工作鑲嵌、需求與能力契合度對留任意願之影響－以情感性承諾為中介變項

Abstract

在組織中，如何留住優秀的員工一直是企業組織相當重視的議題之一，當前企業組織都努力試圖創造、創新與員工新的關係模式，為的即是希望可以使員工降低離職率、提升留任率，而欲提升員工之留任意願，首先必須了解員工留任意願之相關因素，方能使實務上經營管理者在計劃策略與推動政策時有所依據，依本而為，才能對症下藥。 本研究旨在探討工作鑲嵌、需求與能力契合度及留任意願之間的關聯性，並以情感性承諾做為中介變項，分析員工對組織的工作鑲嵌及需求與能力契合度對留任意願是否具有中介效果。而本研究之研究對象為金融產業人員，以親送、郵寄等方式委託身邊於金融相關產業任職之親朋好友代為發放與回收，並採用便利抽樣方式取得實證資料，總共回收了583個有效樣本。 研究結果發現：(1)工作鑲嵌對情感性承諾有正向影響，(2)需求與能力契合度對情感性承諾有正向影響，(3)工作鑲嵌對留任意願有正向影響，(4)需求與能力契合度對留任意願有正向影響，(5)情感性承諾對留任意願有正向影響，(6)情感性承諾於工作鑲嵌對留任意願的過程中，具有中介效果，(7)情感性承諾於需求與能力契合度對留任意願的過程中，具有中介效果。期許本研究之研究結果，能提供實務界之經營管理人員致力於降低員工離職率的同時，進一步反向思考員工留任意願的相關因素，藉由增進員工與組織各方面的連結與適配程度，並提升員工對組織的情感性承諾，進而達到將人才持續留在組織內，並為組織效力。How to retain talents has always been on the top-concern list for any businesses. Nowadays, in order to reduce turnover rates and increase employee retention rates, there are ways have been implemented to innovate and create new relationships between employees and employers. However, “a disease known is half cured”, organizations must realize what are the factors that affect employees’ willingness to stay so that administers could strategize accordingly. The research of this essay aims at exploring the connections among job embeddedness, demands-abilities fit, and intention to stay, while taking affective commitment as an mediation variable, analyzing whether job embeddedness and e demands-abilities fit are mediator effects toward intention to stay. Moreover, the objects of this research are people who work in finance industry. In total, we have collected 583 valid samples by hand-delivering. The results showed: (1) Job embeddedness has a positive impact on affective commitment. (2) Demands-abilities fit has a positive impact on affective commitment. (3) Job embeddedness has a positive impact on intention to stay. (4) Demands-abilities fit has a positive impact on intention to stay. (5) Affective commitment impact on intention to stay. (6) The mediation of affective commitment in job embeddedness effecting on intention to stay is only partial. (7) The mediation of affective commitment in demands-abilities fit effecting on intention to stay is complete. Finally, we hope the result of this research could help administers reduce turnover rates and, more importantly, have further understanding on the factors influencing employees’ willingness to stay. Furthermore, by improving all aspects in an organization to help employees better cope with for employment compatibility, so that employees will have higher level of affective commitment to retain and endeavor themselves.