激勵因素與組織認同對離職傾向影響之研究─以光華商圈3C零售業為例
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2011
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Abstract
人力資源是企業最重要的資產，留住組織中的人才能夠協助企業達成目標。104人力銀行在2010年上班族轉職意願調查結果中顯示薪資報酬、升遷機會以及員工對組織遠景及文化無法認同，皆是影響員工離職傾向的因素，其中以零售業為最想轉職之行業，且隨著資訊科技進步，3C零售業銷售人員因應整體趨勢發展，面臨到許多困境，使該職業流動率高，使得組織蒙受損失。在管理學中，激勵因素與組織認同皆能夠滿足員工需求、產生歸屬感，使員工有更高之工作績效。
因此，本研究以3C零售業銷售人員為研究對象，瞭解員工對於激勵因素之滿意程度、組織認同程度對其離職傾向之影響，探討個人背景變項在激勵因素、組織認同與離職傾向上的差異，並透過立意取樣，以t考驗、單因子變異數分析、多元迴歸分析等統計方法進行資料分析，研究結果發現激勵因素與組織認同對離職傾向具有顯著負向影響，顯示激勵因素滿意程度越高，離職傾向越低；組織認同程度越高，離職傾向越低，且組織認同在激勵因素對離職傾向的影響中具有完全中介效果，即激勵因素滿意程度越高，組織認同程度越高，激勵因素會透過組織認同影響員工離職傾向。
Human resources are the most important assets of the enterprise, retaining the employees to achieve objectives.According to the investigation conducted by the 104 Job Bank in 2010 concerning employees’ intentions to change careers, employees’ compensations for salary, their chances of promotion, and their difficulties to identify with the organization’s vision and culture are reasons influencing the employees’ intentions to resign. Employees of the retailer industry especially want to change their jobs. The advancement of information technology, furthermore, makes salespersons of the 3C retail business encounter many difficulties, since the occupation mobility rate is high, while the organizations suffer the loss. From the perspective of management, if the motivation and identification with the organization can meet the need of employees, the employees’ senses of belonging will increase, thus achieving higher efficiency. Accordingly, this research examines salespersons of the 3C retailer industry to understand how employees’ satisfaction toward motivation and their identification with the organization influence their decisions to resign. Individual attributes, too, are included to compare the difference in their decision-making. The data is analyzed by methods including judgmental sampling, t-test, one-way ANOVA, and multiple regression. The aim of this study is to provide advice and information to practitioners. The result of this paper shows that motivation and organization identification have the significant impact on turnover intention.Besides, organization identification is a fully mediated variable between motivation and turnover intention.It means when motivation and organization identification being the independent variables at the same time, motivation must be through organization identification to explain turnover intention.
Human resources are the most important assets of the enterprise, retaining the employees to achieve objectives.According to the investigation conducted by the 104 Job Bank in 2010 concerning employees’ intentions to change careers, employees’ compensations for salary, their chances of promotion, and their difficulties to identify with the organization’s vision and culture are reasons influencing the employees’ intentions to resign. Employees of the retailer industry especially want to change their jobs. The advancement of information technology, furthermore, makes salespersons of the 3C retail business encounter many difficulties, since the occupation mobility rate is high, while the organizations suffer the loss. From the perspective of management, if the motivation and identification with the organization can meet the need of employees, the employees’ senses of belonging will increase, thus achieving higher efficiency. Accordingly, this research examines salespersons of the 3C retailer industry to understand how employees’ satisfaction toward motivation and their identification with the organization influence their decisions to resign. Individual attributes, too, are included to compare the difference in their decision-making. The data is analyzed by methods including judgmental sampling, t-test, one-way ANOVA, and multiple regression. The aim of this study is to provide advice and information to practitioners. The result of this paper shows that motivation and organization identification have the significant impact on turnover intention.Besides, organization identification is a fully mediated variable between motivation and turnover intention.It means when motivation and organization identification being the independent variables at the same time, motivation must be through organization identification to explain turnover intention.
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激勵因素, 組織認同, 離職傾向, 3C零售業, motivation, organization identification, turnover intention, 3C retail industry