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上司-部屬關係、知覺組織支持、勉強出勤對科技業員工離職傾向之影響 = T...

國立高雄大學高階法律暨管理碩士在職專班(EMLBA)

上司-部屬關係、知覺組織支持、勉強出勤對科技業員工離職傾向之影響 = The Relationship between Leader-Member Exchange, Perceived Organizational Support, Presenteeism, and Employee Turnover Intention in Domestic Technology Industry

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	The Relationship between Leader-Member Exchange, Perceived Organizational Support, Presenteeism, and Employee Turnover Intention in Domestic Technology Industry
作者:	林智陞,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2015[民104]
面頁冊數:	84面圖，表 : 30公分;
標題:	科技業
標題:	The high technology industry
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/93490145704001852601
附註:	104年10月31日公開
附註:	參考書目：面67-76
摘要註:	隨著全球零時差的工作浪潮出現,台灣科技業為了搶單時常迫使員工加班,甚至是出現勉強出勤、抱病出勤的情況,而這種負面的工作因素所導致的高員工流動率,成為科技業人力資源管理最大的問題。因應此實務問題,本研究旨探討影響科技業員工離職傾向之因素,以上司部屬交換關係、知覺組織支持以及勉強出勤等三大構面進行探討。本研究採用量化研究方法,並以科技業員工為調查對象,共發放405份問卷,有效發放樣本數為365份,有效回收率為90.12%,透過問卷調查的方式搭配層級迴歸分析來驗證研究假說。研究結果指出 (1) 上司部屬交換關係和知覺組織支持有顯著正向關係;(2) 上司部屬交換關係和離職傾向有顯著負向關係;(3) 知覺組織支持和離職傾向有顯著負向關係;(4) 知覺組織支持對於上司部屬關係與離職傾向之間的關係扮演中介角色;(5) 勉強出勤對於知覺組織支持與離職傾向之間的關係具有調節效果。本研究結果可作為科技業人力資源管理之參考。 As the global zero-time legging work waves emerge, in order to compete for more business orders, an increasing numbers of Taiwan high tech corporates adopt certain aggressive work-load policies to enforce their employees to work on a more intensive and often overloaded working schedule. All these negative working factors would eventually lead to an undesired phenomenon, in which labors tend to leave their jobs/offices for a more suitable work. This tendency becomes a critical issue faced by most human resource departments in most of the labor-intensive high tech companies in Taiwan.By examining the Management-subordinate interrelationship, Supports from social-conscious movement groups, and Unwilling duty, this paper intends to discuss and probe possible factors which would influence employees’ decision-making on their job-choosing. Targeting on employees in high-tech sector in Taiwan and based on a total survey with 405 samples and 365 effective samples collected, total effective rate is 90.12% , this research had been conducted in quantitative approach. As the result shows, (1) Management-subordinate interrelationship has a positive causal relation with Supports from social-conscious movement groups, while (2) Management-subordinate interrelationship was negatively related with Job-leaving tendency. (3)Supports from social-conscious movement groups and Job-leaving tendency are negatively related as well. (4) Supports from social-conscious movement groups can be observed as a mediator between factor Management-subordinate interrelationship and Job-leaving tendency. (5) Lastly, factor of Unwilling duty plays a mediating role between Supports from social-conscious movement groups and job-leaving tendency.

上司-部屬關係、知覺組織支持、勉強出勤對科技業員工離職傾向之影響 = The Relationship between Leader-Member Exchange, Perceived Organizational Support, Presenteeism, and Employee Turnover Intention in Domestic Technology Industry
林, 智陞

上司-部屬關係、知覺組織支持、勉強出勤對科技業員工離職傾向之影響 = The Relationship between Leader-Member Exchange, Perceived Organizational Support, Presenteeism, and Employee Turnover Intention in Domestic Technology Industry / 林智陞撰 - [高雄市] : 撰者, 2015[民104]. - 84面 ; 圖，表 ; 30公分.
104年10月31日公開參考書目：面67-76.
科技業The high technology industry

上司-部屬關係、知覺組織支持、勉強出勤對科技業員工離職傾向之影響 = The Relationship between Leader-Member Exchange, Perceived Organizational Support, Presenteeism, and Employee Turnover Intention in Domestic Technology Industry
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