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題名:旅館業多元適配、工作滿意與服務績效對離職意圖之影響:以組織公平為干擾變項
作者:楊主恩
作者(外文):Yang,Chu-En
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
指導教授:趙志揚
蔡啟通
學位類別:博士
出版日期:2018
主題關鍵詞:多元適配工作滿意服務績效離職意圖personal fitjob satisfactionservice performanceorganizational Justice
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本研究目的是提供了一個完整的模式,從個人與工作環境多元適配的角度,來探討員工多元配適影響離職意圖的路徑,並探討多元適配透過工作滿意、服務績效分別對離職意圖的影響。以及員工知覺組織公平對工作滿意、服務績效分別對離職意圖之影響的干擾效果。
本研究以獲得交通部觀光局5星級評鑑的旅館(包括觀光旅館與一般旅館)為抽樣對象,總共發出500份問卷,回收421,剔除無效問卷,共計回收有效樣本為392份。預試時以項目統計分析檢定量表題目的適切性程度,以偏最小平方法進行整體模式分析,及多群體結構方程模式等方法驗證本研究假設。
研究結果發現:1、員工多元適配會透過工作滿意而對離職意圖產生負向影響;2、組織公平對多元適配透過服務績效對離職意圖影響產生干擾效果。最後,本研究提出以下管理意涵:1、旅館業招募員工時宜將個人與工作環境之多元適配程度做為遴選參考,來提升新進員工工作滿意與服務績效;2、旅館業宜建構一個組織公平的工作環境,將有助於員工留任意願進而降低離職意願。
The purpose of this research is to explore the path about how the personal fit influencing the job satisfaction, service performance toward to turnover intention, and the relationship while it is moderated by perceived organizational Justice.
The hotels acquired 5 star evaluation from the Tourism Bureau are as target samples. We sent out 500 questionnaires, and recovering 421, after eliminating 29 invalid, we got 392 valid questionnaires. The item analysis will be used in try-out, and the hypotheses of this study will be tested by partial least squares, multi-group structural equation modeling.
The finding revealed:1. The personal fit has a significantly negative influence on turnover intention by job satisfaction. 2. The organizational Justice was the moderate role on the relationship between service performance and turnover intention. This study proposes implications as follow:1.Personal fit should be taken in account while recruiting.2.Hotels should create a justice environment to increase the retention.
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