南華大學機構典藏系統:Item 987654321/19235
English  |  正體中文  |  简体中文  |  全文笔数/总笔数 : 18278/19583 (93%)
造访人次 : 949857      在线人数 : 875
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜寻范围 查询小技巧：
  • 您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果
  • 若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据
    •  进阶搜寻


    jsp.display-item.identifier=請使用永久網址來引用或連結此文件: http://nhuir.nhu.edu.tw/handle/987654321/19235


    题名: 工作家庭衝突、工作倦怠與工作滿意對離職傾向之影響關係研究－以空軍部隊軍職人員為例
    其它题名: RESEARCH ON THE EFFECTS OF WORK-FAMILY CONFLICT, JOB BURNOUT, AND JOB SATISFACTION ON TURNOVER INTENTIONS--THE CASE OF AIR FORCE MILITARY MEN
    作者: 黃博軒
    Huang, Po-hsueh
    貢獻者: 企業管理系管理科學碩博士班
    范惟翔
    Wei-shang Fan
    关键词: 工作倦怠;工作滿意;工作家庭衝突;離職傾向
    Job Burnout;Work-family conflict;Turnover Intentions;Job Satisfaction
    日期: 2010
    上传时间: 2015-03-10 16:18:45 (UTC+8)
    摘要: 　　國防人力素質的良窳，決定部隊戰力的關鍵，要確保能獲得勝利的精銳部隊必須長期穩定招募與留住高素質人力，才能發揮先進武器裝備效能。組織中重要的資源之一人力，人力是構成組織的基本元素，組織中的資源能否發揮其效益端賴於優質人力的運用，在軍中人力之重要性，更勝於一般企業。留不住優秀人才是國防武力一個潛在的隱憂亦是重要的課題。退伍、離職是軍隊維持新陳代謝的手段，任何組織都需要新陳代謝，適度的流動率有助於成員的推陳換新，但過高的流動率、以及人才的流失，可能傷及部隊的根本。希望藉此研究提醒管理階層，提升對軍職人員工作感受與態度的重視，瞭解軍職人員現況，以作為組織人力規劃及管理上之參考，更對部隊留人、用人策略之思考有助益。　　　因此，本研究運用線性結構關係模式（SEM）探討各研究構面之間的影響關係，進而建立整體結構模式。本研究依據文獻之推導建立研究假設，研究結果顯示：（1）工作－家庭衝突與工作倦怠存在顯著正相關（2）工作－家庭衝突對離職傾向之影響不顯著；（3）工作－家庭衝突對工作滿意之影響不顯著；（4）工作滿意對離職傾向具負向顯著影響；（5）工作倦怠對離職傾向具正向顯著影響；（6）工作倦怠對工作滿意具有負向顯著影響；（7）工作－家庭衝突透過工作倦怠對離職傾向具有中介效果。
    　　The key to the strength of troops lies in the quality of home defense human resources. To ensure victory, steady enlisting of highly qualified individuals is crucial for weapons of high technology to be used efficiently. Human resource is the key element in any organization; quality individuals make it possible for resources to be used to their full potential. In the military, the importance of human resources is even more than that of business companies. The inability for the military to keep quality individuals on staff is a matter of importance that is a cause for worry. Metabolism within any organization through change of staff and retirement is necessary; however, staff changes of a too high frequency may lead to loss of talent that may hurt the troops. Through this study, we aim to remind the management that raising the awareness of the importance of one's job in the military and understanding the current situation are beneficial to the management of infrastructure.　　　The present study, therefore, conducted SEM to investigate the correlations among the various constructs, building a whole structure model. Based on the inducing of literature review, research hypotheses were proposed and the research results were as follows : (1) Work–family conflict exists significantly positive relations on the Job Burnout. (2) Work–family conflict doesn’t have a positive significant effect on Turnover Intentions. (3) Work–family conflict doesn’t have a negative significant effect on Job Satisfaction. (4) Job Satisfaction has a negative significant effect on Turnover Intentions. (5) Job Burnout has a significant effectt on Turnover Intentions. (6) Job Burnout has a negative significant effect on Job Satisfaction . (7) The work-family conflict to Turnover Intentions through the Job Burnout has the intermediary effects .
    显示于类别:[企業管理學系(管理科學碩/博士班,非營利事業管理碩士班)] 博碩士論文-管理科學碩博士班

    文件中的档案:

    档案 描述 大小格式浏览次数
    098NHU05457039-001.pdf650KbAdobe PDF18检视/开启
    index.html0KbHTML265检视/开启


    在NHUIR中所有的数据项都受到原著作权保护.

    TAIR相关文章

    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回馈