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題名:不確定性、工作態度及離職傾向:同事工作鑲嵌之跨層次調節效果驗證
作者:安寶儀
作者(外文):Bao-Yi Ann
校院名稱:輔仁大學
系所名稱:商學研究所博士班
指導教授:楊君琦
學位類別:博士
出版日期:2014
主題關鍵詞:不確定性工作鑲嵌工作態度離職傾向uncertaintyjob embeddednessjob attitudeturnover intention
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本研究結合自我控制理論、社會資訊處理理論與情境強度理論,利用跨層次的研究架構和分析策略,針對不確定性所帶來的負面影響,以及如何透過一個代表群體特性的變項(同事工作鑲嵌)來減緩此負面衝擊進行討論。研究樣本來自32個工作團隊,合計共747位工作年資一年以上的全職員工,採橫段面的研究設計與問卷調查法。結果發現:工作態度會中介不確定性與離職傾向之間的關係;其中,組織承諾會部分中介職涯不確定性與離職傾向之間的關係,工作滿意則會完全中介角色模糊與離職傾向之間的關係。同事工作鑲嵌會調節不確定性與工作態度間的關係,當同事工作鑲嵌的程度較高,同事工作鑲嵌會弱化不確定性與工作態度間的關係。此外,同事工作鑲嵌與不確定性的交互作用,會透過工作態度的中介作用,間接地影響離職傾向,並且是完全中介式調節效果。根據研究結果,本研究提出進一步討論並對後續研究及管理實務提出建議。
This study combined self-control theory, social information processing theory and situational strength theory, the use of cross-level research framework and analysis strategies, to examine the relationships among uncertainty, work attitude and turnover intention, and the moderating effect of coworkers’ job embeddedness (CoJE). A total of 747 full-time employees from 32 teams were asked to complete the questionnaires. Multiple hierarchical regression and hierarchical linear modeling analysis (HLM) revealed that work attitude mediated the relationship of uncertainty and turnover intention. In addition, organizational commitment partially mediated the relationship of career uncertainty and turnover intention. Job satisfaction fully mediated the relationship of role ambiguity and turnover intention. Further, the relationship between uncertainty and work attitude was moderated by CoJE, such that the relationship was stronger when CoJE was low. Finally, work attitude mediated the interactive effects of uncertainty and CoJE on turnover intention. Implications of the findings in terms of theory and practice were discussed.
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