探討工作特性以及工作 價值觀對工作整意度以及離職傾向之影響
研究生︰ 寄給李珍 指導教授︰ 張淑昭 博士

摘要

過往、大型組織會以一個幫公司生產的工具的角度來看待員工。可是這個觀 已經逐漸在改變，目前公司已經把員工當成公司中非常重要的資產之一，所以留住最優秀的人才已經變成一個大挑戰。在過去的研究中，顯示出工作特性的改變可以提昇工作滿意度，可是過去的研究也顯示出在同樣的工作特性下，工作滿意度會因為人格特質的不同而有所改變。所以本研究會把上述所有因素結合來探討它們對離職傾向之影響。
本研究提出一個綜合模式及工具來衡量工作滿意度及離職傾向。首先，作者從文獻探討中歸納出各個構面（工作特性、工作價值觀、人格特質、工作滿意度、離職傾向）之定義，再者對理論架構的結果做出了總結。從架構中，作者歸納出初步工作滿意度、離職傾向衡量構面與問項。再者，本研究也說明了量表問項產生過程、資料蒐集方法、以及純化測量的步驟。作者並用收集之資料來進行因素分析，其中嚴謹地檢驗了工作滿意度衡量模式的信度。從研究結果中，工作特性及工作價值觀對工作滿意度是有顯著的影響，而工作滿意度對離職傾向是有呈現負向顯著關係。最後，本研究探討了此模式模式在實務界與學術界的應用方式，並討論了本研究所面臨的若干限制，同時提出一些未來可以進一步研究的方向。作者希望本研究所提出的模式，未來可以被其他研究人員用來發展組織與人力資源之理論。

The Effect of Job Characteristic and Work Value onJob Satisfaction and Turnover Intention

Student: Wan-Chen Lee
Advisor: Dr. Su-Chao Chang

ABSTRACT

Previously, firms have perceived employees as a tool to serve the firm, however today this view is greatly changing. Currently, firms view employees as an important asset; therefore, maintaining the most talented people in the firm has become a great challenge. Previous research has shown that a change in job characteristic can enhance the level of job satisfaction for the employees. However, previous research also shown that for the same type of work, the level of job satisfaction will alter due to the personality trait of that particular person. Therefore, this research has incorporated all the factors together to discuss their effect toward turnover intention.
This study develops a comprehensive model and instrument for measuring job satisfaction and turnover intention. This paper first discusses the concepts and definitions of each constructs (i.e. job characteristic, work value, personality trait, job satisfaction and turnover intention) from the literature. The researcher summarizes the findings in a theoretical framework. Based on this framework, the researcher develops a measurement instrument to measure job satisfaction and turnover intention. The procedures used in generating items, collecting data, and purifying a multiple- item scale are described. The researcher has carefully examined evidences of reliability by analyzing data from collected samples. Based on the research findings, it is shown that job characteristic and work value has a positive impact on job satisfaction and job satisfaction has a negative impact on turnover intention. The potential applications for practitioners and researchers are then explored. Finally, the researcher concludes this study by discussing limitations and potential future research.

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中文部分：
1.吳萬益（民94），企業研究方法，華泰書局總經銷
2.朴英培（民77），「工作價值觀、領導型態、工作滿足與組織承諾關係之研究─以韓國電子業為例」，政治大學企業管理研究所碩士論文。
3.周淑淑（民78），「新聞從業人員心理變數、工作壓力與離職傾向之關係」，中興大學企業管理研究所碩士論文。
4.洪清香（民68），「工作特性對教育行政人員工作滿足之影響」，政治大學教育研究所碩士論文。
5.陳正沛（民72），「研究人員之工作投入」，政治大學企業管理研究所碩士論文。
6.黃秀霜（民76），「教育行政人員成就動機、工作特性與組織承諾之相關研究」，政治大學教育研究所碩士論文。
7.黃開義（民73），「工作特性、個人特質、領導型態、工作滿足與組織承諾對離職意願之影響」，中原大學機械研究所碩士論文。
8.廖素華（民67），「國小校長領導方式、教師人格特質與教師工作滿足的關係」，政治大學教育研究所碩士論文。