系統保全人員工作壓力、工作-家庭衝突、工作滿意度與離職傾向關係之研究

CCUR > College of Social Sciences > Department of Labor and Human Resources & Graduate Institute of Labor Science > thesis > Item 987654321/24514

Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/24514

Title:	系統保全人員工作壓力、工作-家庭衝突、工作滿意度與離職傾向關係之研究 A Study of Relationship among Beat Engineers’ Job Stress, Work-Family Conflict, Job Satisfaction and Turnover Intention
Authors:	吳汶璇
Contributors:	勞工關係學系
Keywords:	工作壓力 job stress 工作-家庭衝突 work-family conflict 工作滿意度 job satisfaction 離職傾向 turnover intention 系統保全人員 beat engineer
Date:	2012
Issue Date:	2013-03-16 15:08:18 (UTC+8)
Abstract:	本研究為探討系統保全人員之工作壓力、工作-家庭衝突、工作滿意度與離職傾向間之關係。首先以變異數分析不同人口背景變項對於此四構面的影響。其次再以相關分析探討各變項之間是否具有正、負向之關係存在，最後透過迴歸分析探討因果關係，並驗證變項之中介效果是否存在。本研究以S保全公司之系統保全人員為本研究之對象，探討此四構面相互關係。並採用問卷調查法，共發放848份問卷，回收532份，有效問卷468份，有效回收率為55.2％。研究結果發現，不同人口背景變項包含年齡、教育程度、婚姻現況、子女、工作年資及服務地區對工作壓力、工作-家庭衝突、工作滿意度與離職傾向四個變項之部份構面具有顯著差異。另外，透過相關分析與迴歸分析可發現，工作壓力、工作-家庭衝突、工作滿意度與離職傾向之關係為：一、工作壓力、工作-家庭衝突分別對工作滿意度有負向顯著影響。二、工作壓力、工作-家庭衝突分別對離職傾向有正向顯著影響。三、工作滿意度對離職傾向有負向顯著影響。四、工作滿意度對於工作壓力與離職傾向之關係具有顯著的中介效果。五、工作滿意度對於工作-家庭衝突與離職傾向之關係具有部份顯著之中介效果，最後根據研究結果提出研究結論與建議。 This study is researching the relationships among job stress, work-family conflict, job satisfaction and turnover intention of the Beat Engineer. First, this research by analyzing different demographic variables for these four dimensions. Second, by analyzing correlations to between the positive and negative effects relationships among the variables. Finally, this research employed the regression analysis to explore the causal relationships among the variables and to test the mediator effect of job satisfaction. It was conducted through the questionnaire survey for the S security company of Security Guard. There are 848 questionnaires issued and 532 returned, 468 are useful and the rate is 55.2%. The research found out that demographic variables for these four dimensions have partial significance among different demographic variables; the demographic variables include age, education, marital status, seniority, and job area. In addition, through the statistical analysis we found that the job stress and work-family conflict has significantly negative effect on job satisfaction. Second, the job stress and work-family conflict has significantly positive effect on turnover intention. Third, the job satisfaction have significant negative effect on turnover intention.. Fourth, job satisfaction play the crucial mediating role in the relationship between job stress and turnover intention. At last, organizational climate plays the vital mediating role in the relationship between work-family conflict and turnover intention. Finally, practical implications and suggestions for future research are provided.
Appears in Collections:	[Department of Labor and Human Resources & Graduate Institute of Labor Science ] thesis

Files in This Item:

There are no files associated with this item.

View Licence

Loading...