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題名：組織成員知覺主管支持對其離職傾向之影響--探討工作負荷與成就動機之干擾作用
書刊名：人力資源管理學報
作者：羅新興 引用關係／周慧珍
作者(外文)：Lo, Hsin-hsin／Chou, Hui-chen
出版日期：2006
卷期：6:4
頁次：頁67-80
主題關鍵詞：知覺主管支持；工作負荷；社會取向成就動機；個我取向成就動機；離職傾向；Perceived supervisor support；Job-loading；Individual-oriented achievement motivation；Social-oriented achievement motivation；Turnover 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(21) 博士論文(5) 專書(0) 專書論文(1)
  • 排除自我引用排除自我引用:21
  • 共同引用共同引用:20
  • 點閱點閱:247
本研究依據社會交換理論探討組織成員知覺主管支持對於離職傾向的影響，並探討組織成員的工作負荷與成就動機（社會取向成就動機、個我取向成就動機）分別對於知覺主管支持與離職傾向關係之干擾作用。本研究以國軍軍官為調查對象，回收有效問卷399份，資料分析獲得以下研究發現：1.組織成員知覺主管支持程度愈高則其離職傾向愈低。2.組織成員的工作負荷會弱化其知覺主管支持對離職傾向的負向影響。3.組織成員的社會取向成就動機會強化其知覺主管支持對離職傾向的負向影響。最後，本研究討論研究結果在理論發展的價值與管理實務意涵。
Base on the social exchange theory, this study examines the effects of employee perceived supervisor support on turnover intention, and exploring the moderate effects of job-loading and achievement motivation (individual-oriented achievement motivation, social-oriented achievement motivation). The military officers were selected as target sample. In the 399 effective responses, we found three results: 1. The more employees perceived supervisor support, the lower perceived turnover intention. 2. The job-loading will lessen the negative influence of employee perceived supervisor support on turnover intention. 3. The social-oriented achievement motivation will strengthen the negative influence of perceived supervisor support on turnover intention. This study discussed research findings both in terms of theoretical development and of practical management implications.
期刊論文
1.謝安田、李培銘(20030400)。金融服務業特性對績效獎金與離職傾向關係之干擾效果。文大商管學報，8(1)，1-20。new window  延伸查詢new window
2.Houkes, I.、Janssen, P. M.、Bakker, A. B.(2003)。Specific determinants of intrinsic work motivation, emotional exhaustion and turnover intention: A multisample longitudinal study。Journal of Occupational and Organizational Psychology，76，427-450。  new window
3.Kottke, Janet L.、Sharafinski, Clare E.(1988)。Measuring Perceived Supervisory and Organizational Support。Educational and Psychological Measurement，48(4)，1075-1079。  new window
4.Phillips, J. D.(1990)。The Price Tag on Turnover。Personnel Journal，69(12)，58-61。  new window
5.陳心田(20030600)。員工-主管互動、知覺組織支持、組織承諾與組織公民行為：我國科技產業研發人員之分析。交大管理學報，23(1)，27-70。new window  延伸查詢new window
6.Beehr, T. A.、Walsh, J. T.、Taber, T. D.(1976)。Relationship of stress to individually and organizationally valued states: Higher order needs as a moderator。Journal of Applied Psychology，61(1)，41-47。  new window
7.Levinson, H.(1965)。Reciprocation: The relationship between man and organization。Administrative Science Quarterly，9(4)，370-390。  new window
8.Egan, T. M.、Yang, B.、Bartlett, K. R.(2004)。The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention。Human Resource Development Quarterly，15(3)，279-301。  new window
9.Mobley, William H.、Horner, Stanley O.、Hollingsworth, A. T.(1978)。An evaluation of precursors of hospital employee turnover。Journal of Applied Psychology，63(4)，408-414。  new window
10.Eisenberger, Robert、Stinglhamber, Florence、Vandenberghe, Christian、Sucharski, Ivan L.、Rhoades, Linda(2002)。Perceived supervisor support: Contributions to perceived organizational support and employee retention。Journal of Applied Psychology，87(3)，565-573。  new window
11.余安邦、楊國樞(19890600)。社會取向成就動機與個我取向成就動機：概念分析與實徵研究。中央研究院民族學研究所集刊，64，51-98。  延伸查詢new window
12.Wayne, Sandy J.、Shore, Lynn M.、Liden, Robert C.(1997)。Perceived Organizational Support and Leader-Member Exchange: A Social Exchange Perspective。Academy of Management Journal，40(1)，82-111。  new window
13.Lu, H.、While, A. E.、Barriball, K. L.(2005)。Job Satisfaction among Nurses: A Literature Review。International Journal of Nursing Studies，42(2)，211-227。  new window
14.Mobley, William Hodges(1977)。Intermediate Linkages in the Relationship between Job Satisfaction and Turnover。Journal of Applied Psychology，62(2)，237-240。  new window
學位論文
1.李佳怡(2000)。知覺組織支持對員工工作態度影響之研究(碩士論文)。國立中山大學。  延伸查詢new window
圖書
1.Blau, P. M.(1964)。Exchange and Power in Social Life。New York：John Wiley and Sons。  new window
2.Hom, P. W.、Griffeth, R. W.(1995)。Employee Turnover。Cincinnati, OH：International Thomson Publishers：South-Western College Publishing。  new window
3.Münch, R.(1993)。Sociological Theory: From the 1850s to the Present。Chicago：Nelson-Hall Publishers。  new window
4.McClelland, D. C.、Atkinson, J. W.、Clark, R. A.、Lowell, E. L.(1953)。The Achievement motive。Appleton-Century-Crofts。  new window
5.黃芳銘(2006)。結構方程模式：理論與應用。五南。  延伸查詢new window
6.McClelland, David C.(1961)。The Achieving Society。Van Nostrand Reinhold Co.。  new window
其他
1.柴松林(20050520)。工時延長，工資縮水。  延伸查詢new window
2.陳村河(2001)。國營事篥民營化留用員工工作壓力之硏究--以台肥公司員工爲例。  延伸查詢new window
3.張緯良、羅新興、梁成明(1998)。國軍志願役軍官退伍原因之硏究。  延伸查詢new window
4.Abbott, G. N., White, F. A., & Charles, M. A.(2005)。Linking values and organizational commitment: A correlational and experimental investigation in two organizations。  new window
5.Atkinson, J. W.(1957)。Motivation determinants of risk-taking behaivor。  new window
6.Bonache, J., Brewster, C.，& Suutari, V.(2001)。Expatriation: A developing research agenda。  new window
7.Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D.(1986)。Perceive organizational support。  new window
8.Greller, M. M., & Herold, D. M.(1975)。Sources of feedback: A preliminary investigation。  new window
9.Kirschenbaum, A.，& Weisberg, J.(2002)。Employee’s turnover intentions and job destination choices。  new window
10.Lee, A., & Walters, L.(2002)。The effects of a professional values gap on job satisfaction, organisational commitment and intention to turnover in big five accounting firms。  new window
11.Lee, K. A.(2005)。The effects of locus of control and organizational structure on job satisfaction and turnover intention of hotel managerial employees。  new window
12.Locke, E. A.(1973)。Satisfactions and dissatisfactions among white and blue collar employee。  new window
13.McClelland, D. C.(1985)。How motives, skills, and values determines what people do。  new window
14.Rose, C. L.，Murpgy, L. B.，Byard, L.，& Nikzard, K.(2002)。The role of the big five personality factors in vigilance performance and workload。  new window
 
 
 
 
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