工作满意、工作绩效、组织承诺与离职关系之研究.pdfVIP

要 本研究在总结以往离职研究文献的基础上，对工作满意、工作绩效与离职意 图之间的关系进行了实证研究，并且探讨了工作绩效作为中介变量对离职意图的 影响。 针对在职中的 132 位工作者所做的统计分析获得以下研究结果：样本特性变 量方面，仅有人格特质的勤勉可靠性与离职意图为负 关、情绪不稳定性与离职 意图为正 关；在其他的方面，工作满意与工作绩效为正 关、组织承诺与工作 绩效为正 关、工作绩效与离职意图为负 关、工作满意与离职意图为负 关， 为直接影响，并非透过工作绩效的中介、组织承诺与离职意图为负 关，为直接 影响，并非透过工作绩效的中介。 此外，本研究发现整体工作满意与组织承诺两个变量对离职意图的解释力可 达到42.6%，此研究结果提供企业管理者在管理与预防员工的离职行为时，可通过 提升员工的整体工作满意与塑造员工对组织的承诺感，来降低员工的离职意图， 进而减少员工离职行为的发生。 关键词：工作满意 组织承诺 工作绩效 离职意图 1 Abstract This study focuses on relationship between the j ob satisfaction, job performance and turnover intention on the basis of previous staff turnover studies.The paper also discusses job performance impacting on turnover intention as intermediary variable. This study is about the relationships among job satisfaction, organizational commitment, performance, and turnover intention. Analysis result on 132 workers shows: in population statistic feature, conscientiousness personality has a negative relationship to turnover intention; neuroticism personality has a positive relationship to turnover. Job satisfaction has a positive relationship to performance; organizational commitment has a positive relationship to performance; performance has a negative relationship to turnover intention; job satisfaction has a negative relationship to turnover intention, direct influence, performance is not a mediate variable; organizational commitment has a negative relationship to turnover intention, direct influence, performance is not a mediate variable. Job satisfaction and organizational commitment explain 42.6% variance of turnover intention. This finding provides business managers when they try to manage and prevent employ