工作鑲嵌、職涯滿意度與留任承諾關聯性之研究

Abstract

在少子化與人口老化趨勢下，臺灣企業正面臨嚴重的人才短缺與高人力流動風險，如何提升員工留任意願已成為人力資源管理的重要議題。過去文獻指出，工作鑲嵌程度較高的員工通常展現出更強的留任傾向，但關於工作鑲嵌、職涯滿意度與留任承諾三者間的關聯性，尤其是職涯滿意度是否能作為工作鑲嵌與留任承諾之間的中介變項，仍有待進一步驗證。本研究以臺灣某大型電子商務平台之全職員工為研究對象，透過網路問卷蒐集226份有效樣本，並以信效度分析、描述性統計、相關分析、多元迴歸及階層迴歸等統計方法進行檢驗。研究結果顯示，工作鑲嵌對留任承諾及職涯滿意度均具有顯著正向影響，職涯滿意度與留任承諾間亦呈現正相關，但相關程度較低。此外，職涯滿意度在工作鑲嵌與留任承諾間的中介效果並不顯著。最後，根據研究發現提出管理意涵與後續研究建議，供企業與學術界參考。

With the ongoing trends of declining birth rates and population aging, Taiwanese enterprises are facing severe talent shortages and a high risk of employee turnover, making the enhancement of employee retention a critical issue in human resource management. Previous research has indicated that employees with higher levels of job embeddedness tend to show stronger retention intentions; however, the relationships among job embeddedness, career satisfaction, and continuance commitment, especially the mediating role of career satisfaction, remain to be further validated. This study targeted full-time employees at a major e-commerce company in Taiwan, collecting 226 valid responses through an online survey. The data were analyzed using reliability and validity tests, descriptive statistics, correlation analysis, multiple regression, and hierarchical regression analyses. The results revealed that job embeddedness has a significant positive impact on both continuance commitment and career satisfaction, while career satisfaction also shows a positive correlation with continuance commitment, though to a lesser extent. Furthermore, the mediating effect of career satisfaction between job embeddedness and continuance commitment was not significant. Based on these findings, the study provides practical management implications and suggestions for future research, offering insights for both practitioners and academics.