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題名:工作滿意度對離職傾向的影響: 臺灣旅館產業員工離職率的實證研究
作者:陳牧可 引用關係
作者(外文):Chen,Mu-Ke
校院名稱:國立雲林科技大學
系所名稱:企業管理系
指導教授:鍾從定
學位類別:博士
出版日期:2015
主題關鍵詞:文化智商文化調適工作滿意度個人-組織契合離職傾向cultural intelligencecultural adjustmentjob satisfactionP-O fitturnover intention
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本研究的主要目的在於尋求旅館服務產業管理高離職率問題的解決策略,藉由良好的文化調適能力,使員工產生正向的工作滿意度,進而降低員工離職的選擇傾向的觀點,本研究建立研究假設模型。假設策略認知型文化智商、動機型文化智商及個人-組織契合會影響文化調適。而文化調適會影響員工工作滿意度,且工作滿意度會影響員工工作績效及離職傾向。本研究以臺灣國際觀光旅館的員工為研究對象,總共發出985份問卷。最後,應用結構方程式,分析了340份有效問卷,得到可接受的整體模型配適度。研究結果顯示假設全部得到支持,實證發現文化智商及個人-組織契合度高的員工,會有較佳的文化調適能力。具文化調適能力的員工,其工作滿意度較高,因而較少有離職傾向。因此,本研究建議旅館人力資源管理單位選任員工時,開始就以文化調適能力佳的人為目標人選,即可降低員工離職率。最後,本研究也對未來研究方向提出了建議。
The main purpose of this research is to find a strategy to help hotel industry on solute the high turnover rate. A staff with good cultural adjustment ability can make good job satisfaction, thereby reducing employee turnover intention. Base on the view, this study established a research hypothesis model. Assuming meta-cognitive cultural intelligence, motivational cultural intelligence and personal - organization fit will affect cultural adjustment. Than cultural adjustment will affect employee job satisfaction and job satisfaction will affect job performance and turnover intention. Employees in Taiwan international tourist hotels as samples for the study, a total of 985 questionnaires were issued. Finally, apply structural equation modeling, after analyzing of 340 valid questionnaires, an acceptable overall model fit was obtained. The results show that the assumption all are support, so employees with high cultural intelligence and P-O fit have better cultural adjustment ability . An employee with better cultural adjustment ability, their job satisfaction is higher and less turnover intention. Recommend Hotel Human Resource Management Unit looking for the person with good cultural adjustment ability in beginning, so hotel can reduce employee turnover rate. Finally, this study also suggestions for future research directions.
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