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：組織認同與離職意向關係的元分析
書刊名：心理學報
作者：張淑華／劉兆延
出版日期：2016
卷期：2016(12)
頁次：1561-1573
主題關鍵詞：組織認同；離職意向；元分析；調節效應；Organizational identification；Turnover intention；Meta-analysis；Moderate effect
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:2
  • 點閱點閱:5
本研究采用元分析方法探索了組織認同與離職意向的關系。通過文獻搜索與篩選,獲得了59項研究和71個獨立效應量,共包含23180名被試。根據數據特點,采用隨機效應模型對兩者關系進行了分析,結果表明,整體上組織認同與離職意向呈現高等程度的負相關(r=-0.453);不同維度內容的組織認同測量工具、被試從事的行業類型對組織認同與離職意向的關系具有調節效應,但不同認知結構的離職意向測量工具、文化背景的調節效應不顯著。上述結果證明了組織認同對離職意向的影響作用,同時,也強調了科學研究中測量工具使用的科學性。
Employee’ turnover behavior has been an important issue in management circles because it will inevitably bring certain loss for the enterprise. Turnover intention, as the precursor of employee’ turnover behavior, can effectively predict individual behavior of changing job. Importantly, organizational identification, as a core organization construct, can has a significant impact on the turnover intention. Since Riketta’s(2005) meta-analysis on the relationship between organizational identification and antecedents/outcomes of organizational identification, increasing numbers of empirical studies have been published in the field of organizational behavior. The present research to examine in-depth research on the relationship between organizational identification and turnover intention seems timely. Meta-analysis was used in this study to aggregate results from studies examining the relationship between organizational identification and turnover intention. We included studies in both English and Chinese which were conducted between 1985 to 2015. Fifty-nine studies, which included a total of 71 independent samples and 23180 participants, met the criteria for inclusion in the meta-analysis. This overall sample was also divided into subgroups for moderator analysis. Data was analyzed utilizing the Comprehensive Meta-Analysis(CMA) Version 3 program. There are four major analyses in this research, including heterogeneity test, publication bias test, main effect analysis and moderation effect analysis. The test for heterogeneity showed that there was significant heterogeneity in the 71 independent effect sizes, so a random effects model was used as the meta-analysis model. The publication bias test indicated that the impact of publication bias was not statistically significant. Results showed a strong positive correlation(r =-0.453) between organizational identification and turnover intention. Additionally, results indicated that different dimensions in the organizational identification scales and the participants’ industry would moderate the relationship between organizational identification and turnover intention, but the moderation effects through turnover intention scale of different cognitive structure and culture background were not statistically significant. Specifically, in the moderator of organizational identification scales, there was a strong link between organizational identification and turnover intention with the using of organizational identification scales that is composed of the cognitive, affective and evaluative dimensions. In contrast, the link through organizational identification scales with the cognitive dimension was weak. Secondly, for participants in the leasing and business services industry, the correlation between organizational identification and turnover intention was stronger than those in other industries. Results suggest that organizational identification can effectively predict turnover intention. Researchers are expected to emphasize the importance of measuring tools and the particularity of some industries in their further research of organizational identification. Overall, the findings provided empirical evidences on the importance of organizational identification in determining turnover intention, which helps to guide future research.
期刊論文
1.Cheney, G.(1983)。The rhetoric of identification and the study of organizational communication。Quarterly Journal of Speech，69(2)，143-158。  new window
2.De Mours, G. R.、Abrams, D.、Retter, C.、Gunnarsdottir, S.、Ando, K.(2009)。Identification as an organizational anchor: How identification and job satisfaction combine to predict turnover intention。European Journal of Social Psychology，39(4)，540-557。  new window
3.Duval, S. J.、Tweedie, R. L.(2000)。A nonparametric "trim and fill" method of accounting for publication bias in meta-analysis。Journal of the American Statistical Association，95(449)，89-99。  new window
4.Van Knippenberg, D.、Van Dick, R.、Tavares, S. M.(2007)。Social identity and social exchange: Identification, support, and withdrawal from the job。Journal of Applied Social Psychology，37(3)，457-477。  new window
5.McCarthy, G.、Tyrrell, M. P.、Lehane, E.(2007)。Intention to leave or stay in nursing。Journal of Nursing Management，15(3)，248-255。  new window
6.Harris, G. E.、Cameron, J. E.(2005)。Multiple dimensions of organizational identification and commitment as predictors of turnover intentions and psychological well-being。Canadian Journal of Behavioral Science，37(3)，159-169。  new window
7.Peterson, S. J.、Luthans, F.(2006)。The impact of financial and nonfinancial incentives on business-unit outcomes over time。Journal of Applied Psychology，91(1)，156-165。  new window
8.Olkkonen, Maria-Elena、Lipponen, Jukka(2006)。Relationships between organizational justice, identification with organization and work unit, and group-related outcomes。Organizational Behavior and Human Decision Processes，100(2)，202-215。  new window
9.Bamber, E. M.、Iyer, V. M.(2002)。Big 5 auditors' professional and organizational identification: Consistency or conflict?。Auditing: A Journal of Practice & Theory，21(2)，21-38。  new window
10.Van Dick, R.、Christ, O.、Stellmacher, J.、Wagner, U.、Ahlswede, O.、Grubba, C.、Tissington, P. A.(2004)。Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction。British Journal of Management，15(4)，351-360。  new window
11.Abrams, D.、Ando, K.、Hinkle, S.(1998)。Psychological Attachment to the Group: Cross-cultural Differences in Organizational Identification and Subjective Norms as Predictors of Workers' Turnover Intentions。Personality and Social Psychology Bulletin，24(10)，1027-1039。  new window
12.Rousseau, D. M.(1998)。Why workers still identify with organizations。Journal of Organizational Behavior，19(3)，217-233。  new window
13.Van Knippenberg, D.、Sleebos, E. D.(2006)。Organizational identification versus organizational commitment: self definition, social exchange, and job attitudes。Journal of Organizational Behavior，27(5)，571-584。  new window
14.Price, J. L.(2001)。Reflections on the determinants of voluntary turnover。International Journal of Manpower，22(7)，600-624。  new window
15.Cardador, M. T.、Dane, E. I.、Pratt, M. G.(2011)。Linking calling orientations to organizational attachment via organizational instrumentality。Journal of Vocational Behavior，79(2)，367-378。  new window
16.Park, T. Y.、Shaw, J. D.(2013)。Turnover rates and organizational performance: A meta-analysis。Journal of Applied Psychology，98(2)，268-309。  new window
17.Kumar Mishra, S.、Bhatnagar, D.(2010)。Linking emotional dissonance and organizational identification to turnover intention and emotional well‐being: A study of medical representatives in India。Human Resource Management，49(3)，401-419。  new window
18.O'Reilly, C. A.、Chatman, J. A.(1986)。Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior。Journal of Applied Psychology，71(3)，492-499。  new window
19.DeConinck, James B.(2011)。The effects of ethical climate on organizational identification, supervisory trust, and turnover among salespeople。Journal of Business Research，64(6)，617-624。  new window
20.Gonzalez, J. A.、Denisi, A. S.(2009)。Cross-level effects of demography and diversity climate on organizational attachment and firm effectiveness。Journal of Organizational Behavior，30(1)，21-40。  new window
21.Ashforth, Blake E.、Mael, Fred A.(1989)。Social identity theory and the organization。Academy of Management Review，14(1)，20-39。  new window
22.Knapp, J. R.、Smith, B. R.、Sprinkle, T. A.(2014)。Clarifying the relational ties of organizational belonging understanding the roles of perceived insider status, psychological ownership, and organizational identification。Journal of Leadership & Organizational Studies，21(3)，273-285。  new window
23.Shen, Yimo M.、Jackson, Todd T.、Ding, Cody C.、Yuan, Denghua H.、Zhao, Lei、Dou, Yunlai L.、Zhang, Qinglin L.(2014)。Linking perceived organizational support with employee work outcomes in a Chinese context: Organizational identification as a mediator。European Management Journal，32(3)，406-412。  new window
24.Akgunduz, Y.、Bardakoglu, O.(2015)。The impacts of perceived organizational prestige and organization identification on turnover intention: The mediating effect of psychological empowerment。Current Issues in Tourism，1，1-17。  new window
25.Avanzi, L.、Fraccaroli, F.、Sarchielli, G.、Ullrich, J.、van Dick, R.(2014)。Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions。International Journal of Productivity and Performance Management，63(3)，272-289。  new window
26.白少君、安立仁(2014)。企業倫理對員工情感承諾與工作滿意度影響的機制研究。蘭州學刊，35(7)，194−201。  延伸查詢new window
27.Başar, U.、Sigri, Ü.(2015)。Effects of teachers' organizational justice perceptions on intention to quit: Mediation role of organizational identification。Educational Sciences: Theory and Practice，15(1)，45-59。  new window
28.Boroş, S.、Curşeu, P. L.(2013)。Is it here where I belong? An integrative model of turnover intentions。Journal of Applied Social Psychology，43(8)，1553-1562。  new window
29.Chen, Y. C.、Chi, S. C. S.、Friedman, R.(2013)。Do more hats bring more benefits? Exploring the impact of dual organizational identification on work-related attitudes and performance。Journal of Occupational and Organizational Psychology，86(3)，417-434。  new window
30.Cho, B.、Lee, D.、Kim, K.(2014)。How does relative deprivation influence employee intention to leave a merged company? The role of organizational identification。Human Resource Management，53(3)，421-443。  new window
31.Cho, Y. B.、Ryu, J. R.(2009)。Organizational citizenship behaviors in relation to job embeddedness, organizational identification, job performance, voluntary turnover intention In Korea。International Business and Economics Research Journal，8(7)，51-67。  new window
32.Cho, Yoon Jik、Lewis, Gregory B.(2012)。Turnover intention and turnover behavior: Implications for retaining federal employees。Review of Public Personnel Administration，32(1)，4-23。  new window
33.Ciftcioglu, A.(2010)。The relationship between perceived external prestige and turnover intention: An empirical investigation。Corporate Reputation Review，13(4)，248-263。  new window
34.DeConinck, J. B.(2011)。The effects of leader-member exchange and organizational identification on performance and turnover among salespeople。Journal of Personal Selling and Sales Management，31(1)，21-34。  new window
35.方淑苗、徐志倉、倪清(2015)。組織認同與離職傾向關係研究--基於工作嵌入的中介效應分析。巢湖學院學報，17(4)，59-64。  延伸查詢new window
36.郭雲貴(2014)。高校青年教師職業認同對離職傾向的影響：組織認同的調節作用。周口師範學院學報，31(2)，152-156。  延伸查詢new window
37.Hedges, L. V.、Vevea, J. L.(1998)。Fixed- and randomeffects models in meta-analysis。Psychological Methods，3(4)，486-504。  new window
38.Kumar, M.、Singh, S.(2012)。Roles of perceived exchange quality and organizational identification in predicting turnover intention。IIMB Management Review，24(1)，5-15。  new window
39.李永鑫、李藝敏、張娜、申繼亮(2009)。組織公正、組織認同與教師離職意向的關係。心理與行為研究，7(4)，253-257。  延伸查詢new window
40.劉祥得、許境頤、翁興利、林明煌(2015)。工作流動認知影響離職意向之研究：以蒙古國公務員為例。萬能學報，37，307-317。  延伸查詢new window
41.Ma, B.、Liu, S. S.、Liu, D. L.(2014)。The impact of organizational identification on the relationship between procedural justice and employee work outcomes。Social Behavior & Personality an International Journal，42(3)，437-444。  new window
42.Maertz, C. P. Jr.、Boyar, S. L.、Pearson, A. W.(2012)。Extending the 8 forces framework of attachment and voluntary turnover。Journal of Business and Management，18(1)，7-30。  new window
43.Mishra, S. K.(2013)。Perceived external prestige and employee outcomes: Mediation effect of organizational identification。Corporate Reputation Review，16(3)，220-233。  new window
44.O'Neill, J. L.、Gaither, C. A.(2007)。Investigating the relationship between the practice of pharmaceutical care, construed external image, organizational identification, and job turnover intention of community pharmacists。Research in Social and Administrative Pharmacy，3(4)，438-463。  new window
45.Prati, G.、Zani, B.(2013)。The relationship between psychological empowerment and organizational identification。Journal of Community Psychology，41(7)，851-866。  new window
46.Riketta, M.(2005)。Organizational identification: A metaanalysis。Journal of Vocational Behavior，66(2)，358-384。  new window
47.Riketta, M.、van Dick, R.、Rousseau, D. M.(2006)。Employee attachment in the short and long run: Antecedents and consequences of situated and deep-structure identification。Zeitschrift für Personalpsychologie，5(3)，85-93。  new window
48.Sager, J. K.、Griffeth, R. W.、Hom, P. W.(1998)。A comparison of structural models representing turnover cognitions。Journal of Vocational Behavior，53(2)，254-273。  new window
49.Smith, L. G. E.、Amiot, C. E.、Smith, J. R.、Callan, V. J.、Terry, D. J.(2013)。The social validation and coping model of organizational identity development: A longitudinal test。Journal of Management，39(7)，1952-1978。  new window
50.Tavares, S. M.、van Knippenberg, D.、van Dick, R.(2016)。Organizational identification and "currencies of exchange": Integrating social identity and social exchange perspectives。Journal of Applied Social Psychology，46(1)，34-45。  new window
51.Waldman, D. A.、Carter, M. Z.、Hom, P. W.(2015)。A multilevel investigation of leadership and turnover behavior。Journal of Management，41(6)，1724-1744。  new window
52.熊明良、孫健敏、顧良智(2008)。工作滿意感、組織認同與離職傾向關係實證研究。商業經濟與管理，2008(6)，34-40。new window  延伸查詢new window
53.楊金廷、李忠利、楊倩倩(2013)。高新技術企業員工離職傾向影響因素的實證研究。科技與經濟，26(1)，80-84。  延伸查詢new window
54.尹奎、劉永仁(2013)。職場排斥與員工離職傾向：組織認同與職業生涯韌性的作用。軟科學，27(4)，121-124+127。  延伸查詢new window
55.袁慶宏、丁剛、李琿(2014)。知識型員工職業成長與離職意願--組織認同和專業認同的調節作用。科學學與科學技術管理，35(1)，155-164。  延伸查詢new window
56.Miller, Vernon D.、Allen, Mike、Casey, Mary K.、Johnson, John R.(2000)。Reconsidering the organizational identification questionnaire。Management Communication Quarterly，13(4)，626-658。  new window
57.Ajzen, Icek(1991)。The Theory of Planned Behavior。Organizational Behavior and Human Decision Processes，50(2)，179-211。  new window
58.Higgins, J. P. T.、Thompson, S. G.、Deeks, J. J.、Altman, D. G.(2003)。Measuring inconsistency in meta-analyses。British Medical Journal，327(7414)，557-560。  new window
59.Ellemers, Naomi、Kortekaas, Paulien、Ouwerkerk, Jaap W.(1999)。Self-categorisation, commitment to the group and group self-esteem as related but distinct aspects of social identity。European Journal of Social Psychology，29(2/3)，371-389。  new window
60.Mobley, William H.、Griffeth, Rodger W.、Hand, Herbert H.、Meglino, Bruce M.(1979)。Review and conceptual analysis of the employee turnover process。Psychological Bulletin，86(3)，493-522。  new window
61.Sousa-Poza, Alfonso、Henneberger, Fred(2004)。Analyzing job mobility with job turnover intentions: An international comparative study。Journal of Economic Issues，38(1)，113-137。  new window
62.Ashforth, Blake E.、Harrison, Spencer H.、Corley, Kevin G.(2008)。Identification in organizations: An examination of four fundamental questions。Journal of Management，34(3)，325-374。  new window
63.Ngo, Hang-yue、Loi, Raymond、Foley, Sharon、Zheng, Xiaoming、Zhang, Lingqing(2013)。Perceptions of organizational context and job attitudes: The mediating effect of organizational identification。Asia Pacific Journal of Management，30(1)，149-168。  new window
64.Mael, Fred A.、Ashforth, Blake E.(1992)。Alumni and Their Alma Mater: A Partial Test of the Reformulated Model of Organizational Identification。Journal of Organizational Behavior，13(2)，103-123。  new window
65.Gagné, Marylène、Deci, Edward L.(2005)。Self-determination theory and work motivation。Journal of Organizational Behavior，26(4)，331-362。  new window
66.Cole, Michael S.、Bruch, Heike B.(2006)。Organizational identity strength, identification, and commitment and their relationships to turnover intention: Does organizational hierarchy matter?。Journal of Organizational Behavior，27(5)，585-605。  new window
67.Mobley, William Hodges(1977)。Intermediate Linkages in the Relationship between Job Satisfaction and Turnover。Journal of Applied Psychology，62(2)，237-240。  new window
會議論文
1.Iftikhar, S.、Zubair, A.(2013)。Organizational socialization, organizational identification and turnover intentions among doctors。The meeting of Pakistan business review。Pakistan。  new window
2.Outlay, C. N.、Pratt, R. M. E.、Bradley, R. V.、Wynn, D. E. Jr.(2012)。Team and organizational identification among information systems personnel: An exploratory investigation of post IT outsourcing personnel impacts。2012 45th Hawaii international conference on system science。Maui, HI。  new window
3.Wang, X. W.、Yang, X.、Teo, H. H.、Tong, Y.(2010)。IT employees' organizational identification: examining its antecedents and impact on turnover。The meeting of international conference on information systems。Saint Louis, MO。  new window
4.Wei, X. Y.、Liu, H.、Wang, N. X.、Hai, L.(2009)。Chinese Employee's turnover intentions in relation to organizational identification, work values in modern service sector。The 6th international conference on service systems and service management。Xiamen。  new window
學位論文
1.程自勇(2012)。組織文化對員工離職傾向的影響研究--以離職認同為中介變量(碩士論文)。浙江工商大學。  延伸查詢new window
2.Cole, B. M.(2013)。Psychological diversity climate and its effects: The role of organizational identification(碩士論文)。University of North Texas。  new window
3.戴娜(2009)。領導授權行為、組織認同與離職傾向的關係研究(碩士論文)。廈門大學。  延伸查詢new window
4.丁鵬飛(2012)。知識型員工個人--組織價值觀匹配度、組織認同及離職傾向的關係研究(碩士論文)。山東大學。  延伸查詢new window
5.馮曉娜(2014)。我國公立醫院職工組織認同與離職傾向的關係(碩士論文)。北京交通大学。  延伸查詢new window
6.Fonner, K. L.(2006)。Social presence: Bridging the divide between teleworking and office-based employees' work experiences(博士論文)。Northwestern University。  new window
7.Hassan, S.、Glenn, J.(2010)。Fair treatment, job involvement, and turnover intention of professional employees in government: The importance of organizational identification as a mediator(碩士論文)。The Ohio State University。  new window
8.Huang, W.(2013)。An examination of online volunteers' organizational and work-group identification and intent to leave: A case study of OCEF(碩士論文)。Western Kentucky University。  new window
9.孔丹丹(2015)。創業型併購中雙重認同對員工離職意願的影響研究(碩士論文)。浙江大学。  延伸查詢new window
10.李唯瑋(2011)。企業“80 後”員工組織認同與離職意願的關聯性分析(碩士論文)。西南財經大學。  延伸查詢new window
11.李楊(2014)。中小型民營企業激勵機制與員工組織認同及離職傾向關係的研究(碩士論文)。陝西師範大學。  延伸查詢new window
12.Wolfe, J. T.(2007)。Organizational identification as mediator of transformational leadership outcomes(博士論文)。Saint Louis University。  new window
13.吳菲菲(2011)。基層管理者組織公平感、組織認同與離職傾向的關係研究(碩士論文)。浙江工商大學。  延伸查詢new window
14.周祥榮(2013)。企業員工工作滿意度、組織認同與離職傾向關係研究(碩士論文)。湖南師範大學。  延伸查詢new window
圖書
1.Tajfel, Henri(1978)。Differentiation between social groups: Studies in the social psychology of intergroup relations。Academic Press。  new window
2.Lipsey, M. W.、Wilson, D. B.(2001)。Practical metaanalysis。Thousand Oaks, CA：Sage。  new window
3.王彥斌(2004)。管理中的組織認同。北京：人民出版社。  延伸查詢new window
4.March, James G.、Simon, Herbert A.(1958)。Organizations。John Wiley & Sons, Inc.。  new window
5.Homans, George Caspar(1961)。Social behavior: Its elementary forms。Harcourt, Brace & World, Inc.。  new window
6.Patchen, M.(1970)。Participation, Achievement, and Involvement on the Job。Prentice Hall。  new window
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
無相關博士論文
 
無相關書籍
 
無相關著作
 
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：998（臺灣：988，外國：10） ／ 本年度總使用人次：2017497 ／ 訪客人次（自102年09月）：67811798
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