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題名：我國生技產業研發人員離職傾向之研究：以工作滿足、組織承諾為中介變數
書刊名：管理資訊計算
作者：李建中 引用關係
作者(外文)：Lee, Chien-chung
出版日期：2014
卷期：3:2
頁次：頁271-284
主題關鍵詞：領導型態；工作-家庭衝突；工作滿足；組織承諾；Leadership style；Work-family conflict；Job satisfaction；Organization commitment
原始連結：連回原系統網址new window
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  • 被引用次數被引用次數:期刊(3) 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:3
  • 共同引用共同引用:51
  • 點閱點閱:21
生技產業為我國策略性兩兆雙星產業之一，而生技產業的研發特質不同於一般3C高科技產業，主要為生技產品的研發耗時甚久，須等候實驗結果，故生技研發人員可能同時手中有數個專案同時在進行，其工作負擔甚重，對公司而言單一產品的營業額及利潤甚高，以製藥業而言，公司的主要營收常來自於少數幾項產品，故優秀且具經驗的研發人員對公司是極重要的人力資產，因此本研究以生技產業的研發人員為研究對象，探討其領導型態、工作一家庭衝突、工作滿意及組織承諾對離職傾向影響。本研究以郵寄問卷的方式，經由SPSS統計軟體分析發現(1)領導型態中體恤因素對員工工作滿足、組織承諾有顯著的正向影響，結構因素則較無顯著影響。(2)工作一家庭衝突、工作滿足及組織承諾皆對離職傾向有顯著影響。(3)工作滿足、組織承諾皆在工作一家庭衝突與離職傾向間扮演了中介的角色。
Biotechnological industry was one of the two main strategic development industries in Taiwan, but the characteristic of Biotechnological industry was different from 3C hi-tech industry. The mail difference was last long time in R&D period of Biotechnological company, so R&D employees must have several projects in the same time, as to the heavy burden. If can successfully develop one produce that would make large profit. The maim profit always comes from few products in the Biotechnological company, so good and experience R&D employees were very important in Biotechnological company. So the R&D employee was the main research object in this study. In this study researched his leadership style、work-family conflict、job satisfaction、 organization commitment and turnover intention. The major findings of this study are summarized as the following: 1. Consideration factor of leadership style is positively related to job satisfaction and organization commitment. Initiating structure factor is not significant. 2. Work-family conflict, job satisfaction and organization commitment are all related to turnover intention. 3. Job satisfaction and organization commitment are mediators in the relation between work-family conflict and turnover intention.
期刊論文
1.Higgins, C. A.、Duxbury, L. E.(1991)。Gender difference in work-family conflict。Journal of Applied Psychology，76(1)，60-72。  new window
2.Burke, R. J.、Greenglass, E. R.(1999)。Working-family conflict, spouse support, and nursing staff well-being during organizational restructuring。Journal of Occupational Health Psychology，4，327-3336。  new window
3.Bozeman, D. P.、Perrewé, P. L.(2001)。The Effect of Item Content Overlap on Organizational Commitment Questionnaire-Turnover Cognitions Relationships。Journal of Applied Psychology，86(1)，161-173。  new window
4.Netemeyer, R. G.、Boles, J. S.、McMurrian, R. M.(1996)。Development and validation of work-family conflict scales。Journal of Applied Psychology，81(4)，400-410。  new window
5.Adams, Gary A.、King, Lynda A.、King, Daniel W.(1996)。Relationships of job and family involvement, family social support, and work-family conflict with job and life satisfaction。Journal of Applied Psychology，81(4)，411-420。  new window
6.Bateman, T. S.、Strasser, S.(1984)。A longitudinal analysis of the antecedents of organizational commitment。Academy of Management Journal，27(1)，95-112。  new window
7.廖國鋒、梁成明(20000500)。國軍女性軍官工作特性、工作滿足與離職傾向關係之研究。國防管理學院學報，21(1)，18-29。  延伸查詢new window
8.Hall, D. T.、Schneider, B.、Nygren, H. T.(1976)。Personal factors in organizational identification。Administrative Science Quarterly，15(2)，176-189。  new window
9.Miller, H. E.(1979)。Evaluation of the nobly, honor and Hollingsworth model of employee turnover。Journal of Applied Psychology，64(5)，509-517。  new window
10.Hogan, Nancy、Lambert, Eric、Jenkins, Morris、Wambold, Suzanne(2006)。The Impact of Occupational Stressors on Correctional Staff Organizational Commitment。Journal of Contemporary Criminal Justice，22(1)，44-62。  new window
11.Scott, L. B.、Carl, P. M.、Allison, W. P.(2003)。Work-Family Conflict: A Model of Linkages Between Work and Family Domain Variable and Turnover Intention。Journal of Managerial Issues，15(2)，175-190。  new window
12.William, R. P.、Ralph, E. V.(2006)。Sources of Work-Family Conflict in the Accounting Profession。Behavioral Research in Accounting，18，147-166。  new window
13.Kushman, James W.(1992)。The Organizational Dynamics of Teacher Workplace Commitment: A Study of Urban Elementary and Middle Schools。Educational Administration quarterly，28(1)，5-42。  new window
14.張火燦、紀乃文(20060600)。護理人員組織承諾與專業承諾多元構面交互作用對離職傾向與離業傾向的影響：離職傾向與離業傾向的中介效果。人力資源管理學報，6(2)，111-133。new window  延伸查詢new window
15.Meyer, John P.、Stanley, David J.、Herscovitch, Lynne、Topolnytsky, Laryssa(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。  new window
16.Angle, Harold L.、Perry, James L.(1981)。An Empirical Assessment of Organizational Commitment and Organizational Effectiveness。Administrative Science Quarterly，26(1)，1-14。  new window
17.吳靜吉、潘養源、丁興祥(19800500)。內外控取向與工作滿足及績效之關係。國立政治大學學報，41，左61-74。  延伸查詢new window
18.Morris, James H.、Sherman, J. Daniel(1981)。Generalizability of an organizational commitment model。Academy of Management Journal，24(3)，512-526。  new window
19.朴英培、黃俊英、郭崑謨(19900700)。工作價值觀、領導型態、工作滿足與組織承諾關係之研究--以韓國電子業為例。管理評論，53-87。new window  延伸查詢new window
20.Baron, Reuben M.、Kenny, David A.(1986)。The Moderator-Mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations。Journal of Personality and Social Psychology，51(6)，1173-1182。  new window
21.Hrebiniak, Lawrence G.、Alluto, Joseph A.(1972)。Personal and Role-Related Factors in the Development of Organizational Commitment。Administrative Science Quarterly，17(4)，555-573。  new window
22.Greenhaus, Jeffrey H.、Beutell, Nicholas J.(1985)。Sources of Conflict between Work and Family Roles。Academy of Management Review，10(1)，76-88。  new window
23.Marquardt, M. J.(2000)。Action learning and leadership。The Learning Organization，7(5)，233-241。  new window
學位論文
1.葉爾雯(1991)。影響雙生涯夫妻家庭與職業衝突的有關背景、情境及心理因素之研究(碩士論文)。國立臺灣師範大學。  延伸查詢new window
2.許士軍(1977)。工作滿足、個人特徵與組織承諾之研究(碩士論文)。國立政治大學。  延伸查詢new window
3.Daves, H. A.(2002)。The predictors of turnover intentions: An investigation of front-line employees in the retail industry(博士論文)。The University of Tennessee。  new window
4.Jones, K. B.(2000)。Factors effecting job satisfaction among ordained Presbyterian clergy(博士論文)。University of South Dakota。  new window
5.Mattila, R. R.(2006)。The relationship between burnout, job satisfaction, turnover intention, and organizational commitment in IT workers(博士論文)。Capella University。  new window
圖書
1.邱皓政(2002)。社會與行為科學的量化研究與統計分析 : SPSS中文視窗版資料分析範例解析。臺北市：五南。  延伸查詢new window
2.Cribbin, James J.(1972)。Effective Managerial Leadership。American Management Association Inc.。  new window
3.周文賢(2002)。多變量統計分析：SAS/STAT使用方法。台北：智邦文化。  延伸查詢new window
4.趙其文(2002)。人力資源管理。台北市：華泰。  延伸查詢new window
5.Frum, J. C.(1993)。Effects of perceived work-family support on organizational commitment and work-family conflict。MA：California State University。  new window
6.Halpin, A. W.、Winer, B. J.(1957)。A Factorial Study of the Leader Behavior Description and Management。Bureau of Business Research, Ohio State University。  new window
7.Bass, Bernard M.(1985)。Leadership and Performance Beyond Expectations。Free Press。  new window
8.李誠(2001)。高科技產業人力資源管理。臺北：天下遠見。new window  延伸查詢new window
9.Vroom, Victor Harold(1964)。Work and motivation。John Wiley & Sons, Inc.。  new window
10.Katz, Daniel、Kahn, Robert L.(1978)。The Social Psychology of Organizations。Wiley：Oxford University Press。  new window
11.Kahn, Robert L.、Wolfe, Donald M.、Quinn, Robert P.、Snoek, J. Diedrick、Rosenthal, Robert A.(1964)。Organizational Stress: Studies in Role Conflict and Ambiguity。John Wiley & Sons, Inc.。  new window
 
 
 
 
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