrapping to analyze the result.
In the result, we suggest that (1) proactive personality and turnover intention have negative relationship. (2) proactive personality and proactive socialization behavior have positive relationship. (3) proactive socialization behavior and turnover intention have negative relationship. (4) proactive socialization behavior mediates the relationship of proactive personality and turnover intention. (5) organizational learning culture and proactive socialization behavior have positive relationship. (6) organizational learning culture and turnover intention have a negative relationship. (7) proactive personality and organizational learning culture have a positive relationship.
Keywords: proactive personality; proactive socialization behavior; organizational learning culture; turnover intention; small and medium enterprises; structural equation modeling (SEM) and bootstrapping.

目 錄
謝詞......................................I
中文提要 .................................II
英文摘要 ................................III
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
第三節 研究流程.............................6
第二章 文獻探討.............................7
第一節 積極主動人格.........................7
第二節 積極主動社會化行為....................9
第三節 組織學習文化........................13
第四節 離職傾向............................16
第三章 研究方法............................17
第一節 研究架構與假說.......................18
第二節 研究對象............................19
第三節 變數操作型定義、問卷設計與衡量工具....20
第四節 資料分析方法........................26
第四章、研究結果...........................28
第一節 敘述性統計..........................28
第二節 測量模式分析........................33
第三節結構模式分析.........................41
第五章 結論與建議..........................48
第一節 研究討論............................48
第二節 學術研究意涵與實務管理意涵............52
第三節 研究限制與建議.......................55
參考文獻...................................56
附錄 問卷..................................69
著作權聲明.................................73

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