周德瑋Chou, De-Wai顏立均Yen, Li-Chun2025-12-092025-06-042025https://etds.lib.ntnu.edu.tw/thesis/detail/14164466710d2380009ac34c98f8aa65/http://rportal.lib.ntnu.edu.tw/handle/20.500.12235/124981本研究旨在探討影響銀行業理財專員工作安定性的關鍵因素，並以獎酬制度、工作壓力、主管領導支持以及個人特質在組織文化與工作安定性關係中的調節效應為主要研究假設。根據統計分析結果，本研究驗證了以下研究假設：(1)獎酬制度假設部分結果未顯示顯著影響，可能意味著當薪酬水平達到基本滿足後，激勵作用不如預期；(2)過度工作壓力明顯降低了工作滿足，進而對工作安定性產生負向影響，支持工作壓力假設；(3)主管領導支持在多元迴歸模型中顯示出最顯著的正向影響，即使在工作壓力存在的情況下，員工在感受到有效主管領導支持時，仍能維持較高的工作安定性，此結果支持主管領導支持的假設；(4)個人特質的調節分析結果發現，個人特質對組織文化與職場安定性之間的關係沒有顯著的調節效果。本研究的實證結果不僅可豐富了銀行業人力資源管理及組織行為的理論，也為實務管理提供了寶貴的參考依據。研究建議銀行業管理者在設計獎酬與激勵機制時，除了重視物質激勵外，更應著重提升主管領導支持，並改善工作環境以增進員工工作滿足感，同時針對員工個人特質實施差異化管理策略，達到提升整體工作安定性的效果。未來研究可進一步探討不同情境下各因素的交互作用及其長期影響，從而更全面的理解工作安定性的形成機制。This study explores key determinants of job stability among financial consultants in the banking sector, focusing on the moderating effects of reward systems, work stress, supervisory leadership support, and individual personality traits on the relationship between organizational culture and job stability. Statistical analysis yielded the following findings:(1) The impact of reward systems was not consistently significant, suggesting that once basic compensation needs are met, financial incentives may have limited motivational effects;(2) Excessive work stress significantly undermines job satisfaction and, in turn, job stability, supporting the stress hypothesis;(3) Supervisory leadership support demonstrated the strongest positive influence, with employees maintaining higher job stability even under stress when leadership support was perceived as effective;(4) Personality traits did not significantly moderate the link between organizational culture and job stability.These findings enrich theoretical discourse on HR management and organizational behavior in banking, while offering practical insights. Managers should complement financial incentives with enhanced leadership support and work environment improvements to boost satisfaction and stability. Tailored management strategies based on individual traits are also recommended. Future research should examine contextual and long-term dynamics of these factors.理財專員工作安定性主管領導支持組織支持工作壓力financial consultantsjob stabilitysupervisory supportorganizational culturework stress學術論文