員工之逆境商數、性別角色、工作壓力、組織承諾與離職意圖之相關研究－以傳統產業為例

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Title:	員工之逆境商數、性別角色、工作壓力、組織承諾與離職意圖之相關研究－以傳統產業為例
Other Titles:	The Relative Study of Adversity Quotient, Gender Roles, Job Stress, Organizational Commitment and Turnover Ietention of Employees in Traditional Industry
Authors:	詹昆霖 Chan, Kun-Lin
Contributors:	企業管理系管理科學碩博士班沈昭吟 (釋知賢) Chao-Ying Shen (Zhi-Hsien Shih)
Keywords:	離職意圖;組織承諾;工作壓力;性別角色;逆境商數 Organizational Commitment;Job Stress;Gender Roles;Adversity Quotient;Turnover Ietention
Date:	2014
Issue Date:	2014-11-20 11:44:59 (UTC+8)
Abstract:	全球化時代來臨，在社會整體結構與全球經濟環境高速變遷的情況下，員工必須面對責任制、經濟不景氣、物價水準上揚等重重壓力，因此，企業需要思考如何在此狀況下留住員工，以及培養員工面對逆境的能力。　　因此本研究針對傳統產業之員工的逆境商數、性別角色、工作壓力、組織承諾與離職意圖進行分析，以期提供企業人力資源管理的新方向。本研究發放600份問卷，扣除填答不完整、填答一致性之無效問卷共23份。有效回收524份有效問卷，回收率為87.33%，並利用SEM進行分析。驗證結果顯示理論模型獲得支持。　　最後研究結果證實傳統產業員工的逆境商數的子構面如歸因與責任、影響範圍等，可以影響工作壓力與組織承諾而影響離職意圖，並且可以透過逆境商數的訓練加強員工在工作壓力、組織承諾與離職意圖上的增強與削弱，而不同性別角色則對工作壓力、組織承諾與離職意圖，都具有不同的結果，其中男性化性別角色具有較高的工作壓力與離職意圖，女性化與兩性化員工則有較高的組織承諾與較低的離職意圖，而兩性化性別角色則有最高的逆境商數。　　研究中發現逆境商數之子構面可分別探討與其他構面的之關聯，並得到工作壓力與組織承諾可為逆境商數對離職意圖之中介，表示企業可從提升員工之逆境商數的動作中達到降低員工離職意圖的效果，而性別角色對逆境商數、工作壓力、組織承諾與離職意圖皆具有差異，顯示性別角色可以取代生理性別成為新的研究方向。　　With the coming of Globalization, rapid changes have occurred in social structure and global economic environment and employees are now faced with tremendous stress regarding things such as accountability, economic downturn and rising price levels. This being the case, it is imperative for companies to think of innovative ways to retain their employees as well as train their staff to deal with adversity. 　　This study, therefore, investigates adversity quotient, gender, job stress, organizational commitment and intent to leave of employees in traditional industries in order to provide a new direction for companies’ human resources management. A total of 600 questionnaires were distributed and after eliminating incomplete and invalid questionnaires, 524 effective questionnaires were reclaimed which shows a 87.33% response rate. The data was then analyzed using SEM and the results show that theoretical model is supported.　　Final results confirm that the employees of traditional industries’ adversity quotient sub-dimensions, such as attribution and responsibility, affect work/job stress and organizational commitment which in turn affect employees’ intent to leave. Further more the results also show that through adversity quotient training, staffs’ adversity quotient towards job stress, organizational commitment can be strengthened while weakening intent to leave. It was also discovered that different genders deal with work/job stress, organizational commitment and intent to leave differently. Male employees seem to have higher job stress and intent to leave, whereas female and more androgynous employees have higher organizational commitment and lower intent to leave with the androgynous employees having the highest adversity quotient.　　The study found that the Adversity Quotient can be used to investigate the relationship between sub-dimensions, such as job stress and organizational commitment, as related to other dimensions such as employees intent resign, meaning that by increasing employees adversity quotient, companies can minimize the effect of their workforce’s intent to resign. Further more with regard to gender roles, this can be a new research direction to investigate the dissimilarities between different genders adversity quotient to job stress and organizational commitment.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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