簡易檢索 / 詳目顯示

研究生: 譚如秀
Tan, Ju-Hsiu
論文名稱: 企業聲望、組織文化對實習生留任意願之影響 ─ 以工作滿意為中介變項
The Influence on Intern’s Intention to Stay from Cooperator Reputation and Organization Culture — Job Satisfaction as a Mediation Variable
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: 2015
畢業學年度: 103
語文別: 中文
論文頁數: 106
中文關鍵詞: 企業聲望實習生組織文化工作滿意留任意願
英文關鍵詞: cooperator reputation, intern, organization culture, job satisfaction, intention to stay
論文種類: 學術論文
相關次數: 點閱:150下載:25
分享至:
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報
  • 近年來臺灣觀光產業發展迅速,根據觀光局統計,來臺旅客中以「觀光」目的者佔市場多數。為了因應大量的服務人力需求,觀光旅館業積極地與餐旅相關大專技職院校進行實習合作。然而大多數的實習生完成實習學程後,留任意願非常低,留任率不到一成。
    因此,各企業開始進行企業形象的塑造,除了提高企業聲譽以期吸引人才外,也加深員工的忠誠度提高留任意願。是故,對於實習生來說,首先考量的是企業聲望是否會影響他們對於實習場合的選取,隨之而後地,便是觀察這樣的企業形象是否會對個體之工作滿足產生影響,進而造成最後留任與否的決定。除此之外,在學生實習的過程中長期接受到組織文化的影響,可能會影響了學生原有的知覺價值,進而改變了對個人、組織的承諾及知覺價值。
    本研究旨在探討師企業聲望、組織文化與留任意願之間的關聯性,並以工作滿意為中介變項,運用迴歸來分析工作滿意在企業聲望、組織文化與留任意願之間的中介效果。而本研究之對象為國內觀光旅館實習之實習生,採用抽樣方式郵寄及委託人力發送問卷來蒐集實證資料,總共回收了312個有效樣本。
    研究結果發現:(1)企業聲望對工作滿意有正向影響,(2)組織文化對工作滿意有正向影響,(3)工作滿意對留任意願有正向影響,(4)企業聲望對留任意願有正向影響,(5)組織文化對留任意願有正向影響,(6) 工作滿意對企業聲望影響留任意願具有部分中介效果,(7)工作滿意對組織文化影響留任意願具有部分中介效果。而本研究的結果,期望能夠給觀光飯店業的經營者作為未來在人才管理上的參考依據,協助人力資源部門改變管理模式,進行人力資源的行銷策略,達到有效的選、訓、育、用、留。

    In recent years, the tourism industry is expanded rapidly in Taiwan. According the analysis from the Tourism Bureau of Taiwan, the most purpose of the visitors is the “tourism”. In order to meet the service needs, the hotels have cooperated with the related colleges actively for the apprentice program. But, most of the students completed the internship who didn’t stay in the hospitality industry. The rate of the intention to stay is less than ten percent.
    Confronting with the impact of the manpower’s shortage, the hotels start to setting up the cooperate image; it’s not only to attract the external talent also to reinforce the internal loyalty and intention to stay. When the students choose the firms, the cooperator reputation would be their priority. If the cooperator reputation influence the students’ intention to stay would depend on the job satisfaction during the internship period. In addition to those, the students also are influence by the organization culture to change their intention to stay for the firms.
    This study aims to examine the correlation among cooperator reputation, organization culture, job satisfaction and intention to stay. Job satisfaction is served as the mediation variable. Hierarchical regression is used to analyze the mediation effect coming from job satisfaction in cooperator reputation, organization culture and intention to stay. The object of this study is the intern who is doing their internship in the hospitality industry. The empirical data are collected by mail. The total of the valid samples are 312.
    The results showed: (1)Cooperator reputation have a positive impact on job satisfaction. (2)Organization culture has a positive impact on job satisfaction. (3)Job satisfaction has a positive impact on intention to stay. (4) Cooperator reputation has a positive impact on intention to stay. (5) Organization culture has a positive impact on intention to stay. (6) The mediation of job satisfaction in cooperator reputation effecting on intention to stay is only partial. (7)The mediation of job satisfaction in organization culture effecting on intention to stay is only partial. We hope that the results can be applied as a useful reference for formulating organizational strategies in hospitality industry

    謝 誌 i 中文摘要 iii ABSTRACT v 目 錄 viii 表 次 xi 圖 次 xiii 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 8 第四節 重要名詞釋義 10 第二章 文獻探討 13 第一節 企業聲望 13 第二節 組織文化 20 第三節 留任意願 23 第四節 工作滿意 26 第五節 變項間之相關性 28 第三章 研究設計與實施 31 第一節 研究架構與假設 31 第二節 研究方法 33 第三節 研究步驟 34 第四節 研究對象 38 第五節 研究工具 39 第六節 資料分析 45 第四章 資料分析 47 第一節 問卷回收與統計 47 第二節 敘述性統計分析 49 第三節 信效度分析 58 第四節 相關分析 67 第五節 迴歸分析 73 第六節 工作滿意之中介效果驗證分析 77 第七節 研究假設結果摘要 84 第五章 結論與建議 85 第一節 研究發現與結論 85 第二節 管理意涵 93 第三節 研究貢獻 96 第四節 後續研究建議 98 參考文獻 101 一、中文部分 101 二、外文部分 103

    一、中文部分
    交通部觀光局(2014)。觀光統計圖表。線上檢索日期:2014年5月10日。網址:http://admin.taiwan.net.tw/upload/public/20140224/.xls
    交通部觀光局 (2014)。二○一四觀光旅宿業頂尖經理人培力圓桌論壇。線上檢索日期:2014年5月10日。網址:http://topic.cw.com.tw/forum/tbroc/report.htm。
    劉瀚升、葉龍泰、楊雅閔、鄭富元(2010)。實習滿意度與未來從事餐旅業意願之探討-以稻江管理學院餐旅管理學系為例。稻江學報,4(2),1-19。
    葉佳綾、許壹傑(2009)。企業聲望對組織人才吸引力與求職意圖之影響。臺灣企業績效學刊,3(1),103-119
    林清江(1975)。建教合作理論與制度之比較研究。國立師範大學教育研究所集刊,17,113-145
    林萬和(2001)。組織文化類型與員工滿意度關係之研究-以北區資源局為例。中原大學企業管理研究所碩士論文,未出版,桃園。
    廖季清(1980)。加強專科暨高級職校建教合作有效策略之研究。台北,教育部教育計畫書叢書。
    司徒達賢(1997)。經營艱困公營事業民營化方式及應有配合措施之研究。洪建全教育文化基金會(第一版)。
    陶紅、王琳(2010)。中文版護士留職意願問卷的修訂。第二軍醫大學學報,31(8),925-927
    曾文彥(2011)。公務人員職家衝突、工作滿意影響留任意願、工作績效與組織公民行為之研究 - 以工作中心性為干擾變項。銘傳大學公共事務學系碩士論文,未出版,台北。
    張文俞(2012)。國際觀光旅館內部行銷、工作滿意度與留任意願之相關研究 – 以組織氣候為干擾變項。天主教輔仁大學餐旅管理學系碩士口試論文,未出版,新北市。
    曾琬勻(2013)。非典型聘雇員工企業社會責任認知、企業聲望認知和組織承諾與工作滿意度之關聯繫探討。國立台中教育大學事業經營碩士論文,未出版,台中。
    鄭伯壎(1990)。領導與情境 – 互動心理學研究途徑。大洋出版社,台北。
    鄭伯壎、郭建志(2001)。組織文化 - 員工層次分析(初版)。遠流出版事業股份有限公司,台北。
    石德生(2010)。社會心理學視域中 “社會認同”。攀登,29 (1),72-77
    彭德中譯(1992)。改造企業文化:如何使企業展現活力,河野豐弘, “變革的企業文化”,遠流出版社。
    王保進(1999)。視窗版SPSS與行為科學研究。台北市:心理。


    二、外文部分
    Alniacik, U., Cigerim, E., Akcin, K., & Bayram, O. (2011). Independent and joint effects of perceived corporate reputation, affective commitment and job satisfaction on turnover intentions. Procedia Social and Behavioral Sciences, 24, 1177-1189.
    Ashforth, B.E., and Male, F., A. (1989). Social identity and the organization. Academiy of Management Review, 14, 20-39
    Barnett, M. L., Jermier, J.M., & Lafferty, B. A. (2006). Corporate reputation: The definitional ladscape. Corporate Reuputation Review, 9(1), 26-38.
    Baron, R. M., & Kenny, D. A (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173-1182.
    Cameron, K.S. & Quinn, R.E. (1999). Diagnosing and changing organizational culture: Based on the competing values framework, p22
    Carmeli, A., & Freund, A. (2002). The relationship betwwn work and workplace attitudes and perceived external prestige. Corporate Reuputaton Review, 5(1), 51-68.
    Coombs, W. T. (2007). Protecting organization reputations during a crisis: The development and application of situational crisis communication theory. Corporate Reputation Review, 10(3), 163-176.
    Dalton, D.R., Todor, W.D., & Krackhardt, D.M. (1982). Turnover overstated: The functional taxonomy. Academy of Management Review, 7(2), 117-123.
    Deshpande, R. & Webster, R. E. (1989). Organizational culture and marketing: defining the research agenda. Journal of Marketing, 53(1), 3-15.
    Gilly, M.C. and Wolfinbarger, M. (1998). Advertising’s internal audience. Journal of Marketing, 62(1), 69-88
    Gray, Edmund R., Balmer, John M.T. (1998). Managing corporate image and corporate reputation. Long Range Planning, 31(5), 695-702
    Helm, S. (2013). A matter of reputation and pride: Associations between perceived external reputation, pride in membership, job satisfaction and turnover intentions. British Jounal of Management, 24, 542-556
    Herrbach, Oliver, Mignonac, Karim. (2004). How organizational image affects employee attitudes. Human Resource Management Journal, 14(4), 76-88
    Mael & Ashforth,(1992). Alumni and their alma mater: A partial test of the reformulated model of organization identification. Journal of Organizational Behavior, 13(2), 103-123
    Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Organizational linkages: The psychology of commitment, absenteeism and turnover. New York: Academic Press.
    Musteen, M., D. K. Datta and B. Kemmerer (2020). ‘Corporate reputation: do board characteristics matter?’ British Journal of Management, 21, 498-510.
    O'Reilly, C.A., Chatman, J. & Caldwell, D.F. 1991. People and organizational culture : a profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3) : 487-516.
    Ouchi, W., & Wilkins, A. (1985). Organizational Culture. Annual Review of Sociology, 11, 457-483
    Price, J.L., & Mueller. C. W. (1981). A Causal Model of Turnover for Nurse, Academy of Management Journal, 24(3), 543-565.
    Price, J.L., & Mueller. C. W. (2001). Reflections on he determinants of voluntary turnover. International Journal of manpower, 22(7), 600-624
    Rindova V. P., I. O. Williamson and A. P. Petkova (2010). ‘Reputation as an intangible asset: reflections on theory and methods two empricial studies of business school reputtion’, Journal of Management, 36, 610-619.
    Robbins, S.P. (1993). “Organizational Behavior”, N.J.: Prentice-Hall Inc.
    Robbins, S.P. (2000). “Essential of Organizational Behavior”, 6thed., Prentice Hall International Inc.
    Roberts, P.W., & Dowling, G. R. (2002). Corporate reputation and sustained superior financial performance. Strategic Management Journal, 23(12), 1077-1093
    Roper, S., & Davies, G. (2007). The corporate brand: Dealing with multiple stakeholders. Journal of Marketing Management, 23, 75-90
    Slater, S. F., Olson, E. M., & Finnegan, C. (2011). Business strategy, marketing organization culture, and performance. Marketing Letters, 22(3), 227-242
    Smidts, A., Pruyn, A.T.H., & Rel, C.B.M. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 44(5), 1051-1062.
    Smircich, Linda (1983). Concepts of Culture and Organizational Analysis. Administrative Science Quarterly, 28(3),339-358
    Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259-293)
    Weiss, D., R. Dawis, L. Lofquist & G. England, (1967). Manual for the Minnesota satisfaction questionnaire. Work Adjustment Project, Industrial Relations Center, University of Minnesota
    Wallach, E. J. (1983). Individuals and Organizations: The cultural match.Training and Development Journal, 37(2), 29-36.
    Ye, L., Fei, Z., & Haohong, Z. (2010). A relationship on the model among E-WOM, corporate reputation and purchase intention. In Proceedings of the 2010 International Conference on E-Business and E-Government , 3556-3559. IEEE Computer Society.

    下載圖示
    QR CODE