Please use this identifier to cite or link to this item: http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96562
Title: 知覺組織支持與主管教練行為對壽險業務人員組織承諾與離職傾向之研究-以組織文化為調節變項
A study of Relationships among Perceived Organizational Support, Coaching Behavior, Organization Commitment and Turnover Intention, of Life insurance sales—Concerning with the Effect of Moderation of Organizational Culture
Authors: 余鑑
于俊傑
Yu, Chien
Yu, Chun-Chieh
蘇世昌
Su, Shih-Chang
Keywords: 知覺組織支持
主管教練行為
組織承諾
離職傾向
組織文化
Organizational Support
Coaching Behavior
Organization Commitment and Turnover Intention
Turnover Intention
Organizational Culture
Issue Date: 2010
Abstract: 在有限的資源下,要讓組織成員提升組織承諾並降低離職傾向,以提升組織競爭力及降低人力成本,一直是所有企業尤其是人力密集的壽險業最重要的課題。因此本文選擇了跟業務員工作最相關的組織支持及主管教練兩項因素進行研究,試圖瞭解知覺組織支持與主管教練行為對組織承諾與離職傾向之影響,並以組織文化做為調節變項,進一步了解在不同的組織文化下,知覺組織支持與主管教練行為對組織承諾與離職傾向之影響是否有不一樣的變化。 組織經營者必須了解將資源運用在那些重要及有效的地方上以獲得最大的競爭優勢,如果企業發現組織文化可以加強知覺組織支持與主管教練行為對組織承諾與離職傾向之影響時,透過組織文化的塑造這新的方式,可以提升工作效率並降低成本,故本文加入組織文化此一調節變項,探討組織文化於知覺組織支持與主管教練行為對組織承諾與離職傾向之關係。 本文以S壽險公司為樣本,依相關及階層迴歸分析驗證假設,研究結果發現,知覺組織支持與主管教練行為確實有助組織承諾的提升與離職傾向之降低。加入組織文化為調節變項後,發現在官僚型的組織文化於知覺組織支持與主管教練行為對離職傾向無調節效果,而支持型組織文化除於知覺組織支持對組織承諾外都有調節效果。故組織在加強知覺組織支持與主管教練行為時,亦要考量本身組織文化型態的配合,本研究結果也呼應了Ulrich(1997)提到,要有效地執行人力資源管理實務需要配合組織的需求以及組織文化之理論,不過要注意的是,組織文化或許是組織取得競爭優勢的一項關鍵因子,但只有當它為適當的文化(appropriate culture)時,它才具備有輔助組織邁向成功的條件。
The purpose of this study is to collect the related literatures and examine the relationships between Perceived Organizational Support and Coaching Behavior, Organization Commitment and turnover intention by questionnaire survey and statistical analysis results. Organizational Culture as the Moderation. The conclusions and managerial implications are proposed according to the research findings and analysis results. This study has selected one life insurance company and proceeded quantitative analysis with questionnaire. After examining 893 dispatched individuals in questionnaire, this study has got the findings as below: (1) Perceived Organizational Support and Coaching Behavior has a significant Positive relationship with Organization Commitment . (2) Perceived Organizational Support and Coaching Behavior has a significant negative relationship with Turnover Intention. (3) Organizational Culture has moderate effect with the relationship of Perceived Organizational Support and Organization Commitment. (4) Organizational Culture has moderate effect with the relationship of Perceived Organizational Support and Turnover Intention. (5) Organizational Culture has moderate effect with therelationship of Coaching Behavior and Organization Commitment. (6) Organizational Culture has moderate effect with the relationship of Coaching Behavior and Turnover Intention.
URI: http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=%22http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22GN0096712106%22.&%22.id.&
http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/96562
Other Identifiers: GN0096712106
Appears in Collections:學位論文

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