工作滿足、組織承諾與離職傾向關係之研究

The Research of Job Satisfaction, Organizational Commitment and Propensity to Leave Relationship

10.6338/JDA.201112_6(6).0002

陳怡靜(I-Ching Chen)；陳詳衡(Hsiang-Heng Chen)

工作滿足 ； 組織承諾 ； 離職傾向 ； 中介效果 ； Job satisfaction ； organizational commitment ； propensity to leave ； mediating

Journal of Data Analysis

6卷6期（2011 / 12 / 01）

23 - 42

繁體中文

在現今人力資源管理日漸受到重視的企業競爭環境中，員工工作滿足、組織承諾及離職傾向間之關係倍受重視。本研究探討員工工作滿足對組織承諾與離職傾向之影響，並驗證組織承諾之中介效果。此外，利用人口統計變項為控制變數，進而了解其在離職傾向上是否具有顯著差異。本研究針對台灣上市上櫃企業中國大陸公司員工普查發放問卷，共計回收318份問卷，有效問卷311份，並使用到描述統計、信度、效度、因素、變異數、迴歸分析驗證假設。實證結果發現工作滿足會正向顯著影響組織承諾，而組織承諾不但會負向顯著影響離職傾向，其在工作滿足與離職傾向間亦具有顯著的中介效果。

What factors affect employees propensity to leave has recently received importance and interest in academic and practical fields of human resource management. This study was intended to explore the influence of job satisfaction on organizational commitment which, in turn, affects propensity to leave. In addition, the mediating effect of organizational commitment on the relationship between job satisfaction and propensity to leave was also examined. This analysis is based on questionnaires which are collected from China employees of Taiwan listed and OTC companies. The total of 318 questionnaires were issued, and the valid response rate is 98% (311 of 318 is returned). The method of analysis includes descriptive statistics analysis, reliability analysis, validity analysis, factor analysis, ANOVA, regression analysis, and hypotheses tests. Results showed that job satisfaction had positive effects on organizational commitment. Furthermore, organizational commitment had negative effects on propensity to leave. The results demonstrated that organizational commitment had mediating effect on the relationship between job satisfaction and propensity to leave.

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