臺灣人文及社會科學引文索引資料庫系統

:::

詳目顯示

回上一頁
第 1 筆 / 總合 1 筆   第一頁 上一頁 下一頁 最後一頁
/1頁
題名：後疫情時代餐旅業員工留任意願之研究
作者：陳美惠
作者(外文)：CHEN, MEI-HUI
校院名稱：國立暨南國際大學
系所名稱：新興產業策略與發展博士學位學程
指導教授：陳建良
學位類別：博士
出版日期：2023
主題關鍵詞：COVID-19；餐旅業；工作不安全感；組織認同；替代方案吸引力；留任意願；COVID-19；hospitality industry；job insecurity；organizational identification；external alternative attraction；retention intention
原始連結：連回原系統網址new window
相關次數：
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:2
隨著COVID-19疫情對全球餐旅業造成前所未有的衝擊，在疫情初期，各國紛紛實施旅遊限制措施，導致旅遊人數迅速下降，許多景點、酒店紛紛關閉或暫停營業，致使許多從業人員面臨失去工作與巨大的經濟壓力等困境。對於消費者而言，因為疫情產生的不確定性也改變了他們的消費習慣，如為了減少與人們的接觸，將餐廳內用改為外送或外帶等等，這些消費行為的改變，也為餐旅業者帶來一系列的挑戰。
儘管酒店業者為了因應上述變化而採取一系列相應的措施，但在此一大環境下，有部分從業人員不可避免地產生轉職的想法。然而，餐旅業是非常注重服務的產業，因此員工留任與否以及對於組織的向心力十分重要，故而本研究主要目的為探討餐旅業員工的工作不安全感和組織認同感是否影響了他們在COVID-19大流行期間繼續工作的意願。
本研究以全台星級飯店員工為調查對象，共回收515份有效問卷，根據研究調查結果發現，工作不安全感與組織認同對留任意願有正向顯著的影響，且替代方案吸引力在其中有顯著的調節效果。除此之外，本研究亦在差異性檢定中發現，職級在組織認同與留任意願中呈現顯著差異，且為中階主管的認知高於基層員工。
上述研究結果顯示，在後疫情時代，餐旅業員工的工作不安全感普遍偏高，然而，當員工的不安全感越高，受限於大環境的前景不明，反而越不願意轉換工作，且替代方案吸引力在其中有調節效果。再對組織認同感而言，員工對當前組織的認同度越高，則越願意留在當前的工作，且替代方案吸引力在其中亦有調節效果存在。
As the COVID-19 pandemic impacted the global hospitality industry on an unprecedented scale, nations worldwide initially imposed travel restrictions, causing the number of tourists to plummet. Many tourist destinations and hotels either closed or suspended operations, leaving many personnel pressured with unemployment and overbearing economic hardships. For consumers, pandemic-induced uncertainties changed their consumption habits, as to reduce human contact, patrons ordered takeouts or deliveries instead of dining in. Such changes in consumption behavior have also presented hospitality and tourism businesses with a series of challenges.
Despite hotel owners addressing the aforementioned changes with a series of corresponding measures, some personnel inevitably contemplated career change nonetheless due to given circumstances. However, the hospitality industry is heavily service-oriented. Therefore, employee retention as well as organizational solidarity is paramount. Hence, this study primarily discusses whether if staff job insecurity and organizational identification impact their willingness to remain and continue working amidst the COVID-19 global pandemic.
The study’s subjects are employees of star-rated hotels across Taiwan, with 515 valid questionnaires recovered. According to study results, job insecurity and organizational identification have positive significant impact on retention intention, with attraction of alternatives bearing significant moderating effect. In addition, the study’s difference testing discovered, that job level embodies significant differences in organizational identification and retention intention, with mid-level managers’ perception greater than that of the rank-and-file employees.
The aforementioned study results indicate that in the post-pandemic era, job insecurity was prevalent among those employed in hospitality and tourism. However, despite increasing job insecurity, uncertainties deter employees from pursing different employment, with attraction of alternatives having moderating effects. As to organizational identification, the more employees identify with their current employer, the greater their willingness to remain, with attraction of alternatives also having moderating effects.
參考文獻
一、中文部分
江郁汝、謝麗香、蘇文凱（2017）。促進臨床護理人員留任意願之關鍵因素分析。彰化護理，24（3），27-38。
余鑑、于俊傑、鄭宇珊、余采芳、李佩容（2009）。員工企業社會責任知覺對組織承諾與離職傾向影響之實證研究。臺北科技大學學報，42（2），147-173。
李昭儀（2011）。銀行從業人員個人-組織契合度對留任意願之影響－以工作活力為中介變項（碩士論文）。南台科技大學會計資訊研究所。
邱皓政（2005）。《量化研究法（二）-統計原理與分析技術》（初版）。台北：雙葉書廊有限公司。
陳銘薰、曾慧珍（2020）。行政法人改制過程組織認同重要性之研究。企業管理學報，45(1)，151-172。
溫金豐、錢書華、蘇建全（2007）。高科技組織工程專業人員工作不安全感之研究。東海科學，9（1），147-192。
劉宗哲、郭嶷、李沃慶（2010）。知覺價值與轉換障礙如何影響再購意願：以行動電話服務之整合模型與實證研究為例。管理與系統，17（4），559-583。
蔡宗廷、張育菱（2015）。金融人才性格測驗對工作滿意、工作績效與留任意願之效標關聯驗證－以P銀行為例。兩岸金融季刊，3（3），1-46。
魏岑印、趙必孝、蕭岳誌（2022）。新創公司員工之工作價值觀、工作不安全感、工作樂趣與工作投入對留任意願之研究。量化分析與研究，1，32-48。


二、英文部分
Abildgaard, J. S., Nielsen, K., & Sverke, M. (2018). Can job insecurity be managed? Evaluating an organizational-level intervention addressing the negative effects of restructuring. Work & Stress, 32(2), 105-123.
Aguiar-Quintana, T., Nguyen, T. H. H., Araujo-Cabrera, Y., & Sanabria-Díaz, J. M. (2021). Do job insecurity, anxiety and depression caused by the COVID-19 pandemic influence hotel employees’ self-rated task performance? The moderating role of employee resilience. International Journal of Hospitality Management, 94, 102868.
Akgunduz, Y., & Bardakoglu, O. (2017). The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empowerment. Current Issues in Tourism, 20(14), 1510-1526.
Akgunduz, Y., & Eryilmaz, G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing?. International Journal of Hospitality Management, 68, 41-49.
Aliedan, M. M., Sobaih, A. E. E., Alyahya, M. A., & Elshaer, I. A. (2022). Influences of distributive injustice and job insecurity amid COVID-19 on unethical pro-organisational behaviour: Mediating role of employee turnover intention. International Journal of Environmental Research and Public Health, 19(12), 1-16.
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of management, 29(1), 99-118.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411-423.
Arnold, H. J., & Feldman, D. C. (1982). A multivariate analysis of the determinants of job turnover. Journal of applied psychology, 67(3), 350-360.
Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, cause, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management journal, 32(4), 803-829.
Ashforth, B. E., Harrison, S. H., & Corley, K. G. (2008). Identification in organizations: An examination of four fundamental questions. Journal of management, 34(3), 325-374.
Ashforth, B. E., & Mael, F. (1989). Social identity theory and the organization. Academy of management review, 14(1), 20-39.
Bagozzi, R. P., & Yi, Y. (1988). On the evaluation of structural equation models. Journal of the academy of marketing science, 16, 74-94.
Bharadwaj, S., & Yameen, M. (2021). Analyzing the mediating effect of organizational identification on the relationship between CSR employer branding and employee retention. Management Research Review, 44(5), 718-737.
Blau, P. M. (1964). Exchange and power in social life. New York: John Wiley and Sons. Inc. Print.
Blomme, R. J., Van Rheede, A., & Tromp, D. M. (2010). Work-family conflict as a cause for turnover intentions in the hospitality industry. Tourism and hospitality research, 10(4), 269-285.
Brondino, M., Bazzoli, A., Vander Elst, T., De Witte, H., & Pasini, M. (2020). Validation and measurement invariance of the multidimensional qualitative job insecurity scale. Quality & Quantity, 54(3), 925-942.
Calo, T. J. (2008). Talent management in the era of the aging workforce: The critical role of knowledge transfer. Public Personnel Management, 37(4), 403-416.
Chen, I. H., Brown, R., Bowers, B. J., & Chang, W. Y. (2015). Work‐to‐family conflict as a mediator of the relationship between job satisfaction and turnover intention. Journal of advanced nursing, 71(10), 2350-2363.
Chen, M. S., & Tseng, H. C. (2020). Research on the importance of organizational identification of the transformation process of NTPBs. Journal of Business Administration, 45(1), 151-172.
Chen, H., & Eyoun, K. (2021). Do mindfulness and perceived organizational support work? Fear of COVID-19 on restaurant frontline employees’ job insecurity and emotional exhaustion. International journal of hospitality management, 94, 102850.
Chirumbolo, A. (2015). The impact of job insecurity on counterproductive work behaviors: The moderating role of honesty–humility personality trait. The Journal of psychology, 149(6), 554-569.
Colgate, M., & Lang, B. (2001). Switching barriers in consumer markets: an investigation of the financial services industry. Journal of consumer marketing, 18(4), 332-347.
Croucher, S. M., Kelly, S., Green, M., Homsey, D. M., Cullinane, J., Rocker, K. T., Nguyen, T., Anderson, K., Chen, H., Ding, G. G., Ashwell, D., Wright, M. & Palakshappa, N. (2022). The Link Between Supervisor-Subordinate Computer-Mediated Immediate Behaviors and Organizational Identification in US, English, and Australian Organizations. Management Communication Quarterly, 36(4), 688-709.
Currivan, D. B. (1999). The causal order of job satisfaction and organizational commitment in models of employee turnover. Human resource management review, 9(4), 495-524.
Cordesmeyer, M., Papathanassis, A. (2011). Safety Perceptions in the Cruise Sector: A Grounded Theory Approach. In: Gibson, P., Papathanassis, A., Milde, P. (eds) Cruise Sector Challenges. Gabler Verlag.
Darvishmotevali, M., Arasli, H., & Kilic, H. (2017). Effect of job insecurity on frontline employee’s performance: Looking through the lens of psychological strains and leverages. International Journal of Contemporary Hospitality Management, 29(6), 1724-1744.
Denvir, A., & McMahon, F. (1992). Labour turnover in London hotels and the cost effectiveness of preventative measures. International Journal of Hospitality Management, 11(2), 143-154.
Davy, J. A., Kinicki, A. J., & Scheck, C. L. (1997). A test of job security's direct and mediated effects on withdrawal cognitions. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 18(4), 323-349.
De Cuyper, N., & De Witte, H. (2006). The impact of job insecurity and contract type on attitudes, well‐being and behavioural reports: a psychological contract perspective. Journal of occupational and organizational psychology, 79(3), 395-409.
Domínguez Aguirre, L. R. (2019). The mediating effects of external factors on intention to leave and organizational factors of hotel industry. Contaduría y administración, 64(3).
Eddleston, K. A. (2009). The effects of social comparisons on managerial career satisfaction and turnover intentions. Career Development International, 14(1), 87-110.
Erdogan, B., Karakitapoğlu‐Aygün, Z., Caughlin, D. E., Bauer, T. N., & Gumusluoglu, L. (2020). Employee overqualification and manager job insecurity: Implications for employee career outcomes. Human Resource Management, 59(6), 555-567.
Etehadi, B., & Karatepe, O. M. (2019). The impact of job insecurity on critical hotel employee outcomes: The mediating role of self-efficacy. Journal of Hospitality Marketing & Management, 28(6), 665-689.
Fischmann, G., De Witte, H., Sulea, C., & Iliescu, D. (2018). Qualitative job insecurity and in-role performance: a bidirectional longitudinal relationship?. European Journal of Work and Organizational Psychology, 27(5), 603-615.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Fu L, Wang B, Yuan T, Chen X, Ao Y, Fitzpatrick T, Li P, Zhou Y, Lin YF, Duan Q, Luo G, Fan S, Lu Y, Feng A, Zhan Y, Liang B, Cai W, Zhang L, Du X, Li L, Shu Y, Zou H. (2020) Clinical characteristics of coronavirus disease 2019 (COVID-19) in China: A systematic review and meta-analysis. J Infect. 80(6):656-665.
Gallie, D., Felstead, A., Green, F., & Inanc, H. (2017). The hidden face of job insecurity. Work, employment and society, 31(1), 36-53.
Gaski, J. F., & Nevin, J. R. (1985). The differential effects of exercised and unexercised power sources in a marketing channel. Journal of marketing research, 22(2), 130-142.
Gefen, D., Straub, D., & Boudreau, M. C. (2000). Structural equation modeling and regression: Guidelines for research practice. Communications of the association for information systems, 4(1), 7, 1-78.
Gerhart, B. (1990). Voluntary turnover and alternative job opportunities. Journal of applied psychology, 75(5), 467-476.
Greenhalgh, L., & Rosenblatt, Z. (1984). Job insecurity: Toward conceptual clarity. Academy of Management review, 9(3), 438-448.
Greene, C. N., & Organ, D. W. (1973). An evaluation of causal models linking the received role with job satisfaction. Administrative Science Quarterly, 95-103.
Greenhalgh, L. (1983). Managing the job insecurity crisis. Human Resource Management (pre-1986), 22(4), 431.
Gössling, S., Scott, D., & Hall, C. M. (2020). Pandemics, tourism and global change: a rapid assessment of COVID-19. Journal of sustainable tourism, 29(1), 1-20.
Hair, J., Black, W. C., Babin. B. J., Anderson, R. E., Tatham, R. L., (2006). Multivariate data analysis (6th ed.) New Jersey: Prentice-Hall Inc.
Haslam, S. A., & Ellemers, N. (2005). Social identity in industrial and organizational psychology: Concepts, controversies and contributions. International review of industrial and organizational psychology 2005, 20, 39-118.
Herrbach, O., Mignonac, K., & Gatignon, A. L. (2004). Exploring the role of perceived external prestige in managers' turnover intentions. The International Journal of Human Resource Management, 15(8), 1390-1407.
Hsiao, Ching-Ya, and Yu-Ting Lai. (2015). The study on employees’ job satisfaction and intention to stay in the international tourist hotel industry: Take the workplace well-being as intervening variables. Journal of Tourism and Leisure Management 3: 31–42.
Hulin, C. (1991). Adaptation, persistence, and commitment in organizations. Handbook of industrial and organizational psychology, 445–505.
Hulin, C. L., Roznowski, M., & Hachiya, D. (1985). Alternative opportunities and withdrawal decisions: Empirical and theoretical discrepancies and an integration. Psychological bulletin, 97(2), 233-250.
Ivanov, S. H., Webster, C., Stoilova, E., & Slobodskoy, D. (2022). Biosecurity, crisis management, automation technologies and economic performance of travel, tourism and hospitality companies–A conceptual framework. Tourism Economics, 28(1), 3-26.
James, L. A., & James, L. R. (1989). Integrating work environment perceptions: Explorations into the measurement of meaning. Journal of applied psychology, 74(5), 739-751.
Jen, W., & Hu, K. C. (2003). Application of perceived value model to identify factors affecting passengers' repurchase intentions on city bus: A case of the Taipei metropolitan area. Transportation, 30, 307-327.
Jung, H. S., Jung, Y. S., & Yoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics. International journal of hospitality management, 92, 1-9.
Kim, J., Milliman, J., & Lucas, A. (2020). Effects of CSR on employee retention via identification and quality-of-work-life. International Journal of Contemporary Hospitality Management, 32(3), 1163-1179.
Kim, Y. J., Lee, S. Y., & Cho, J. H. (2020). A study on the job retention intention of nurses based on social support in the COVID-19 situation. Sustainability, 12(18), 7276 -7284.
Kumar M, D., & Govindarajo, N. S. (2014). Instrument development “intention to stay instrument” (ISI). Asian Social Science, 10(12), 1-21.
Lee, Chia-Ling, Chun-Ming Ho, and Hsiao-Wei Ching. (2018). Leadership style, job involvement, and intent to stay: Evidence from hospitality interns in Taiwan. Travel and Tourism 15: 77–100.
Lee, E. S., Park, T. Y., & Koo, B. (2015). Identifying organizational identification as a basis for attitudes and behaviors: A meta-analytic review. Psychological bulletin, 141(5), 1049-1080.
Lyngdoh, T., Liu, A. H., & Sridhar, G. (2018). Applying positive psychology to selling behaviors: A moderated–mediation analysis integrating subjective well-being, coping and organizational identity. Journal of Business Research, 92, 142-153.
Lyons, T. F. (1971). Role clarity, need for clarity, satisfaction, tension, and withdrawal. Organizational behavior and human performance, 6(1), 99-110.
Mauno, S., De Cuyper, N., Tolvanen, A., Kinnunen, U., & Mäkikangas, A. (2014). Occupational well-being as a mediator between job insecurity and turnover intention: Findings at the individual and work department levels. European Journal of Work and Organizational Psychology, 23(3), 381-393.
March, J. G. and Simon, H. A. (1958/1993). Organizations, 2nd edition. Cambridge: Basil Blackwell.
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.
Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of vocational behavior, 61(1), 20-52.
Mohr, G. B. (2000). The changing significance of different stressors after the announcement of bankruptcy: A longitudinal investigation with special emphasis on job insecurity. Journal of Organizational Behavior, 21(3), 337-359.
Mossholder, K. W., Bennett, N., Kemery, E. R., & Wesolowski, M. A. (1998). Relationships between bases of power and work reactions: The mediational role of procedural justice. Journal of management, 24(4), 533-552.
Mueller, M. J. (1997). Enzymes involved in jasmonic acid biosynthesis. Physiologia Plantarum, 100(3), 653-663.
Munck, B. (2001). Changing a culture of face time. Harvard Business Review, 79(10), 125-130.
Münderlein, M., F. Ybema, J., & Koster, F. (2013). Happily ever after? Explaining turnover and retirement intentions of older workers in the Netherlands. Career Development International, 18(6), 548-568.
Mustamil, N., Yazdi, A. M., Syeh, S. S., & Ali, M. A. (2014). A dimensional analysis of the relationship between communication satisfaction and turnover intention: The mediating role of organizational commitment. International Journal of Business and Management, 9(9), 75-85.
Naim, M. F., & Lenkla, U. (2016). Knowledge sharing as an intervention for Gen Y employees’ intention to stay. Industrial and Commercial Training, 48(3), 142-148.
Niesen, W., Van Hootegem, A., Vander Elst, T., Battistelli, A., & De Witte, H. (2018). Job insecurity and innovative work behaviour: A psychological contract perspective. Psychologica Belgica, 57(4), 174-189.
Nunnally, J. C. (1978). Psychometric Theory: 2d Ed. McGraw-Hill.
O'Reilly III, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of management journal, 34(3), 487-516.
Pizam, A., & Thornburg, S. W. (2000). Absenteeism and voluntary turnover in Central Florida hotels: a pilot study. International Journal of Hospitality Management, 19(2), 211-217.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of management, 12(4), 531-544.
Podsakoff, P. M., Todor, W. D., Grover, R. A., & Huber, V. L. (1984). Situational moderators of leader reward and punishment behaviors: Fact or fiction?. Organizational behavior and human performance, 34(1), 21-63.
Prati, L. M., McMillan-Capehart, A., & Karriker, J. H. (2009). Affecting organizational identity: A manager's influence. Journal of Leadership & Organizational Studies, 15(4), 404-415.
Pratt, M. G. (1998). To be or not to be: Central questions in organizational identification, D. Whetten, and P. Godfrey (Eds.), Identity in organizations: Developing theory through conversations, 171-207.
Probst, T. M., Stewart, S. M., Gruys, M. L., & Tierney, B. W. (2007). Productivity, counterproductivity and creativity: The ups and downs of job insecurity. Journal of Occupational and Organizational Psychology, 80(3), 479-497.
Ramlawati, R., Trisnawati, E., Yasin, N., & Kurniawaty, K. (2021). External alternatives, job stress on job satisfaction and employee turnover intention. Management Science Letters, 11(2), 511-518.
Regts, G., & Molleman, E. (2013). To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention. Human relations, 66(2), 193-218.
Ribeiro, S., Bosch, A., & Becker, J. (2016). Retention of women accountants: The interaction of job demands and job resources. SA Journal of Human Resource Management, 14(1), 1-11.
Roskies, E., & Louis‐Guerin, C. (1990). Job insecurity in managers: Antecedents and consequences. Journal of organizational behavior, 11(5), 345-359.
Rachel Dodds, Richard Butler. (2019) The phenomena of overtourism: a review. International Journal of Tourism Cities, 2019, № 4, p. 519-528.
Shoss, M. K. (2017). Job insecurity: An integrative review and agenda for future research. Journal of management, 43(6), 1911-1939.
Sverke, M., Hellgren, J., & Näswall, K. (2002). No security: a meta-analysis and review of job insecurity and its consequences. Journal of occupational health psychology, 7(3), 242-264
Salleh, R., Nair, M. S., & Harun, H. (2012). Job satisfaction, organizational commitment, and turnover intention: A case study on employees of a retail company in Malaysia. World Academy of Science, Engineering and Technology, 72, 316-323.
Stahl, G. K., Chua, C. H., Caligiuri, P., Cerdin, J. L., & Taniguchi, M. (2009). Predictors of turnover intentions in learning‐driven and demand‐driven international assignments: The role of repatriation concerns, satisfaction with company support, and perceived career advancement opportunities. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 48(1), 89-109.
Teresi, M., Pietroni, D. D., Barattucci, M., Giannella, V. A., & Pagliaro, S. (2019). Ethical climate (s), organizational identification, and employees’ behavior. Frontiers in psychology, 10, 1356-1368.
Tompkins, P. K., & McPhee, R. (1985). Organizational communication: Traditional themes and new directions. Sage Publications.
Tucker H (2020) Coronavirus bankruptcy tracker: these major companies are failing amid the shutdown.
Van Vuuren, C. V., & Klandermans, P. G. (1990). Individual reactions to job insecurity: An integrated model. Work and organizational, social and economic, cross-cultural Vol. 3. （pp. 133–146）.
Van Knippenberg, D., & Van Schie, E. C. (2000). Foci and correlates of organizational identification. Journal of occupational and organizational psychology, 73(2), 137-147.
Valéau, P., Paille, P., Dubrulle, C., & Guenin, H. (2021). The mediating effects of professional and organizational commitment on the relationship between HRM practices and professional employees’ intention to stay. The International Journal of Human Resource Management, 32(8), 1828-1864.
Witte, H. D. (1999). Job insecurity and psychological well-being: Review of the literature and exploration of some unresolved issues. European Journal of work and Organizational psychology, 8(2), 155-177.
Wei, Y. C. (2015). The moderating role of high-performance HR practices and PO fit. Personnel Review, 44(5), 739-756.
Williams, L. J., & Hazer, J. T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of applied psychology, 71(2), 219-231.
Yang, J., Gong, Y., & Huo, Y. (2011). Proactive personality, social capital, helping, and turnover intentions. Journal of Managerial Psychology, 26(8), 739-760.
Yin, J., Bi, Y., & Ni, Y. (2022). The impact of COVID-19 on turnover intention among hotel employees: A moderated mediation model. Journal of Hospitality and Tourism Management, 51, 539-549.
Zhou, J., & He, W. (2023). Organizational Identification and Alternative Job Opportunities of Hotel Internship Students During COVID-19. Journal of Quality Assurance in Hospitality & Tourism, 1-22.
Zhu, L., Flores, L. Y., Weng, Q., & Li, J. (2021). Testing a moderated mediation model of turnover intentions with Chinese employees. Journal of Career Development, 48(6), 893-909.
Zimmerman, R. D., & Darnold, T. C. (2009). The impact of job performance on employee turnover intentions and the voluntary turnover process: A meta‐analysis and path model. Personnel review, 38(2), 142-158.

三、網路部分
Forbes. Available at: https://www.forbes.com/sites/hanktucker/2020/05/03/coronavirus-bankruptcytracker-these-major-companies-are-failing-amid-the-shutdown/ (accessed 3 July 2020).
Hanson, J. (2020, March 23). Huge hotel job losses reported due to COVID-19. Retrieved 26th March 2020 from https://www.law360.com/health/articles/1256131/huge-hotel-joblosses-reported-due-to-covid-19.
Pandey, A. (2020, March 25). Coronavirus sledgehammers global job markets. Deutsche Welle. Retrieved 25th March 2020 from https://www.dw.com/en/coronavirussledgehammers-global-job-markets/a-52905245.

 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
QR Code
QRCODE

臺灣人文及社會科學引文索引資料庫

目前上線人數：726（臺灣：725，外國：1） ／ 本年度總使用人次：2000451 ／ 訪客人次（自102年09月）：67798672
國家圖書館著作權聲明 Copyright © 2013 All rights reserved.
本館地址: 100201臺北市中山南路20號． 本館地圖及交通資訊．
總機：(02)23619132．最佳瀏覽解析度為1024x768以上