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題名:以多層次分析探討組織認同在個人-組織適配度與離職傾向之調節式中介效果
作者:陳世雄
作者(外文):Shih-hsiung Chen
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
指導教授:陳以亨
學位類別:博士
出版日期:2016
主題關鍵詞:多層次分析個人-組織適配度差異分數組織認同離職傾向跨文化研究turnover intentionorganization identificationdifference scorecross-culture comparisonperson-organization fitmultilevel analysis
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本研究之主要目的是希望藉由一個多層次分析的理論架構,探討員工個人的工作價值觀形成的個人-組織適配度,是否會透過其對組織的認同進而影響其離職傾向,然後再往上提升到國家總體的層次,分析國家和經濟因素的不同是否會調節上述的關係。
實證資料來自於31個國家18,592名員工的工作價值觀(認知的與實際的)、組織認同、離職傾向及五個人口統計變項之國科會抽樣問卷,本研究採用層級線性模型HLM進行分段式的跨層次調節式中介效果驗證,從零模型ANOVA開始,逐步加入控制及解釋變項到最後的完整模型,並進行拔靴法中介效果及各項信度與效度之檢測。
根據本研究實證分析的結果顯示,個人-組織適配度對離職傾向有負向的影響,表示個人-組織適配度越高,其離職傾向越低。同時,個人-組織適配度也會部分透過組織認同來間接影響其離職傾向,表示組織認同在本研究模式中扮演著重要的中介角色。此外,調解效果檢測結果則是顯示,隨著個人層次解釋變項的變化,國家平均適配度或是國家失業率的不同,對個人離職傾向的影響是有差異的。最後,根據實證分析的結果提出幾項議題並試圖做原因之探討,然後提出相關的實務建議供管理者做參考,同時亦對研究限制及未來研究方向進行說明。
The main purpose of this study is to examine the influence of individual employees’ P-O fit on their organization identification and turnover intention by applying a theory framework of multi-level. Furthermore, we aggregated the individual level to the country level and analyze whether different countries or other economic factor, such as unemployment rate, could moderate the relationship described above.
Data were collected from 31 countries involving 18,592 employees who provided the information about perceived and actual work values, organizational identification, turnover intention, and 5 demographic variables in the sampling questionnaire. Hierarchical linear modeling technique was utilized to test cross-level moderated mediation model. Starting from the Null model ANOVA, the present study gradually included the control and predictive variables to the final full model, and examined the mediation effect by applying bootstrapping method and run the reliability and validity tests during the process of research analysis.
The analysis results of this study show that P-O fit has a negative impact on turnover intention and organizational identification partially mediates the relationship between P-O fit and turnover intention. In addition, 3 moderated effects are also found in the structure paths of our research model. Finally, the present study raised several issues and attempts to find the answers based on the empirical analysis results. Implications for practice, the limitations of the study and directions for future research are also discussed.
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