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研究生: 蘇世昌
Su, Shih-Chang
論文名稱: 知覺組織支持與主管教練行為對壽險業務人員組織承諾與離職傾向之研究-以組織文化為調節變項
A study of Relationships among Perceived Organizational Support, Coaching Behavior, Organization Commitment and Turnover Intention, of Life insurance sales—Concerning with the Effect of Moderation of Organizational Culture
指導教授: 余鑑
Yu, Chien
于俊傑
Yu, Chin-Cheh
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2010
畢業學年度: 98
語文別: 中文
論文頁數: 144
中文關鍵詞: 知覺組織支持主管教練行為組織承諾離職傾向組織文化
英文關鍵詞: Organizational Support, Coaching Behavior, Organization Commitment and Turnover Intention, Turnover Intention, Organizational Culture
論文種類: 學術論文
相關次數: 點閱:171下載:18
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  • 在有限的資源下,要讓組織成員提升組織承諾並降低離職傾向,以提升組織競爭力及降低人力成本,一直是所有企業尤其是人力密集的壽險業最重要的課題。因此本文選擇了跟業務員工作最相關的組織支持及主管教練兩項因素進行研究,試圖瞭解知覺組織支持與主管教練行為對組織承諾與離職傾向之影響,並以組織文化做為調節變項,進一步了解在不同的組織文化下,知覺組織支持與主管教練行為對組織承諾與離職傾向之影響是否有不一樣的變化。
    組織經營者必須了解將資源運用在那些重要及有效的地方上以獲得最大的競爭優勢,如果企業發現組織文化可以加強知覺組織支持與主管教練行為對組織承諾與離職傾向之影響時,透過組織文化的塑造這新的方式,可以提升工作效率並降低成本,故本文加入組織文化此一調節變項,探討組織文化於知覺組織支持與主管教練行為對組織承諾與離職傾向之關係。
    本文以S壽險公司為樣本,依相關及階層迴歸分析驗證假設,研究結果發現,知覺組織支持與主管教練行為確實有助組織承諾的提升與離職傾向之降低。加入組織文化為調節變項後,發現在官僚型的組織文化於知覺組織支持與主管教練行為對離職傾向無調節效果,而支持型組織文化除於知覺組織支持對組織承諾外都有調節效果。故組織在加強知覺組織支持與主管教練行為時,亦要考量本身組織文化型態的配合,本研究結果也呼應了Ulrich(1997)提到,要有效地執行人力資源管理實務需要配合組織的需求以及組織文化之理論,不過要注意的是,組織文化或許是組織取得競爭優勢的一項關鍵因子,但只有當它為適當的文化(appropriate culture)時,它才具備有輔助組織邁向成功的條件。

    The purpose of this study is to collect the related literatures and examine the relationships between Perceived Organizational Support and Coaching Behavior, Organization Commitment and turnover intention by questionnaire survey and statistical analysis results. Organizational Culture as the Moderation. The conclusions and managerial implications are proposed according to the research findings and analysis results.
    This study has selected one life insurance company and proceeded quantitative analysis with questionnaire. After examining 893 dispatched individuals in questionnaire, this study has got the findings as below:
    (1) Perceived Organizational Support and Coaching Behavior has a significant Positive relationship with Organization Commitment .
    (2) Perceived Organizational Support and Coaching Behavior has a significant negative relationship with Turnover Intention.
    (3) Organizational Culture has moderate effect with the relationship of Perceived Organizational Support and Organization Commitment.
    (4) Organizational Culture has moderate effect with the relationship of Perceived Organizational Support and Turnover Intention.
    (5) Organizational Culture has moderate effect with the relationship of Coaching Behavior and Organization Commitment.
    (6) Organizational Culture has moderate effect with the relationship of Coaching Behavior and Turnover Intention.

    謝 誌 i 中文摘要 iii 英文摘要 v 目 錄 vii 表 次 ix 圖 次 xi 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與待答問題 5 第三節 研究範圍與限制 6 第四節 重要名詞解釋 7 第二章 文獻探討 9 第一節 知覺組織支持 9 第二節 主管教練行為 19 第三節 組織承諾 28 第四節 離職傾向 37 第五節 組織文化 45 第六節 研究變項相關性之探討 59 第三章 研究設計與實施 63 第一節 研究架構 63 第二節 研究方法 64 第三節 研究步驟 65 第四節 研究對象 67 第五節 研究工具 67 第六節 資料分析 74 第四章 研究結果 75 第一節 問卷回收與統計 75 第二節 敘述性統計分析 75 第三節 信效度分析 79 第四節 相關分析 85 第五節 迴歸分析 89 第六節 調節效果驗證 92 第五章 結論與建議 113 第一節 研究發現與討論 113 第二節 管理意涵 121 第三節 研究貢獻 124 第四節 研究限制與後續建議 125 參考文獻 127 一、中文部分 127 二、外文部分 129 附錄 研究問卷 141

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