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題名 以自我決定理論探討Z世代工程師工作價值觀對離職傾向之影響：工作動機的中介效果
Exploring the Impact of Work Values of Generation Z Engineers on Turnover Intention through Self-Determination Theory: The Mediating Role of Job Motivation作者 林蘊禪
Lin, Yun-Chan貢獻者 黃家齊
Huang, Jia-Chi
林蘊禪
Lin, Yun-Chan關鍵詞 Z世代工程師
工作價值觀
自我決定論
工作動機
認知失調理論
員工留任
Generation Z engineers
work values
self-determination theory
job motivation
cognitive dissonance theory
employee retention日期 2024 上傳時間 5-八月-2024 12:15:32 (UTC+8) 摘要 Z世代是由1993年出生至2005年出生的人組成，成長背景與價值觀有其特殊性與代表性。到2025年75％的工作者會是Z世代，然而台灣在面對人口結構老齡化與勞動力不足的困境中，尤其以工程師等技術人才的缺工影響尤深。在內憂的情況底下，台灣也面臨海外雇主的競爭，使得回應台灣Z世代工程師價值觀建立一個符合其工作價值觀的工作環境留才變得格外重要。 本研究透過線上問卷收回137個有效樣本，進行迴歸分析以探討台灣Z世代工程師的實質工作體驗與工作價值觀落差、工作動機及其對離職傾向的關聯性。本研究證實，當實質工作體驗與工作價值觀有落差時，會顯著預測離職傾向。 此外，研究顯示自我決定論中的工作動機：無動機、受控動機以及自主動機與離職傾向的關係複雜。實質工作體驗與工作價值觀落差和受控動機無顯著相關性，而無動機與離職傾向顯著正相關。自主動機雖與實質工作體驗與工作價值觀落差顯著負相關，但與離職傾向無直接關聯。本研究提出離職傾向可能先於工作動機形成，並透過認知失調理論解釋工程師如何調整行為或態度以減少落差感。 進而提出離職傾向在實質工作體驗與工作價值觀有落差時扮演著中介角色，影響工作動機中的無動機與自主動機。企業在管理員工時需同時關注工作價值觀與體驗，進而管理其離職傾向和工作動機，採取綜合策略提升員工留任意願和工作熱情。
Generation Z consists of individuals born from 1993 to 2005, characterized by unique backgrounds and values. By 2025, 75% of the workforce will be comprised of Generation Z. In Taiwan, facing challenges such as aging demographics and labor shortages, particularly in fields like engineering, the impact of talent shortages is profound. Amid domestic concerns, Taiwan also contends with global competition for its Generation Z engineers, emphasizing the need to create work environments that align with their values to retain them. This study collected 137 valid responses through an online survey to explore the substantial work experiences, discrepancies in work values, job motivation, and their correlation with turnover intentions among Generation Z engineers in Taiwan. The research confirms that significant discrepancies between actual work experiences and work values predict higher turnover intentions. Furthermore, the study reveals complexities in the relationship between job motivation from self-determination theory—amotivation, controlled motivation, and autonomous motivation—and turnover intentions. It finds that discrepancies in work experiences and work values do not significantly correlate with controlled motivation, but amotivation shows a significant positive correlation with turnover intentions. Autonomous motivation negatively correlates with discrepancies in work experiences and work values but does not directly relate to turnover intentions. The study suggests turnover intentions may precede job motivation, proposing insights from cognitive dissonance theory on how engineers adjust behaviors or attitudes to reduce perceived discrepancies. It further proposes that turnover intentions play an intermediary role when there are discrepancies between actual work experiences and work values, influencing amotivation and autonomous motivation within job motivation. Effective employee management, therefore, requires simultaneous attention to both work values and experiences to manage turnover intentions and job motivation, employing comprehensive strategies to enhance employee retention and engagement.參考文獻 Allen, T. J., & Katz, R. (1986). The dual ladder: motivational solution or managerial delusion?. R&d Management, 16(2), 185-197. Amabile, T. M., DeJong, W., & Lepper, M. R. (1976). Effects of externally imposed deadlines on subsequent intrinsic motivation. Journal of personality and social psychology, 34(1), 92. Andersen, S. M., & Ross, L. (1984). Self-knowledge and social inference: I. The impact of cognitive/affective and behavioral data. Journal of Personality and Social Psychology, 46(2), 280. Ansoorian, A., Good, P., & Samuelson, D. (2003). Managing Generational Differences. Leadership, 32(5), 34-36. Arar, T. and Önerenb, M. 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國立政治大學
企業管理研究所(MBA學位學程)
111363092資料來源 http://thesis.lib.nccu.edu.tw/record/#G0111363092 資料類型 thesis dc.contributor.advisor 黃家齊 zh_TW dc.contributor.advisor Huang, Jia-Chi en_US dc.contributor.author (作者) 林蘊禪 zh_TW dc.contributor.author (作者) Lin, Yun-Chan en_US dc.creator (作者) 林蘊禪 zh_TW dc.creator (作者) Lin, Yun-Chan en_US dc.date (日期) 2024 en_US dc.date.accessioned 5-八月-2024 12:15:32 (UTC+8) - dc.date.available 5-八月-2024 12:15:32 (UTC+8) - dc.date.issued (上傳時間) 5-八月-2024 12:15:32 (UTC+8) - dc.identifier (其他 識別碼) G0111363092 en_US dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/152456 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 111363092 zh_TW dc.description.abstract (摘要) Z世代是由1993年出生至2005年出生的人組成，成長背景與價值觀有其特殊性與代表性。到2025年75％的工作者會是Z世代，然而台灣在面對人口結構老齡化與勞動力不足的困境中，尤其以工程師等技術人才的缺工影響尤深。在內憂的情況底下，台灣也面臨海外雇主的競爭，使得回應台灣Z世代工程師價值觀建立一個符合其工作價值觀的工作環境留才變得格外重要。 本研究透過線上問卷收回137個有效樣本，進行迴歸分析以探討台灣Z世代工程師的實質工作體驗與工作價值觀落差、工作動機及其對離職傾向的關聯性。本研究證實，當實質工作體驗與工作價值觀有落差時，會顯著預測離職傾向。 此外，研究顯示自我決定論中的工作動機：無動機、受控動機以及自主動機與離職傾向的關係複雜。實質工作體驗與工作價值觀落差和受控動機無顯著相關性，而無動機與離職傾向顯著正相關。自主動機雖與實質工作體驗與工作價值觀落差顯著負相關，但與離職傾向無直接關聯。本研究提出離職傾向可能先於工作動機形成，並透過認知失調理論解釋工程師如何調整行為或態度以減少落差感。 進而提出離職傾向在實質工作體驗與工作價值觀有落差時扮演著中介角色，影響工作動機中的無動機與自主動機。企業在管理員工時需同時關注工作價值觀與體驗，進而管理其離職傾向和工作動機，採取綜合策略提升員工留任意願和工作熱情。 zh_TW dc.description.abstract (摘要) Generation Z consists of individuals born from 1993 to 2005, characterized by unique backgrounds and values. By 2025, 75% of the workforce will be comprised of Generation Z. In Taiwan, facing challenges such as aging demographics and labor shortages, particularly in fields like engineering, the impact of talent shortages is profound. Amid domestic concerns, Taiwan also contends with global competition for its Generation Z engineers, emphasizing the need to create work environments that align with their values to retain them. This study collected 137 valid responses through an online survey to explore the substantial work experiences, discrepancies in work values, job motivation, and their correlation with turnover intentions among Generation Z engineers in Taiwan. The research confirms that significant discrepancies between actual work experiences and work values predict higher turnover intentions. Furthermore, the study reveals complexities in the relationship between job motivation from self-determination theory—amotivation, controlled motivation, and autonomous motivation—and turnover intentions. It finds that discrepancies in work experiences and work values do not significantly correlate with controlled motivation, but amotivation shows a significant positive correlation with turnover intentions. Autonomous motivation negatively correlates with discrepancies in work experiences and work values but does not directly relate to turnover intentions. The study suggests turnover intentions may precede job motivation, proposing insights from cognitive dissonance theory on how engineers adjust behaviors or attitudes to reduce perceived discrepancies. It further proposes that turnover intentions play an intermediary role when there are discrepancies between actual work experiences and work values, influencing amotivation and autonomous motivation within job motivation. Effective employee management, therefore, requires simultaneous attention to both work values and experiences to manage turnover intentions and job motivation, employing comprehensive strategies to enhance employee retention and engagement. en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究背景與重要性 1 第二節 研究目的 3 第三節 研究流程 4 第二章 文獻探討 6 第一節 工作價值觀與體驗 6 第二節 世代差異 6 第三節 工程師 8 第四節 自我決定論看工作動機 10 第五節 離職傾向 12 第六節 相關議題與實證研究分析 13 第三章 研究方法與設計 17 第一節 研究架構及假設 17 第二節 樣本特性 18 第三節 研究變項與衡量 20 第四章 研究結果 24 第一節 各變項敘述統計與信度測驗 24 第二節 研究分析 32 第三節 延伸分析——以離職傾向為中介 39 第五章 結果討論 46 第一節 研究結果 46 第六章 結論與建議 50 第一節 結論 50 第二節 企業實務建議 52 第三節 研究限制與未來研究建議 56 參考文獻 57 附錄 67 zh_TW dc.format.extent 6842965 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0111363092 en_US dc.subject (關鍵詞) Z世代工程師 zh_TW dc.subject (關鍵詞) 工作價值觀 zh_TW dc.subject (關鍵詞) 自我決定論 zh_TW dc.subject (關鍵詞) 工作動機 zh_TW dc.subject (關鍵詞) 認知失調理論 zh_TW dc.subject (關鍵詞) 員工留任 zh_TW dc.subject (關鍵詞) Generation Z engineers en_US dc.subject (關鍵詞) work values en_US dc.subject (關鍵詞) self-determination theory en_US dc.subject (關鍵詞) job motivation en_US dc.subject (關鍵詞) cognitive dissonance theory en_US dc.subject (關鍵詞) employee retention en_US dc.title (題名) 以自我決定理論探討Z世代工程師工作價值觀對離職傾向之影響：工作動機的中介效果 zh_TW dc.title (題名) Exploring the Impact of Work Values of Generation Z Engineers on Turnover Intention through Self-Determination Theory: The Mediating Role of Job Motivation en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) Allen, T. 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