知覺組織支持對離職傾向之影響：以幸福感為中介變項

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Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/53616

Title:	知覺組織支持對離職傾向之影響：以幸福感為中介變項 The Effect of Perceived Organizational Support on Turnover Intention: The Mediating Role of Well-being
Authors:	高若羚 GAO, RUO-LING
Contributors:	勞動暨人力資源學系
Keywords:	知覺組織支持幸福感離職傾向 Perceived Organizational Support Well-Being Turnover Intention
Date:	2024
Issue Date:	2024-11-12 14:25:25 (UTC+8)
Abstract:	全球化影響之下，外部環境的競爭與變化，使勞動市場也不斷地改變，工作已成為每個人必經的過程，也比過去對工作與生活的平衡有更多關注。不論是個人，還是組織，都將幸福感視為重要的一部分，若員工在工作中有負面的感受，不僅可能產生想離開該工作的想法，甚至出現工作績效不佳、倦怠之情況，進而導致整體組織受到影響。因此，組織如何適時地提供員工心理或物質方面的資源，是人力資源管理方面的一項議題。本研究在探討「知覺組織支持」、「幸福感」與「離職傾向」三者之關係，將透過文獻分析與問卷調查，理解變項之間的關聯，並藉此對人力資源管理實務提出建議。採用便利抽樣並以金融及保險業之工作者為研究對象，回收之有效問卷共計329份，研究結果發現，知覺組織支持與幸福感具有顯著正向關係；知覺組織支持與離職傾向具有顯著負向關係；幸福感與離職傾向具有顯著負向關係；幸福感在知覺組織支持與離職傾向之間具有中介效果。 Due to the influence of globalization, as well as the competition and changes in the external environment, the labor market is constantly changing. “Work” has become a process that everyone must go through. Also, there is more focus on work-life balance than in the past. Whether it is an individual or an organization, “Well-being” is regarded as an important part. If employees have negative feelings at work, not only may they have the idea of wanting to leave the job. There may even be poor work performance and burnout. It also affects the whole organization. Therefore, how to provide employees with psychological or material resources is an issue in human resource management. This study aims to explore the relationship among “perceived organizational support”, “well-being” and “turnover intention”. The relationship between variables will be understood through literature analysis and questionnaire survey. And make recommendations on human resource management practices. The research subjects are workers in the financial and insurance industries. A total of 329 valid questionnaires were recovered. The results of this study found a significant positive relationship between perceived organizational support and well-being; a significant negative relationship between perceived organizational support and turnover intention; a significant negative relationship between well-being and turnover intention; and a mediating effect of well-being between perceived organizational support and turnover intention.
Appears in Collections:	[Department of Labor and Human Resources & Graduate Institute of Labor Science ] thesis

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