1. NCCU Academic Hub
  2. Publications
  3. College of Social Science
  4. Theses
  5. Item

Publications-Theses

Article View/Open

Publication Export

Google ScholarTM

NCCU Library

Citation Infomation

Related Publications in TAIR

題名 組織文化、組織社會化與組織承諾對離職意圖，以人員類別為調節變項─以轉型後的臺灣港務股份有限公司為例
Exploring the Relationship among Organizational Culture, Organizational Socialization, Organizational Commitment and Turnover Intention: Taking Personnel Category as Moderator Variable- The Empirical Study of Taiwan International Ports Corporation, LTD
作者 劉容辰
Liou, Rong Chen
貢獻者 傅凱若
劉容辰
Liou, Rong Chen
關鍵詞 組織文化
組織社會化
組織承諾
離職意圖
新舊人員
Organizational culture
Organizational socialization
Organizational commitment
Turnover intention
Newcomers and senior staff
日期 2018
上傳時間 12-Jun-2018 18:04:07 (UTC+8)
摘要 全球化的衝擊下，我國港埠發展必須透過改變以開創新的契機迎接挑戰。因此，原為公務機關的港務局，於2012年3月經「政企分離」改制為「臺灣港務股份有限公司（TIPC）」，然而，目前港務公司雖已改制，但內部成員仍處新舊人員交替階段，具公務員身分之繼續任用人員（舊人）陸續退休，但新進從業人員（新人）的養成仍需時間，此造成組織人力老化與斷層的嚴重問題。如何有效讓舊人傳承經驗給新人，並培養中間幹部與迅速補充人力，建立資源統合機制為臺灣港務公司需正視的課題。轉型之後，為鞏固公司順利運作與發展，新舊成員們所認知的組織文化型態、組織社會化情形、組織承諾程度，如何影響離職意圖實有探討必要。故本研究實證此四個研究變項的關係，提供臺灣港務公司和相關管理階層，作為落實人力資源管理與預防員工離職行為之參考。
      本研究選定臺灣港務公司之總公司及基隆、臺中、高雄、花蓮四個分公司人員為研究母體，共計回收280份有效問卷，並以SPSS 21與AMOS 21統計軟體針對問卷資料進行「描述性統計、差異性分析、信度與效度、積差相關、驗證性因素分析與多元階層迴歸」等分析方法，以瞭解研究變項彼此關聯與假設驗證，研究結果有以下發現：
     
     一、組織社會化無法有效預測離職意圖。在三種不同型態組織文化與離職意圖上，僅創新型文化有顯著效果，但影響方向相較於先前研究有關組織文化在離職意圖的結果相反。組織承諾與離職意圖達負向顯著影響效果。最後，新人離職意圖確實較舊人高。
     二、在個別的調節作用探討上，新、舊人員在組織社會化、官僚型文化、創新型文化、支持型文化與離職意圖的關係中皆有干擾效果；僅組織承諾對離職意圖無調節效果。
     
      從實證結果本研究得到三項結論，首先，公司成員對臺灣港務公司至今究竟較偏向何種型態的組織文化樣貌亦有不同於以往相關研究之看法，從中公司可藉此反思應如何持續強化或加深成員們對該組織的總體印象。其次，整體而言，公司成員對於公司仍相當具有組織承諾感，亦即當成員愈認同該組織的價值觀、經營模式與建立同仁間感情關係等措施，則愈不易產生離開公司的念頭，並會期望自己能長期留任於公司盡己所能地貢獻與服務。第三，新人無論在組織社會化、以制度規範為基礎的文化、創新型文化、支持型文化等面向，其離職意圖皆低於舊人。
      最後，本研究建議臺灣港務公司應重視新、舊人的離職意圖問題，考量組織文化、組織社會化與組織承諾的重要影響。兩類不同身分成員對離職意圖的差異，針對不同的組織文化型態、組織社會化策略與方案，思考如何提升成員的組織承諾，並研擬相關策略規劃與制定，以使更臻完備。
Due to the impact of globalization, the development of shipping and transportation management in Taiwan’ is necessary to change to create new opportunities. Therefore, the Port Authority was restructuring by separating the division of administration and enterprise operations and transformed into Taiwan International Ports Corporation, LTD (TIPC) on March, 2012. Although the TIPC has been reformed, the members are still in the alternation stage with the old employees and new comers. While the senior staff, who are public servants gradually retire, the new hired employees still need some time to adapt the new environment. In consequence, the work force is getting aging and discrepancy that will result in serious managerial problems to the organization.
      How to effectively cultivate the work environment that allows the newcomers having senior staff experiences, develops the middle level cadres of managers, and establishes the mechanism to integrate resources is very critical issues. It must be addressed squarely by the TIPC. Focusing on the four variables of the organizational culture, organizational socialization, organizational commitment, and the turnover intention, this study examines the relationship among the four variables. The findings provide managerial implications for TIPC to implement human resource management and preventing employees from leaving their jobs.
      The purpose of this study is to explore the associations among organizational culture, organizational socialization, organizational commitment, turnover intention, and the moderation effect of newcomer and senior staff. The participants of this study were employees of TIPC. The total valid sample size was 280. Using SPSS21 and AMOS 21 the data was analyzed by the descriptive statistics analysis, t test, one-way ANOVA, Reliability Analysis and Validity Analysis, Pearson product-moment correlation, Confirmatory Factor Analysis (CFA), and Multiple Hierarchical Regression Analysis.
      Based upon the hierarchical regression analysis, the findings were as follows:
      First, organizational socialization has negatively relationship with turnover intention but no significance. Second, for relationships among the three different types of organizational culture and turnover intention, only innovative culture has positive and significant impact on turnover intention. While bureaucratic culture and supportive culture have negative directions with turnover intention, neither of them show significant magnitudes with the outcome variable. But compared to previous research on the impact of organizational culture and turnover intention, the findings demonstrate the opposite direction. Third, organizational commitment has a negative and significant relationship with turnover intention. Four, the turnover intention of newcomer is indeed higher than senior staff. Finally, there is a moderation effect for newcomers and senior staff to the relationships among organizational socialization, bureaucratic culture, innovative culture, supportive culture and turnover intention. But newcomers and senior staff couldn’t moderate the relationship between organizational commitment and turnover intention.
      From the empirical results of this study, three conclusions are drawn. First, the members of the company have different opinions on the type of organizational culture that is different from previous studies. From this point of view, the TIPC needs to contemplate how to develop and strengthen the overall impression of members on the organization. Second, as a whole, newcomers and senior staff have a high level of organizational commitment to the company. The result indicates that when members can recognize more about the organizational values, business models, and relationships with their cohorts, the less likely that they will leave the company. In other words, employees can stay longer and contribute more for the company.. Third, when it comes to organizational socialization, institution-based culture, innovative culture, and supportive culture, those newcomers are less likely to leave their jobs than senior staff.
      Our suggestions of this study are as below:
     1. TIPC should pay more attention to the issue of newcomers’ and senior staff’s turnover intention and consider the important influence of organizational culture, organizational socialization and organizational commitment.
     2. In terms of this study, we look forward to providing enterprises with a reference of how to focus on different types of personnel category (e.g., newcomers vs. senior staff) about the problem of turnover intention. The differences between the two types of personnel category regarding their turnover intention are based on different organizational culture patterns, strategies and plans for organizing socialization. TIPC should also think about how to enhance the organizational commitment of their members, and design relevant strategies to make its strategic plan more comprehensive.
參考文獻 丁虹（1987）。企業文化與組織承諾之關係研究。國立政治大學企業管理學系博士論文，未出版，台北。
     中華民國交通部性別統計專區（2017）。交通部及所屬機關（構）正式編制內職員按年齡及性別分、教育程度及性別分、官等及性別分，2017年10月20日，取自：https://www.motc.gov.tw/ch/home.jsp?id=62&parentpath=0%2C6&mcustomize=statistics103_treeclass.jsp。
     吳明隆（2007）。結構方程模式─AMOS的操作與應用（初版）。台北：五南。
     吳明隆（2014）。論文寫作與量化研究（四版）。台北：五南。
     吳知賢（1994）。組織文化剖析。研考雙月刊，18（2），45-60。
     吳焰修（1987）。組織文化之研究—理論與應用之探討。國立政治大學公共行政研究所碩士論文，未出版，台北。
     吳萬益、林志成、傅貞夙（2006）。領導型態與組織文化對組織承諾與組織績效影響之研究－以臺灣不同國籍製藥廠為例。企業管理學報，71，35-76。
     呂育誠（1998）。論組織文化在組織變革過程中的定位與管理者的因應策略。中國行政評論，8（1），65-84。
     李佳逸、高煌彥、余坤東、林宜真、諸承明（2014）。新進員工社會化與工作鑲嵌、離職意願之關聯探討─以臺灣海運業為例。航運季刊，23（3），25-45。
     李風輝（2012）。承諾型人力資源管理措施在組織承諾、知識分享、心理契約及授權領導之影響下，對臺灣高科技產業創新績效之影響。國立成功大學博士論文，未出版，台南。
     周吟穗（2010）。行政院組織再造中員工組織變革認知對組織承諾之影響─以內政部營建署為例。國立政治大學公共行政學系碩士論文，未出版，台北。
     林秀雲（譯）（2013）。社會科學研究方法（二版）（Earl Babbie原著）。台北：新加坡商聖智學習。
     林孟彥、林均妍（譯）（2011）。管理學（十版）（Robbin, S. P., & Coulter, M原著）。台北：華泰文化。
     林朝夫（2000）。縣市政府教育局組織文化與組織效能關係之研究。臺灣師範大學教育學研究所碩士論文，未出版，台北。
     邱皓政（2005）。量化研究法（二）統計原理與分析技術：SPSS中文視窗板操作實務詳析（初版）。台北：雙葉書廊。
     范熾文（2007）。教師組織承諾：概念、發展、類別及其啟示。學校行政雙月刊，50，128-144。
     唐曉霙（2012）。公務機關主管領導風格、工作滿意度對組織承諾影響之探討。T&D飛訊，139，1-25。
     孫少峰（1988）。離職模式之比較研究─以護理人員為例。國立臺灣大學心理學研究所碩士論文，未出版，台北。
     桃園國際機場股份有限公司（2017）。公司介紹-發展進程。2017年10月12日，取自：http://www.taoyuanairport.com.tw/company_ch/history。
     郭秀鳳（2010）。認知投資員工成長對員工離職意圖關係之研究─以程序正義為干擾因素。國立臺北大學企業管理學系碩士論文，未出版，新北。
     翁招玉（2010）。成人教育志工工作價值、工作投入、工作滿足與組織承諾關係之研究。國立中正大學成人及繼續教育所博士論文，未出版，嘉義。
     張火燦、紀乃文（2006）。護理人員組織承諾與專業承諾多元構面交互作用對離職傾向與離業傾向的影響：離職傾向與離業傾向的中介效果。人力資源管理學報，6（2），111-133。
     張火燦、謝廷豪、劉嘉雯（2007）。員工工作滿意、組織承諾與離職意圖關係的統合分析修正模式。臺灣管理學刊，7（1），25-41。
     張宦民（2009）。組織文化、領導型態、員工工作價值觀與知識分享關聯性之研究－以TY電纜集團跨國母子公司為例。長榮大學經營管理研究所博士論文，未出版，台南。
     梁志強（2013）。教師人格特質與組織文化對教師離職傾向之影響關係之研究-以華仁獨立中學為例。樹德科技大學經營管理研究所碩士論文，未出版，高雄。
     許湘靈（2018）。主管領導型態、組織文化及薪資滿意度對員工離職傾向影響之研究。淡江大學企業管理系碩士在職專班碩士論文，未出版，新北。
     許嘉政、林榮俊、李宗鴻、陳煜清、陳學賢、徐欽祥、陳郁汝、盧玉琴、林玲吟、王宏彰（譯） （2010）。組織文化與領導（二版）。台北：五南。
     陳啟南（2015）。國營企業從業人員離職傾向之探討─以T公司為例。國立中央大學企業管理學系碩士在職專班碩士論文，未出版，桃園。
     陳順宇（2005）。多變量分析（四版）。台北：華泰文化。
     陳慧芬（1998）。組織文化的意義與功能。台中師院學報，12，1-22。
     黃弘欣（2004）。組織文化對員工之工作滿足與離職傾向之研究─以企業購併後之台北某銀行為例。淡江大學管理科學研究所碩士論文，未出版，新北。
     黃正雄（2006）。購併後變革活動、組織正義與員工態度。人力資源管理學報，6(3)，1-21。
     黃賀（2013）。組織行為：影響力的形成與發揮（二版）。新北：前程文化。
     黃錦屏（2014）。工作滿足、組織承諾與離職意圖之研究─以港務公司為例。國立中山大學企業管理學系碩士論文，未出版，高雄。
     臺灣港務股份有限公司（2015）。104年度企業社會責任報告書，2017年8月5日，取自：http://www.twport.com.tw/chinese/cp.aspx?n=C12F0154269359A2。
     臺灣港務股份有限公司（2016）。106年度企業社會責任報告書，2018年1月18日，取自：https://www.twport.com.tw/chinese/cp.aspx?n=C12F0154269359A2。
     臺灣港務股份有限公司（2016）。公司簡介發展定位，2017年4月13日，取自：http://www.twport.com.tw/chinese/cp.aspx?n=4A3667A47501BD3D。
     臺灣港務股份有限公司（2017）。獎學實習就業計畫，2017年12月20日，取自：https://www.twport.com.tw/chinese/CP.aspx?n=2B260E1D35EEBFFC&s=E32C8ED9F5B537DC。
     臺灣港務股份有限公司（2018）。公司治理-內部稽核與內部控制，2018年4月26日，取自：https://www.twport.com.tw/chinese/cp.aspx?n=8081BA357B131BD8。
     臺灣港務股份有限公司（2018）。以水為師，引領港群─訪臺灣港務公司董事長吳宏謀，2018年4月30日，取自：https://www.epaper.twport.com.tw/?act=epaper&cmd=detail&ad_id=20180210011&ad_gd_id=20170524001&ad_gd_id2=。
     臺灣港務股份有限公司（2018）真誠合作　跳脫框架求創新─訪臺灣港務公司總經理郭添貴，2018年4月30日，取自，https://www.epaper.twport.com.tw/?act=epaper&cmd=detail&ad_id=20180210012&ad_gd_id=20170524001&ad_gd_id2=。
     趙明玲、邢鴻君、陳靜香、張淑敏（2010）。領導型態、工作滿意度、組織承諾與離職意願之相關性研究。醫務管理期刊，11（4），297-310。
     劉莉蘭（1994）。員工分紅入股滿意度、組織投注與離職意向關係之研究。國立中正大學勞工研究所碩士論文，未出版，嘉義。
     劉自強、盧文民、張麗嬌（2012）。組織成員的變革認知、工作滿意度、領導風格 與離職傾向之關聯性研究－ 以中山科學研究院轉型行政法人為例。北商學報，（21），21-48。
     樊景立（1976）。紡織廠女作業員離職行為之研究。國立政治大學企業管理研所碩士論文，未出版，台北。
     潘扶德（1994）。縣市教育局組織文化與成員工作滿足感關係之研究。國立政治大學教育研究所碩士論文，未出版，台北。
     潘東傑（譯）（2006）。Mind Set！奈思比11個未來定見（John Naisbitt原著）。台北：天下文化。
     鄭彩鳳、吳慧君（2006）。主管家長式領導與行政人員自我效能、組織承諾及工作滿意度關係之研究：結構方程模式之應用。教育與心理研究，29（1），47-75。
     蕭丁訓（2015）。跨過崎嶇創高峰─臺灣港務公司。船舶與海運通訊，134，1-3。
     賴明政（2004）。企業倫理行為、組織承諾、工作滿足與組織公民行為關係之研究。企業管理學報，60，31-60。
     謝安田、李培龍（2003）。金融服務業特性對績效獎金與離職傾向關係之干擾效果。文大商管學報，8（1），1-20。
     藍偉峰（2003）。領導風格、組織文化、工作滿足與離職傾向之關係研究─以技職院校教師為研究對象。國立成功大學企業管理研究所碩士論文，未出版，台南。
     顏忠漢（2009）。員工組織承諾、工作滿意度與離職傾向之關聯性研究—以臺北市健康服務中心為例。國立臺灣大學公共衛生學院醫療機構管理研究所碩士論文，未出版，台北。
     蘇琪婷（2007）。組織文化、知識特性、知識移轉與組織創新績效之聯性分析。國立高雄師範大學人力與知識管理研究所碩士論文，未出版，高雄。
     Ansoff, H. I. (1979). Strategic management. London: McCmillan.
     Allen, N. J., & J. Meyer (1990). The measurement and antecedents of Affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
     Allen, N., & J. Meyer (1990). Organizational socialization tactics: A longitudinal analysis of links to newcomer commitment and role orientation. Academy of Management Journal, 33(4), 847-858.
     Adkins, C. L. (1995). Previous work experience and organizational socialization: A longitudinal examination. Academy of management Journal, 38(3), 839-862.
     Ashforth, B. E., & A. M. Saks (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39(1), 149-178.
     Ashforth, B. E., D. M. Sluss & A. M. Saks (2007). Socialization tactics, proactive behavior, and newcomer learning: integrating socialization models. Journal of Vocational Behavior, 70(3), 447-462.
     Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32-40.
     Bauer, T. N., T. Bodner., B. Erdogan., D. M. Truxillo., & J. S. Tucker (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707-721.
     Baron, R. M., & D. A. Kenny (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.
     Blau, G. J., & K. B. Boal (1987). Conceptualising how job involvement and organizational commitment affect turnover and absenteeism. Academy of Management Review, 12(2), 288-300.
     Carsten, J. M., & P. E. Spector (1987). Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky Model. Journal of Applied Psychology, 72(3), 374-381.
     Chao, G. T., A. M. O’Leray-Kelly., S. Wolf., H. J. Klein., & P. D. Gardner (1994). Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79(5), 730-743.
     Cameron, K. S., & R. E. Quinn (1999). Diagnosing and changing organizational culture: Based on the competing values framework. Mass.: Addison-Wesley.
     Chang, E. (1999). Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257-1278.
     Cooper-Thomas, H. D., A. Van Vianen., & N. Anderson (2004). Changes in person-organization fit: The impact of socialization tactics on perceived and actual P-O fit. European Journal of Work and Organizational Psychology, 13(1), 52-78.
     Cooper‐Thomas, H. D., & N. Anderson (2006). Organizational socialization: A new theoretical model and recommendations for future research and HRM practices in organizations. Journal of managerial psychology, 21(5), 492-516.
     Deal, T. E., & A. A. Kennedy (1982). Corporate cultures: the rites and rituals of corporate life. Reading, Mass.: Addison-Wesley.
     Denison, D. R. (1990). Corporate culture and organizational effectiveness. New York: John Wiley & Sons.
     Evans, J., & F. T. Mavondo (2002). Psychic distance and organizational performance: An empirical examination of international retailing operation. Journal of International Business Studies, 33(3)，515-532.
     Feldman, D. C. (1976). A contingency theory of socialization. Administrative Science Quarterly, 21(3), 433-452.
     Feldman, D. C. (1981). The multiple socialization of organization members. Academy of Management Review, 6(2), 309-318.
     Fisher, C. D. (1986). Organizational socialization: An integrative review. Research in Personnel and Human Resource Management, 4, 101-145.
     Fiol, C. M. (1989). A semiotic analysis of corporate language: Organizational boundaries and joint venturing. Administrative Science Quarterly, 34(2), 277-303.
     Furnham, A. & B. Gunter (1993). Corporate assessment: Auditing a company’s personality. Routledge, London.
     Farber, H. S. (1994). The analysis of interfirm worker mobility. Journal of Labor Economics, 12(4), 554-593.
     Farh, J. L., A. S. Tsui., K. Xin., & B. S. Cheng (1998). The influence of relational demography and guanxi: the Chinese case. Organization Science, 9(4), 471-488.
     Fogarty, T. J. (2000). Socialization and organizational outcomes in large public accounting firms. Journal of Managerial Issues, 12(1), 13-33.
     Filstad, C. (2004). How newcomers use role models in organizational socialization. Journal of Workplace Learning, 16(7), 396-409.
     Guralnik , D. B. (1971). The webster`s new world dictionary of the American language. NJ: Prentice Hall.
     Griffeth, R. W., & P. W. Hom (2001). Retaining valued employees. Thousand Oaks, CA: Sage.
     Goodman, E. A., R. F. Zammuto, & B. D. Gifford (2001). The competing values framework: Understanding the impact of organizational commitment. Organization Development Journal, 19(3), 58-68.
     George, D., & P. Mallery (2003). SPSS for Windows Step by step: A Simple Guide and Reference. 11.0 Update (4th Ed.). Boston: Allyn & Bacon.
     Griffeth, R. W., R. P. Steel., D. G. Allen., & N. Bryan (2005). The development of a multidimensional measure of job market cognitions: The employment opportunity index (EOI). Journal of Applied Psychology, 90(2), 335-349.
     Harris, B., & A. Mossholder (1996). The affective implications of perceived congruence with culture dimensions during organizational transformation. Journal of Management, 22(4), 527-547.
     Hart, Z. P., V. D. Miller., & J. R. Johnson (2003). Socialization, resocialization, and communication relationships in the context of an organizational change. Communication Studies, 54(4), 483-495.
     Haueter, J. A., T. H. Macan., & J. Winter (2003). Measurement of newcomer socialization: construct validation of a multidimensional scale. Journal of Vocational Behavior, 63(1), 20-39.
     Ingram, T. N., & K. S. Lee (1990). Sales force commitment and turnover. Industrial Marketing Management, 19(2), 149-154.
     Igbaria, M. & J. H. Greenhaus (1992). Determinants of MIS Employees’ turnover intentions: A structural equation model. Communications of the ACM, 35(2), 35-49.
     Kanter, R. M. (1968). Commitment and social organization: a study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517.
     Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31-36.
     Kraut, A. I. (1975). Predicting turnover of employees from measured job attitudes. Organizational behavior and human performance, 13(2), 233-243.
     King, R. C., & V. Sethi (1998). The impact of socialization on the role adjustment of information systems professionals. Journal of Management Information Systems, 14(4), 195-217.
     Kim, T. Y., D. M. Cable., & S. P. Kim (2005).Socialization tactics, employee proactivity, and person-organization fit. Journal of Applied Psychology, 90(2), 232-241.
     Kammeyer-Mueller, J. D., C. R. Wanberg., T. M. Glomb, & D. Ahlburg (2005). The role of temporal shifts in turnover processes: It`s about time. Journal of Applied Psychology, 90(4), 644-658.
     Louis, M. R. (1980). Surprise and sense making: What newcomers experience in entering unfamiliar organizational setting. Administrative Science Quarterly, 25(2), 226-251.
     Lueke, S. B. & D. J. Svyantek (2000). Organizational socialization in the host country: The missing link in reducing expatriate turnover. The international Journal of Organizational Analysis, 8(4), 380-400.
     Mobley, W. H. (1977). Intermediate linkages in the relationship between Job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
     Mobley, W. H., S. O. Horner., & A. T. Hollingsworth (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
     Miller, H. E., & R. Katerberg (1979). Evaluation of the Mobley, and Hollingsworth model and employee turnover. Journal of Applied Psychology, 64(5), 509-515.
     Mobley, W. H., R. W. Griffeth., H. H. Hand, & B. M. Meglino (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
     Morris, J. H., & J. D. Sherman (1981). Generalizability of an organizational commitment model. Academy of Management Journal, 24(3), 512-526.
     Mowday, R. T., L.W. Porter., & R. M. Steers (1982). Employee organization linkage. New York: Academic Press.
     Meyer, A. D. (1982). Adapting to environmental jolts. Administrative science quarterly, 27(4), 515-537.
     Michaels, C. E., & P. E. Spector (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of applied psychology, 67(1), 53-59.
     Mathieu, J. E., & D. M. Zajac (1990). A review and Meta-Analysis of the antecedents correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
     Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-98.
     McNeilly, K. M., & F. A. Russ (1992). The moderating effect of sales force performance on relationships involving antecedents of turnover. Journal of Personal Selling & Sales Management, 12(1), 9-20.
     Morrison, E. W. (1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36(3), 557-589.
     Meyer, J. P., D. J. Stanley., L. Herscovith., & L. Topolnytsky (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
     Meyer, J. P., & N. M. Parfyonova (2010). Normative commitment in the workplace: A theoretical analysis and re-conceptualization. Human Resources Management Review, 20(4), 283-294.
     Nunnally, J. C. (1978). Psychometric Theory (2nd Ed.). New York: McGraw Hill.
     O`Reilly, C. A., J. Chatman., & D. F. Caldwell (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
     Ostroff, C., & S. W. J. Kozlowski (1992). Organization socialization as a learning process: The role of information acquisition. Personnel Psychology, 45(4), 849-874.
     Poter, L. W., R. M. Steers., R. T. Mowday., & P. V. Boulian (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
     Parker, R. J. & J. M. Kohlmeyer (2005). Organizational justice and turnover in public accounting firms: A research note. Accounting, Organizations and Society, 30(4), 357-369.
     Reichers, A. E. (1985). A review and reconceptualization of organizational Commitment. Academy of Management Review, 10(3), 465-476.
     Randall, D. M. (1987). Commitment and the organization: The organization man revisited. Academy of management review, 12(3), 460-471.
     Robbins, S. P. (1995). Organizational behavior (6th Ed.). NJ: Prentice Hall.
     Robbins, S. P. (2001). Organization behavior (9th Ed.). NJ.: Prentice Hall.
     Schein, E. H. (1968). Organizational socialization and the profession of management. Industrial Management Review, 9(2), 1-16.
     Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
     Staw, B. M. (1977). Commitment to a policy decision: A multi-theoretical perspective. Administrative Science Quarterly, 23(1), 40-64.
     Stevens, J. M., J. M. Beyer., & H. M. Trice (1978). Assessing personal, role, and organizational predictor of managerial commitment. Academy of Management Journal, 21(3), 380-396.
     Schein, E. H. (1983). The role of the founder in creating organizational culture. Organizational Dynamics, 12(1), 13-28.
     Schein, E. H. (1985). Organizational Culture and Leadership (3rd Ed.). San Francisco: Jossey-Bass.
     Siehl, C. & Martin, J. (1987). The role of symbolic management: How can manager effectively transmit organizational culture? In J. M. Shafritz & J. S. Ott (Eds.). Classics of organizational theory. Chicago, III, : The Dorsey Press.
     Schein, E. H. (1992). Organizational culture and leadership (2nd Ed.). San Francisco: Jossey-Bass.
     Saks, A. M., & B. E. Ashforth (1997). Organizational socialization: making sense of the past and present as a prologue for the future. Journal of Vocational Behavior, 51(2), 234-279.
     Schabracq, M., & C. Cooper (1998). Toward a phenomenological framework for the study of work and organizational stress. Human Relation, 51(5), 625-648.
     Tett, R. P., & J. P. Meyer (1993). Job satisfaction, organization commitment, turnover intention, and turnover: Path analyses based on meta- analytic findings. Personal Psychology, 46(2), 259-293.
     Taormina, R. J. (1994). The organizational socialization inventory. International Journal of selection and assessment, 2(3), 133-145.
     Taormina, R. J. (1997). Organizational socialization: A multidomain, continuous process model. International Journal of Selection and Assessment, 5(1), 29-47.
     Taormina, R. J. (2004). Convergent validation of two measures of organizational socialization. The International Journal of Human Resource Management, 15(1), 76-94.
     Van Mannen, J. (1975). Police socialization: a longitudinal examination of job attitudes in an urban police department. Administrative Science Quarterly, 20(2), 207-228.
     Van Maanen, J. (1976). Breaking in: socialization to work. In R. Dubin (Ed.). Handbook or work, organization and society. Chicago: Rand McNally.
     Van Maanen, J. (1978). People processing: strategies of organizational socialization. Organizational Dynamics, 7(1), 18-36.
     Van Maanen, J., & E. H. Schein (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), Research in organizational behavior, 1, 209-264.
     Vandenberghe C. (1999). Organizational Culture, Person-Culture Fit, and Turnover: A Replication in the Health CareIndustry. Journal of Organizational Behavior, 20(2), 175-184.
     Whyte, W. (1956). The organization man. New York : Simon and Schuster.
     Wanous, J. P., S. A. Stumpf, & H. Bedrosiam (1979). Job survival of new employee. Personnel Psychology, 32(4), 651-662.
     Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418-428.
     Wallach, E. J. (1983). Individuals and organizations: the cultural match. Training and development journal, 37(2), 29-36.
     Werbel, J. D. & S. Gould (1984). A comparison of the relationship of commitment to turnover in recent hires and tenured employees. Journal of Applied Psychology, 69(4), 687-690.
     Williams, L. J., & Hazer, J. T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71(2), 219-231.
描述 碩士
國立政治大學
公共行政學系
104256005
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0104256005
資料類型 thesis
dc.contributor.advisor 傅凱若zh_TW
dc.contributor.author (Authors) 劉容辰zh_TW
dc.contributor.author (Authors) Liou, Rong Chenen_US
dc.creator (作者) 劉容辰zh_TW
dc.creator (作者) Liou, Rong Chenen_US
dc.date (日期) 2018en_US
dc.date.accessioned 12-Jun-2018 18:04:07 (UTC+8)-
dc.date.available 12-Jun-2018 18:04:07 (UTC+8)-
dc.date.issued (上傳時間) 12-Jun-2018 18:04:07 (UTC+8)-
dc.identifier (Other Identifiers) G0104256005en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/117660-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 公共行政學系zh_TW
dc.description (描述) 104256005zh_TW
dc.description.abstract (摘要) 全球化的衝擊下，我國港埠發展必須透過改變以開創新的契機迎接挑戰。因此，原為公務機關的港務局，於2012年3月經「政企分離」改制為「臺灣港務股份有限公司（TIPC）」，然而，目前港務公司雖已改制，但內部成員仍處新舊人員交替階段，具公務員身分之繼續任用人員（舊人）陸續退休，但新進從業人員（新人）的養成仍需時間，此造成組織人力老化與斷層的嚴重問題。如何有效讓舊人傳承經驗給新人，並培養中間幹部與迅速補充人力，建立資源統合機制為臺灣港務公司需正視的課題。轉型之後，為鞏固公司順利運作與發展，新舊成員們所認知的組織文化型態、組織社會化情形、組織承諾程度，如何影響離職意圖實有探討必要。故本研究實證此四個研究變項的關係，提供臺灣港務公司和相關管理階層，作為落實人力資源管理與預防員工離職行為之參考。
      本研究選定臺灣港務公司之總公司及基隆、臺中、高雄、花蓮四個分公司人員為研究母體，共計回收280份有效問卷，並以SPSS 21與AMOS 21統計軟體針對問卷資料進行「描述性統計、差異性分析、信度與效度、積差相關、驗證性因素分析與多元階層迴歸」等分析方法，以瞭解研究變項彼此關聯與假設驗證，研究結果有以下發現：
     
     一、組織社會化無法有效預測離職意圖。在三種不同型態組織文化與離職意圖上，僅創新型文化有顯著效果，但影響方向相較於先前研究有關組織文化在離職意圖的結果相反。組織承諾與離職意圖達負向顯著影響效果。最後，新人離職意圖確實較舊人高。
     二、在個別的調節作用探討上，新、舊人員在組織社會化、官僚型文化、創新型文化、支持型文化與離職意圖的關係中皆有干擾效果；僅組織承諾對離職意圖無調節效果。
     
      從實證結果本研究得到三項結論，首先，公司成員對臺灣港務公司至今究竟較偏向何種型態的組織文化樣貌亦有不同於以往相關研究之看法，從中公司可藉此反思應如何持續強化或加深成員們對該組織的總體印象。其次，整體而言，公司成員對於公司仍相當具有組織承諾感，亦即當成員愈認同該組織的價值觀、經營模式與建立同仁間感情關係等措施，則愈不易產生離開公司的念頭，並會期望自己能長期留任於公司盡己所能地貢獻與服務。第三，新人無論在組織社會化、以制度規範為基礎的文化、創新型文化、支持型文化等面向，其離職意圖皆低於舊人。
      最後，本研究建議臺灣港務公司應重視新、舊人的離職意圖問題，考量組織文化、組織社會化與組織承諾的重要影響。兩類不同身分成員對離職意圖的差異，針對不同的組織文化型態、組織社會化策略與方案，思考如何提升成員的組織承諾，並研擬相關策略規劃與制定，以使更臻完備。		zh_TW
dc.description.abstract (摘要) Due to the impact of globalization, the development of shipping and transportation management in Taiwan’ is necessary to change to create new opportunities. Therefore, the Port Authority was restructuring by separating the division of administration and enterprise operations and transformed into Taiwan International Ports Corporation, LTD (TIPC) on March, 2012. Although the TIPC has been reformed, the members are still in the alternation stage with the old employees and new comers. While the senior staff, who are public servants gradually retire, the new hired employees still need some time to adapt the new environment. In consequence, the work force is getting aging and discrepancy that will result in serious managerial problems to the organization.
      How to effectively cultivate the work environment that allows the newcomers having senior staff experiences, develops the middle level cadres of managers, and establishes the mechanism to integrate resources is very critical issues. It must be addressed squarely by the TIPC. Focusing on the four variables of the organizational culture, organizational socialization, organizational commitment, and the turnover intention, this study examines the relationship among the four variables. The findings provide managerial implications for TIPC to implement human resource management and preventing employees from leaving their jobs.
      The purpose of this study is to explore the associations among organizational culture, organizational socialization, organizational commitment, turnover intention, and the moderation effect of newcomer and senior staff. The participants of this study were employees of TIPC. The total valid sample size was 280. Using SPSS21 and AMOS 21 the data was analyzed by the descriptive statistics analysis, t test, one-way ANOVA, Reliability Analysis and Validity Analysis, Pearson product-moment correlation, Confirmatory Factor Analysis (CFA), and Multiple Hierarchical Regression Analysis.
      Based upon the hierarchical regression analysis, the findings were as follows:
      First, organizational socialization has negatively relationship with turnover intention but no significance. Second, for relationships among the three different types of organizational culture and turnover intention, only innovative culture has positive and significant impact on turnover intention. While bureaucratic culture and supportive culture have negative directions with turnover intention, neither of them show significant magnitudes with the outcome variable. But compared to previous research on the impact of organizational culture and turnover intention, the findings demonstrate the opposite direction. Third, organizational commitment has a negative and significant relationship with turnover intention. Four, the turnover intention of newcomer is indeed higher than senior staff. Finally, there is a moderation effect for newcomers and senior staff to the relationships among organizational socialization, bureaucratic culture, innovative culture, supportive culture and turnover intention. But newcomers and senior staff couldn’t moderate the relationship between organizational commitment and turnover intention.
      From the empirical results of this study, three conclusions are drawn. First, the members of the company have different opinions on the type of organizational culture that is different from previous studies. From this point of view, the TIPC needs to contemplate how to develop and strengthen the overall impression of members on the organization. Second, as a whole, newcomers and senior staff have a high level of organizational commitment to the company. The result indicates that when members can recognize more about the organizational values, business models, and relationships with their cohorts, the less likely that they will leave the company. In other words, employees can stay longer and contribute more for the company.. Third, when it comes to organizational socialization, institution-based culture, innovative culture, and supportive culture, those newcomers are less likely to leave their jobs than senior staff.
      Our suggestions of this study are as below:
     1. TIPC should pay more attention to the issue of newcomers’ and senior staff’s turnover intention and consider the important influence of organizational culture, organizational socialization and organizational commitment.
     2. In terms of this study, we look forward to providing enterprises with a reference of how to focus on different types of personnel category (e.g., newcomers vs. senior staff) about the problem of turnover intention. The differences between the two types of personnel category regarding their turnover intention are based on different organizational culture patterns, strategies and plans for organizing socialization. TIPC should also think about how to enhance the organizational commitment of their members, and design relevant strategies to make its strategic plan more comprehensive.		en_US
dc.description.tableofcontents 目 次 I
     表 次 II
     圖 次 IV
     第一章　緒論 1
     第一節 研究背景與動機 1
     第二節 研究目的與研究問題 6
     第三節 研究流程 7
     第四節 研究範圍 8
     第二章　文獻探討 10
     第一節 組織文化 10
     第二節 組織社會化 21
     第三節 組織承諾 32
     第四節 離職意圖 47
     第三章　研究設計與方法 60
     第一節 個案背景介紹 60
     第二節 研究假設與研究架構 64
     第三節 研究變項之操作型定義與問卷設計衡量工具 70
     第四節 專家效度、問卷預試與資料蒐集過程 79
     第五節 研究對象、研究範圍與抽樣方式 80
     第六節 資料理與分析方法 81
     第四章　資料結果分析 85
     第一節 前測問卷結果分析 85
     第二節 正式問卷結果分析 88
     第五章 結論與建議 150
     第一節 研究結論 151
     第二節 研究建議 164
     參考文獻 169
     中文部分 169
     英文部分 174
     附錄 183
     附錄一 專家效度問卷 183
     附錄二 正式問卷 193
     附錄三 臺灣港務公司母體與抽樣人數統計 198
     附錄四 交通部所屬機關（構）─臺灣港務公司正式編制內職員按年齡及性別分、教育程度及性別分、官等及性別分 199		zh_TW
dc.format.extent 4178507 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0104256005en_US
dc.subject (關鍵詞) 組織文化zh_TW
dc.subject (關鍵詞) 組織社會化zh_TW
dc.subject (關鍵詞) 組織承諾zh_TW
dc.subject (關鍵詞) 離職意圖zh_TW
dc.subject (關鍵詞) 新舊人員zh_TW
dc.subject (關鍵詞) Organizational cultureen_US
dc.subject (關鍵詞) Organizational socializationen_US
dc.subject (關鍵詞) Organizational commitmenten_US
dc.subject (關鍵詞) Turnover intentionen_US
dc.subject (關鍵詞) Newcomers and senior staffen_US
dc.title (題名) 組織文化、組織社會化與組織承諾對離職意圖，以人員類別為調節變項─以轉型後的臺灣港務股份有限公司為例zh_TW
dc.title (題名) Exploring the Relationship among Organizational Culture, Organizational Socialization, Organizational Commitment and Turnover Intention: Taking Personnel Category as Moderator Variable- The Empirical Study of Taiwan International Ports Corporation, LTDen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 丁虹（1987）。企業文化與組織承諾之關係研究。國立政治大學企業管理學系博士論文，未出版，台北。
     中華民國交通部性別統計專區（2017）。交通部及所屬機關（構）正式編制內職員按年齡及性別分、教育程度及性別分、官等及性別分，2017年10月20日，取自：https://www.motc.gov.tw/ch/home.jsp?id=62&parentpath=0%2C6&mcustomize=statistics103_treeclass.jsp。
     吳明隆（2007）。結構方程模式─AMOS的操作與應用（初版）。台北：五南。
     吳明隆（2014）。論文寫作與量化研究（四版）。台北：五南。
     吳知賢（1994）。組織文化剖析。研考雙月刊，18（2），45-60。
     吳焰修（1987）。組織文化之研究—理論與應用之探討。國立政治大學公共行政研究所碩士論文，未出版，台北。
     吳萬益、林志成、傅貞夙（2006）。領導型態與組織文化對組織承諾與組織績效影響之研究－以臺灣不同國籍製藥廠為例。企業管理學報，71，35-76。
     呂育誠（1998）。論組織文化在組織變革過程中的定位與管理者的因應策略。中國行政評論，8（1），65-84。
     李佳逸、高煌彥、余坤東、林宜真、諸承明（2014）。新進員工社會化與工作鑲嵌、離職意願之關聯探討─以臺灣海運業為例。航運季刊，23（3），25-45。
     李風輝（2012）。承諾型人力資源管理措施在組織承諾、知識分享、心理契約及授權領導之影響下，對臺灣高科技產業創新績效之影響。國立成功大學博士論文，未出版，台南。
     周吟穗（2010）。行政院組織再造中員工組織變革認知對組織承諾之影響─以內政部營建署為例。國立政治大學公共行政學系碩士論文，未出版，台北。
     林秀雲（譯）（2013）。社會科學研究方法（二版）（Earl Babbie原著）。台北：新加坡商聖智學習。
     林孟彥、林均妍（譯）（2011）。管理學（十版）（Robbin, S. P., & Coulter, M原著）。台北：華泰文化。
     林朝夫（2000）。縣市政府教育局組織文化與組織效能關係之研究。臺灣師範大學教育學研究所碩士論文，未出版，台北。
     邱皓政（2005）。量化研究法（二）統計原理與分析技術：SPSS中文視窗板操作實務詳析（初版）。台北：雙葉書廊。
     范熾文（2007）。教師組織承諾：概念、發展、類別及其啟示。學校行政雙月刊，50，128-144。
     唐曉霙（2012）。公務機關主管領導風格、工作滿意度對組織承諾影響之探討。T&D飛訊，139，1-25。
     孫少峰（1988）。離職模式之比較研究─以護理人員為例。國立臺灣大學心理學研究所碩士論文，未出版，台北。
     桃園國際機場股份有限公司（2017）。公司介紹-發展進程。2017年10月12日，取自：http://www.taoyuanairport.com.tw/company_ch/history。
     郭秀鳳（2010）。認知投資員工成長對員工離職意圖關係之研究─以程序正義為干擾因素。國立臺北大學企業管理學系碩士論文，未出版，新北。
     翁招玉（2010）。成人教育志工工作價值、工作投入、工作滿足與組織承諾關係之研究。國立中正大學成人及繼續教育所博士論文，未出版，嘉義。
     張火燦、紀乃文（2006）。護理人員組織承諾與專業承諾多元構面交互作用對離職傾向與離業傾向的影響：離職傾向與離業傾向的中介效果。人力資源管理學報，6（2），111-133。
     張火燦、謝廷豪、劉嘉雯（2007）。員工工作滿意、組織承諾與離職意圖關係的統合分析修正模式。臺灣管理學刊，7（1），25-41。
     張宦民（2009）。組織文化、領導型態、員工工作價值觀與知識分享關聯性之研究－以TY電纜集團跨國母子公司為例。長榮大學經營管理研究所博士論文，未出版，台南。
     梁志強（2013）。教師人格特質與組織文化對教師離職傾向之影響關係之研究-以華仁獨立中學為例。樹德科技大學經營管理研究所碩士論文，未出版，高雄。
     許湘靈（2018）。主管領導型態、組織文化及薪資滿意度對員工離職傾向影響之研究。淡江大學企業管理系碩士在職專班碩士論文，未出版，新北。
     許嘉政、林榮俊、李宗鴻、陳煜清、陳學賢、徐欽祥、陳郁汝、盧玉琴、林玲吟、王宏彰（譯） （2010）。組織文化與領導（二版）。台北：五南。
     陳啟南（2015）。國營企業從業人員離職傾向之探討─以T公司為例。國立中央大學企業管理學系碩士在職專班碩士論文，未出版，桃園。
     陳順宇（2005）。多變量分析（四版）。台北：華泰文化。
     陳慧芬（1998）。組織文化的意義與功能。台中師院學報，12，1-22。
     黃弘欣（2004）。組織文化對員工之工作滿足與離職傾向之研究─以企業購併後之台北某銀行為例。淡江大學管理科學研究所碩士論文，未出版，新北。
     黃正雄（2006）。購併後變革活動、組織正義與員工態度。人力資源管理學報，6(3)，1-21。
     黃賀（2013）。組織行為：影響力的形成與發揮（二版）。新北：前程文化。
     黃錦屏（2014）。工作滿足、組織承諾與離職意圖之研究─以港務公司為例。國立中山大學企業管理學系碩士論文，未出版，高雄。
     臺灣港務股份有限公司（2015）。104年度企業社會責任報告書，2017年8月5日，取自：http://www.twport.com.tw/chinese/cp.aspx?n=C12F0154269359A2。
     臺灣港務股份有限公司（2016）。106年度企業社會責任報告書，2018年1月18日，取自：https://www.twport.com.tw/chinese/cp.aspx?n=C12F0154269359A2。
     臺灣港務股份有限公司（2016）。公司簡介發展定位，2017年4月13日，取自：http://www.twport.com.tw/chinese/cp.aspx?n=4A3667A47501BD3D。
     臺灣港務股份有限公司（2017）。獎學實習就業計畫，2017年12月20日，取自：https://www.twport.com.tw/chinese/CP.aspx?n=2B260E1D35EEBFFC&s=E32C8ED9F5B537DC。
     臺灣港務股份有限公司（2018）。公司治理-內部稽核與內部控制，2018年4月26日，取自：https://www.twport.com.tw/chinese/cp.aspx?n=8081BA357B131BD8。
     臺灣港務股份有限公司（2018）。以水為師，引領港群─訪臺灣港務公司董事長吳宏謀，2018年4月30日，取自：https://www.epaper.twport.com.tw/?act=epaper&cmd=detail&ad_id=20180210011&ad_gd_id=20170524001&ad_gd_id2=。
     臺灣港務股份有限公司（2018）真誠合作　跳脫框架求創新─訪臺灣港務公司總經理郭添貴，2018年4月30日，取自，https://www.epaper.twport.com.tw/?act=epaper&cmd=detail&ad_id=20180210012&ad_gd_id=20170524001&ad_gd_id2=。
     趙明玲、邢鴻君、陳靜香、張淑敏（2010）。領導型態、工作滿意度、組織承諾與離職意願之相關性研究。醫務管理期刊，11（4），297-310。
     劉莉蘭（1994）。員工分紅入股滿意度、組織投注與離職意向關係之研究。國立中正大學勞工研究所碩士論文，未出版，嘉義。
     劉自強、盧文民、張麗嬌（2012）。組織成員的變革認知、工作滿意度、領導風格 與離職傾向之關聯性研究－ 以中山科學研究院轉型行政法人為例。北商學報，（21），21-48。
     樊景立（1976）。紡織廠女作業員離職行為之研究。國立政治大學企業管理研所碩士論文，未出版，台北。
     潘扶德（1994）。縣市教育局組織文化與成員工作滿足感關係之研究。國立政治大學教育研究所碩士論文，未出版，台北。
     潘東傑（譯）（2006）。Mind Set！奈思比11個未來定見（John Naisbitt原著）。台北：天下文化。
     鄭彩鳳、吳慧君（2006）。主管家長式領導與行政人員自我效能、組織承諾及工作滿意度關係之研究：結構方程模式之應用。教育與心理研究，29（1），47-75。
     蕭丁訓（2015）。跨過崎嶇創高峰─臺灣港務公司。船舶與海運通訊，134，1-3。
     賴明政（2004）。企業倫理行為、組織承諾、工作滿足與組織公民行為關係之研究。企業管理學報，60，31-60。
     謝安田、李培龍（2003）。金融服務業特性對績效獎金與離職傾向關係之干擾效果。文大商管學報，8（1），1-20。
     藍偉峰（2003）。領導風格、組織文化、工作滿足與離職傾向之關係研究─以技職院校教師為研究對象。國立成功大學企業管理研究所碩士論文，未出版，台南。
     顏忠漢（2009）。員工組織承諾、工作滿意度與離職傾向之關聯性研究—以臺北市健康服務中心為例。國立臺灣大學公共衛生學院醫療機構管理研究所碩士論文，未出版，台北。
     蘇琪婷（2007）。組織文化、知識特性、知識移轉與組織創新績效之聯性分析。國立高雄師範大學人力與知識管理研究所碩士論文，未出版，高雄。
     Ansoff, H. I. (1979). Strategic management. London: McCmillan.
     Allen, N. J., & J. Meyer (1990). The measurement and antecedents of Affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18.
     Allen, N., & J. Meyer (1990). Organizational socialization tactics: A longitudinal analysis of links to newcomer commitment and role orientation. Academy of Management Journal, 33(4), 847-858.
     Adkins, C. L. (1995). Previous work experience and organizational socialization: A longitudinal examination. Academy of management Journal, 38(3), 839-862.
     Ashforth, B. E., & A. M. Saks (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39(1), 149-178.
     Ashforth, B. E., D. M. Sluss & A. M. Saks (2007). Socialization tactics, proactive behavior, and newcomer learning: integrating socialization models. Journal of Vocational Behavior, 70(3), 447-462.
     Becker, H. S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 32-40.
     Bauer, T. N., T. Bodner., B. Erdogan., D. M. Truxillo., & J. S. Tucker (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707-721.
     Baron, R. M., & D. A. Kenny (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.
     Blau, G. J., & K. B. Boal (1987). Conceptualising how job involvement and organizational commitment affect turnover and absenteeism. Academy of Management Review, 12(2), 288-300.
     Carsten, J. M., & P. E. Spector (1987). Unemployment, job satisfaction, and employee turnover: A meta-analytic test of the Muchinsky Model. Journal of Applied Psychology, 72(3), 374-381.
     Chao, G. T., A. M. O’Leray-Kelly., S. Wolf., H. J. Klein., & P. D. Gardner (1994). Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79(5), 730-743.
     Cameron, K. S., & R. E. Quinn (1999). Diagnosing and changing organizational culture: Based on the competing values framework. Mass.: Addison-Wesley.
     Chang, E. (1999). Career commitment as a complex moderator of organizational commitment and turnover intention. Human Relations, 52(10), 1257-1278.
     Cooper-Thomas, H. D., A. Van Vianen., & N. Anderson (2004). Changes in person-organization fit: The impact of socialization tactics on perceived and actual P-O fit. European Journal of Work and Organizational Psychology, 13(1), 52-78.
     Cooper‐Thomas, H. D., & N. Anderson (2006). Organizational socialization: A new theoretical model and recommendations for future research and HRM practices in organizations. Journal of managerial psychology, 21(5), 492-516.
     Deal, T. E., & A. A. Kennedy (1982). Corporate cultures: the rites and rituals of corporate life. Reading, Mass.: Addison-Wesley.
     Denison, D. R. (1990). Corporate culture and organizational effectiveness. New York: John Wiley & Sons.
     Evans, J., & F. T. Mavondo (2002). Psychic distance and organizational performance: An empirical examination of international retailing operation. Journal of International Business Studies, 33(3)，515-532.
     Feldman, D. C. (1976). A contingency theory of socialization. Administrative Science Quarterly, 21(3), 433-452.
     Feldman, D. C. (1981). The multiple socialization of organization members. Academy of Management Review, 6(2), 309-318.
     Fisher, C. D. (1986). Organizational socialization: An integrative review. Research in Personnel and Human Resource Management, 4, 101-145.
     Fiol, C. M. (1989). A semiotic analysis of corporate language: Organizational boundaries and joint venturing. Administrative Science Quarterly, 34(2), 277-303.
     Furnham, A. & B. Gunter (1993). Corporate assessment: Auditing a company’s personality. Routledge, London.
     Farber, H. S. (1994). The analysis of interfirm worker mobility. Journal of Labor Economics, 12(4), 554-593.
     Farh, J. L., A. S. Tsui., K. Xin., & B. S. Cheng (1998). The influence of relational demography and guanxi: the Chinese case. Organization Science, 9(4), 471-488.
     Fogarty, T. J. (2000). Socialization and organizational outcomes in large public accounting firms. Journal of Managerial Issues, 12(1), 13-33.
     Filstad, C. (2004). How newcomers use role models in organizational socialization. Journal of Workplace Learning, 16(7), 396-409.
     Guralnik , D. B. (1971). The webster`s new world dictionary of the American language. NJ: Prentice Hall.
     Griffeth, R. W., & P. W. Hom (2001). Retaining valued employees. Thousand Oaks, CA: Sage.
     Goodman, E. A., R. F. Zammuto, & B. D. Gifford (2001). The competing values framework: Understanding the impact of organizational commitment. Organization Development Journal, 19(3), 58-68.
     George, D., & P. Mallery (2003). SPSS for Windows Step by step: A Simple Guide and Reference. 11.0 Update (4th Ed.). Boston: Allyn & Bacon.
     Griffeth, R. W., R. P. Steel., D. G. Allen., & N. Bryan (2005). The development of a multidimensional measure of job market cognitions: The employment opportunity index (EOI). Journal of Applied Psychology, 90(2), 335-349.
     Harris, B., & A. Mossholder (1996). The affective implications of perceived congruence with culture dimensions during organizational transformation. Journal of Management, 22(4), 527-547.
     Hart, Z. P., V. D. Miller., & J. R. Johnson (2003). Socialization, resocialization, and communication relationships in the context of an organizational change. Communication Studies, 54(4), 483-495.
     Haueter, J. A., T. H. Macan., & J. Winter (2003). Measurement of newcomer socialization: construct validation of a multidimensional scale. Journal of Vocational Behavior, 63(1), 20-39.
     Ingram, T. N., & K. S. Lee (1990). Sales force commitment and turnover. Industrial Marketing Management, 19(2), 149-154.
     Igbaria, M. & J. H. Greenhaus (1992). Determinants of MIS Employees’ turnover intentions: A structural equation model. Communications of the ACM, 35(2), 35-49.
     Kanter, R. M. (1968). Commitment and social organization: a study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517.
     Kaiser, H. F. (1974). An index of factorial simplicity. Psychometrika, 39(1), 31-36.
     Kraut, A. I. (1975). Predicting turnover of employees from measured job attitudes. Organizational behavior and human performance, 13(2), 233-243.
     King, R. C., & V. Sethi (1998). The impact of socialization on the role adjustment of information systems professionals. Journal of Management Information Systems, 14(4), 195-217.
     Kim, T. Y., D. M. Cable., & S. P. Kim (2005).Socialization tactics, employee proactivity, and person-organization fit. Journal of Applied Psychology, 90(2), 232-241.
     Kammeyer-Mueller, J. D., C. R. Wanberg., T. M. Glomb, & D. Ahlburg (2005). The role of temporal shifts in turnover processes: It`s about time. Journal of Applied Psychology, 90(4), 644-658.
     Louis, M. R. (1980). Surprise and sense making: What newcomers experience in entering unfamiliar organizational setting. Administrative Science Quarterly, 25(2), 226-251.
     Lueke, S. B. & D. J. Svyantek (2000). Organizational socialization in the host country: The missing link in reducing expatriate turnover. The international Journal of Organizational Analysis, 8(4), 380-400.
     Mobley, W. H. (1977). Intermediate linkages in the relationship between Job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240.
     Mobley, W. H., S. O. Horner., & A. T. Hollingsworth (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
     Miller, H. E., & R. Katerberg (1979). Evaluation of the Mobley, and Hollingsworth model and employee turnover. Journal of Applied Psychology, 64(5), 509-515.
     Mobley, W. H., R. W. Griffeth., H. H. Hand, & B. M. Meglino (1979). Review and conceptual analysis of the employee turnover process. Psychological Bulletin, 86(3), 493-522.
     Morris, J. H., & J. D. Sherman (1981). Generalizability of an organizational commitment model. Academy of Management Journal, 24(3), 512-526.
     Mowday, R. T., L.W. Porter., & R. M. Steers (1982). Employee organization linkage. New York: Academic Press.
     Meyer, A. D. (1982). Adapting to environmental jolts. Administrative science quarterly, 27(4), 515-537.
     Michaels, C. E., & P. E. Spector (1982). Causes of employee turnover: A test of the Mobley, Griffeth, Hand, and Meglino model. Journal of applied psychology, 67(1), 53-59.
     Mathieu, J. E., & D. M. Zajac (1990). A review and Meta-Analysis of the antecedents correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
     Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-98.
     McNeilly, K. M., & F. A. Russ (1992). The moderating effect of sales force performance on relationships involving antecedents of turnover. Journal of Personal Selling & Sales Management, 12(1), 9-20.
     Morrison, E. W. (1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36(3), 557-589.
     Meyer, J. P., D. J. Stanley., L. Herscovith., & L. Topolnytsky (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.
     Meyer, J. P., & N. M. Parfyonova (2010). Normative commitment in the workplace: A theoretical analysis and re-conceptualization. Human Resources Management Review, 20(4), 283-294.
     Nunnally, J. C. (1978). Psychometric Theory (2nd Ed.). New York: McGraw Hill.
     O`Reilly, C. A., J. Chatman., & D. F. Caldwell (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
     Ostroff, C., & S. W. J. Kozlowski (1992). Organization socialization as a learning process: The role of information acquisition. Personnel Psychology, 45(4), 849-874.
     Poter, L. W., R. M. Steers., R. T. Mowday., & P. V. Boulian (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
     Parker, R. J. & J. M. Kohlmeyer (2005). Organizational justice and turnover in public accounting firms: A research note. Accounting, Organizations and Society, 30(4), 357-369.
     Reichers, A. E. (1985). A review and reconceptualization of organizational Commitment. Academy of Management Review, 10(3), 465-476.
     Randall, D. M. (1987). Commitment and the organization: The organization man revisited. Academy of management review, 12(3), 460-471.
     Robbins, S. P. (1995). Organizational behavior (6th Ed.). NJ: Prentice Hall.
     Robbins, S. P. (2001). Organization behavior (9th Ed.). NJ.: Prentice Hall.
     Schein, E. H. (1968). Organizational socialization and the profession of management. Industrial Management Review, 9(2), 1-16.
     Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.
     Staw, B. M. (1977). Commitment to a policy decision: A multi-theoretical perspective. Administrative Science Quarterly, 23(1), 40-64.
     Stevens, J. M., J. M. Beyer., & H. M. Trice (1978). Assessing personal, role, and organizational predictor of managerial commitment. Academy of Management Journal, 21(3), 380-396.
     Schein, E. H. (1983). The role of the founder in creating organizational culture. Organizational Dynamics, 12(1), 13-28.
     Schein, E. H. (1985). Organizational Culture and Leadership (3rd Ed.). San Francisco: Jossey-Bass.
     Siehl, C. & Martin, J. (1987). The role of symbolic management: How can manager effectively transmit organizational culture? In J. M. Shafritz & J. S. Ott (Eds.). Classics of organizational theory. Chicago, III, : The Dorsey Press.
     Schein, E. H. (1992). Organizational culture and leadership (2nd Ed.). San Francisco: Jossey-Bass.
     Saks, A. M., & B. E. Ashforth (1997). Organizational socialization: making sense of the past and present as a prologue for the future. Journal of Vocational Behavior, 51(2), 234-279.
     Schabracq, M., & C. Cooper (1998). Toward a phenomenological framework for the study of work and organizational stress. Human Relation, 51(5), 625-648.
     Tett, R. P., & J. P. Meyer (1993). Job satisfaction, organization commitment, turnover intention, and turnover: Path analyses based on meta- analytic findings. Personal Psychology, 46(2), 259-293.
     Taormina, R. J. (1994). The organizational socialization inventory. International Journal of selection and assessment, 2(3), 133-145.
     Taormina, R. J. (1997). Organizational socialization: A multidomain, continuous process model. International Journal of Selection and Assessment, 5(1), 29-47.
     Taormina, R. J. (2004). Convergent validation of two measures of organizational socialization. The International Journal of Human Resource Management, 15(1), 76-94.
     Van Mannen, J. (1975). Police socialization: a longitudinal examination of job attitudes in an urban police department. Administrative Science Quarterly, 20(2), 207-228.
     Van Maanen, J. (1976). Breaking in: socialization to work. In R. Dubin (Ed.). Handbook or work, organization and society. Chicago: Rand McNally.
     Van Maanen, J. (1978). People processing: strategies of organizational socialization. Organizational Dynamics, 7(1), 18-36.
     Van Maanen, J., & E. H. Schein (1979). Toward a theory of organizational socialization. In B. M. Staw (Ed.), Research in organizational behavior, 1, 209-264.
     Vandenberghe C. (1999). Organizational Culture, Person-Culture Fit, and Turnover: A Replication in the Health CareIndustry. Journal of Organizational Behavior, 20(2), 175-184.
     Whyte, W. (1956). The organization man. New York : Simon and Schuster.
     Wanous, J. P., S. A. Stumpf, & H. Bedrosiam (1979). Job survival of new employee. Personnel Psychology, 32(4), 651-662.
     Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7(3), 418-428.
     Wallach, E. J. (1983). Individuals and organizations: the cultural match. Training and development journal, 37(2), 29-36.
     Werbel, J. D. & S. Gould (1984). A comparison of the relationship of commitment to turnover in recent hires and tenured employees. Journal of Applied Psychology, 69(4), 687-690.
     Williams, L. J., & Hazer, J. T. (1986). Antecedents and consequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychology, 71(2), 219-231.		zh_TW