領導部屬交換關係、情緒勒索、員工韌性、組織工作嵌入對部屬留任意願之影響

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題名:	領導部屬交換關係、情緒勒索、員工韌性、組織工作嵌入對部屬留任意願之影響
作者:	王晴;Wang, Ching
貢獻者:	人力資源管理研究所
關鍵詞:	領導部屬交換關係;留任意願;情緒勒索;員工韌性;組織工作嵌入;Leader-member exchange;Intention to stay;Emotional blackmail;Resilience;Organization job embeddedness
日期:	2024-06-05
上傳時間:	2024-10-09 14:39:20 (UTC+8)
出版者:	國立中央大學
摘要:	在職場上，我們在執行各項業務的過程中，互動最頻繁的角色除了同事及客戶外，主管在我們的職涯中扮演了最重要的角色，其會影響到我們在組織中的成長、工作氛圍、與組織之間的關係，最終也可能影響到我們的留任意願。本研究探討領導－部屬交換關係（LMX）對部屬留任意願的影響，並將主管情緒勒索、員工韌性及組織工作嵌入（連結度、適配度、犧牲度）作為中介變項，以了解在主管與部屬關係對部屬留任意願的關係中，其他議題是如何從中影響部屬的最終留任意願。本研究採取隨機抽樣針對在台灣工作且有主管的工作者進行調查，最終收回502份有效樣本，並使用Mplus進行結構方程式分析並驗證假說。研究結果發現：(1) LMX對員工留任意願具有正向影響；(2) LMX對情緒勒索具有負向影響；(3) LMX對員工韌性具有正向影響；(4) LMX對組織工作嵌入（包含三個子構面）皆具正向影響；(5) 情緒勒索對組織工作嵌入、適配度及犧牲度不具有顯著影響；(6) 情緒勒索對組織工作嵌入中的連結度具有正向影響；(7) 員工韌性對組織工作嵌入（包含三個子構面）皆具正向影響；(8) 情緒勒索對留任意願不具顯著影響；(9) 員工韌性對留任意願具負向影響；(10) 組織工作嵌入及犧牲度對留任意願具正向影響；(11) 組織工作嵌入中的連結度對留任意願具負向影響；(12) 組織工作嵌入中的適配度對留任意願不具顯著影響；(13) LMX對留任意願具有正向影響，且員工韌性及組織工作嵌入在其中具有中介效果；(14) LMX對留任意願具有正向影響，且情緒勒索、員工韌性、連結度及犧牲度在其中具有中介效果。過去較少學者探討這些變項之間的關係，本研究可以作為組織在面對類似問題的參考，以能讓組織制定相關措施時，同時考慮與主管部屬關係相關的議題。;In the workplace, several roles affect our work, including colleagues, clients, and most importantly, our direct supervisor. Supervisors influence our growth within the organization, the work environment, and the connection between us and the organization. Furthermore, supervisors impact our intention to stay. The main purpose of this study is to identify the relationship between leader-member exchange (LMX) and intention to stay, with supervisor emotional blackmail, member resilience, and organizational job embeddedness (OJE) factors (links, fit, sacrifice) as mediators. The primary study objective focused on workers in Taiwan who have direct supervisors. A total of 502 valid samples were collected and analyzed using structural equation modeling (SEM) via Mplus. The study results indicate that: (1) LMX has a positive effect on intention to stay; (2) LMX has a negative effect on emotional blackmail; (3) LMX has a positive effect on resilience; (4) LMX has a positive effect on OJE (including links, fit, sacrifice); (5) Emotional blackmail has no effect on OJE, fit, and sacrifice; (6) Emotional blackmail has a positive effect on the links of OJE; (7) Resilience has a positive effect on OJE (including links, fit, sacrifice); (8) Emotional blackmail has no effect on intention to stay; (9) Resilience has a negative effect on intention to stay; (10) OJE and sacrifice of OJE have a positive effect on intention to stay; (11) Links of OJE has a negative effect on intention to stay; (12) Fit of OJE has no effect on intention to stay; (13) Resilience and OJE have an indirect effect on the relationship between LMX and intention to stay; (14) Emotional blackmail, resilience, links of OJE, and sacrifice of OJE have an indirect effect on the relationship between LMX and intention to stay. There is limited research exploring the relationship among these constructs, and this study can provide suggestions for companies facing similar issues.
顯示於類別:	[人力資源管理研究所] 博碩士論文

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