組織認同對留任意願影響之研究 - 以工作價值觀為中介變項
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2016
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Abstract
組織承諾及組織認同近年來在組織發展中，一直是備受關注的議題。然而，在現今產業環境快速變化情況之下，在組織管理上除了因應企業需要調整的營運規劃方針之外，如何留住人才亦是首要面對的問題。就員工而言，對於組織目標的認同程度，工作中願意付出多少、是否會穩定留任在組織中、工作滿足感等，都是會受到工作價值觀的影響。故此，本研究以探討組織認同對於留任意願之影響關聯性，並以工作價值觀為中介變項，望能藉以此研究，協助企業人力資源發展策略規劃之參考。
本研究主要探究組織認同與留任意願之間的相關性，並以工作價值觀為中介變項，透過層級迴歸方式來分析工作價值觀在組織認同與留任意願之間的中介效果。本研究對象為網路相關產業之從業人員，採用便利抽樣方式以線上問卷來進行實證資料的蒐集，共計回收 242份有效樣本。
經本研究發現：(1)組織認同對於留任意願具有正向影響；(2) 組織
認同對於工作價值觀具有正向影響；(3) 工作價值觀對於留任意願具有
正向影響；(4) 工作價值觀對於組織認同與留任意願間具部份中介效
果。期許本研究之結果能提供組織管理者在於人力資源管理及人才策略規劃中，作為參考之依據，以達到提升全體組織效能及增加人才留
任，提升為企業人才競爭力。
In recent years, the organizational commitment and the sense of organizational identity have been a topic of concern. However, in the era of rapid changing environment, in addition to the organizational management need to adjust the corresponding organizational operation planning and policies, the most important issue is to retain talents. As for an employee, the level of acceptance of organizational goals, the willingness to work, the job stability in an organization, job satisfaction etc, too, will be affected by work values. Therefore, the present study to investigate the impact of organizational identity and willingness to remain as a research topic, use work values as a mediator,in order to assist companies in Human Resources development strategy use. This study aims to examine the relationship of organizational identification and employees’ intention to stay, the work values is served as the mediation variable. Hierarchical regression is used to analyze the mediation effect coming from work values in organizational identification and employees’ intention to stay. The object of this study is the employees of internet companys. The empirical data are collected by Google online questionnaire. The total of the valid samples are 242. The results showed: (1) Organizational identification has a positive impact on work values. (2) Organizational identification has a positive impact on employees’ intention to stay. (3) Work values have a positive impact on employees’ intention to stay. (4) Work values has a partial mediating effect between organizational identification and employees’ intention to stay is only. We hope that the results can provides in human resources management and telent strategy planning as a basis for reference. Achieve organizational effectiveness and enhance the employees’ intention to stay for the promotion of enterprise talent competition.
In recent years, the organizational commitment and the sense of organizational identity have been a topic of concern. However, in the era of rapid changing environment, in addition to the organizational management need to adjust the corresponding organizational operation planning and policies, the most important issue is to retain talents. As for an employee, the level of acceptance of organizational goals, the willingness to work, the job stability in an organization, job satisfaction etc, too, will be affected by work values. Therefore, the present study to investigate the impact of organizational identity and willingness to remain as a research topic, use work values as a mediator,in order to assist companies in Human Resources development strategy use. This study aims to examine the relationship of organizational identification and employees’ intention to stay, the work values is served as the mediation variable. Hierarchical regression is used to analyze the mediation effect coming from work values in organizational identification and employees’ intention to stay. The object of this study is the employees of internet companys. The empirical data are collected by Google online questionnaire. The total of the valid samples are 242. The results showed: (1) Organizational identification has a positive impact on work values. (2) Organizational identification has a positive impact on employees’ intention to stay. (3) Work values have a positive impact on employees’ intention to stay. (4) Work values has a partial mediating effect between organizational identification and employees’ intention to stay is only. We hope that the results can provides in human resources management and telent strategy planning as a basis for reference. Achieve organizational effectiveness and enhance the employees’ intention to stay for the promotion of enterprise talent competition.
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Keywords
組織認同, 留任意願, 工作價值觀, Organizational Identification, Employees’ intention to stay, Work Values