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研究生: 林妤蓁
Yu-Chen Lin
論文名稱: 探討組織與個人適配度、主管支持與同儕支持對台灣Y世代員工離職傾向之影響
Person-Organization Fit, Perceived Supervisor Support, Perceived Peer Support, and Intention to Leave of Generation Y in Taiwan
指導教授: 葉俶禎
Yeh, Chu-Chen
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2014
畢業學年度: 102
語文別: 英文
論文頁數: 81
中文關鍵詞: Y世代離職傾向個人與組織適配主管支持同儕支持
英文關鍵詞: Generation Y, turnover Intention, person-organization fit, perceived supervisor support, perceived peer support
論文種類: 學術論文
相關次數: 點閱:267下載:69
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  • Y世代在未來將成為主要的工作人口,而Y世代擁有與舊世代十分不同的人格特質,使組織面臨管理及留住這個新世代人才的挑戰。此研究旨在探討影響Y世代高離職傾向的因素,研究架構採用組織與個人適配度為前因,離職傾向為後果,並以主管支持及同儕支持做為調節變項。本研究設計為量化調查研究,樣本為臺灣有工作經驗的Y世代,採便利抽樣,共計回收377份有效線上問卷。研究發現個人與組織適配度對於Y世代離職傾向有負向影響,也就是說,Y世代員工認為與組織適配度越高者,離職傾向越低。主管支持無顯著的調節效果,但對離職傾向有負向的直接影響。最後,同儕支持對於Y世代個人與組織適配度及離職傾向之間的關係有顯著的調節效果。本研究結果對於瞭解臺灣已進入職場Y世代的人口特質、組織適配感受與留才管理具有實務貢獻。

    Generation Y will become the main work force in the near future. Employees who belong to Generation Y exhibit very different characteristics from the older generations. No doubt organizations will face the challenge of retaining and managing talents of this new generation. Moreover, whether an organization provides what the employees need and sufficient level of support are two main concerns of this new generation, as shown in the literature. Therefore, this study incorporated person-organization fit, perceived supervisor support and perceived peer support in the research framework in order to test their influence on turnover intention of Generation Y. The study assumed that person-organization fit has a negative relationship with turnover intention, and perceived supervisor support as well as perceived peer support have moderating effects on the relationship between person-organization fit and turnover intention. A quantitative study was conducted and the data was collected from Generation Y in Taiwan through online questionnaires. A total of 377 valid questionnaires were collected and were analyzed with the use of SPSS. It was found that P-O fit has a negative and significant effect on intention to leave. Perceived supervisor support has a direct effect on intention to leave instead of a moderating effect, while perceived peer support has a significant moderating effect on the relationship between P-O fit and intention to leave.

    ABSTRACT I TABLE OF CONTENTS III LIST OF TABLES V LIST OF FIGURES VI CHAPTER I INTRODUCTION 1 Background of the Study 1 Rationale of the Study 4 Statement of the Problem 5 Purpose of the Study 6 Research Questions 6 Definition of Key Terms 7 CHAPTER II LITERATURE REVIEW 9 Generation Y 9 Turnover 13 Intention to Leave/ Turnover Intention 20 Person-Organization Fit (POF) 23 Perceived Supervisor Support (PSS) 27 Perceived Peer Support (PPS) 29 CHAPTER III RESEARCH METHOD 31 Research Framework 31 Research Hypothesis 32 Research Procedure 33 Research Design 34 Sample 35 Data collection 35 Questionnaire Design 35 Measurement 36 Data Analysis 40 Validity and Reliability 41 CHAPTER IV DATA ANALYSIS AND FINDINGS 47 Descriptive Statistics 47 Correlation Analysis and T-test 51 Hierarchical Regression Analysis 55 CHAPTER V CONCLUSIONS AND SUGGESTIONS 61 Conclusions 61 Research Implication 62 Practical Implication 62 Research Limitation 63 Future Research Suggestions 63 REFERENCES 65 APPENDIX: MEASUREMENTS AND QUESTIONNAIRE 71

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