1. NCCU Academic Hub
  2. 學術產出
  3. College of Social Science
  4. Theses
  5. Item

學術產出-Theses

Article View/Open

Publication Export

Google ScholarTM

政大圖書館

Citation Infomation

  • No doi shows Citation Infomation
題名 公共衛生領域專業人員離職傾向之研究：臺北市政府衛生局為例
The Turnover Intention of Public Health Professionals：A Case Study of The Health Department in Taipei City
作者 詹佳瑛
Chan, Chia Ying
貢獻者 施能傑
詹佳瑛
Chan, Chia Ying
關鍵詞 離職傾向
專業人員
公共衛生
turnover intention
professionals
public health
日期 2012
上傳時間 1-Nov-2013 11:40:03 (UTC+8)
摘要 公共衛生與民眾生活中食衣住行各層面息息相關，無論是食品安全、疾病防治等都少不了公共衛生領域專業人員的貢獻與付出，因此，瞭解公共衛生領域專業人員離職傾向，有助於組織培育優秀專業人員的同時更能留任專業人員，以期達成組織目標。本研究為瞭解公共衛生領域專業人員離職傾向，以臺北市政府衛生局及十二區健康服務中心編制內公務人員為研究對象，透過文獻分析法、深入訪談法及問卷調查法，訪談9位離職人員並回收256份有效問卷。經研究分析後，發現專業人員呈現較高的離職傾向，整體而言，80%專業人員傾向離開組織，而70%專業人員則傾向離開專業；在組織離職傾向方面，專業人員受到「工作疲勞」、「升遷歷練」及「工作成就」等三大因素影響；而在專業離職傾向方面，專業人員則考量「專業承諾」、「工作疲勞」及「升遷歷練」等三大因素。爰此，本研究建議從制度面全盤考量公共衛生專業人員任用法令，同時運用職務輪調及合理人力配置、工作分配等方式，使公共衛生專業人員付出與回饋得以平衡，降低是類人員工作疲勞程度，提高專業承諾並賦予合理升遷歷練機會，以作為衛生相關單位實踐組織目標更能留任專業人員之政策研擬參考。
Public health is closely related to public lifestyles, whether it is food safety or disease prevention. Understanding the turnover intention of public health professionals may help organizations to cultivate retain talented professionals who are crucial resources to achieve organizational goals. This study investigates the turnover intention of public health professionals, Department of Health, Taipei City Government, through in-depth interviews with former employees and department-wide employee survey. Results indicate that professionals show a higher turnover intention, on the whole, 80% of professionals tend to leave the organization, 70% of professionals tend to leave the profession. The intention to leave the Department is affected by following three major factors: burnout, promotion fairness, and job achievement. The intention to leave the profession forever is affected by factors including professional commitment, burnout, and promotion fairness. Thus, this study offers several suggestions to deal with the turnover intention issue faced by the Department which includes modifying the personnel staffing law of public health professionals, adopting more active job rotation, balancing workloads and rewards, and improving the opportunity of promotion.
參考文獻 王喻平(2008)。越南員工工作價值觀與離職傾向關係之研究－管理公平性的調節作用。人力資源管理學報，8(3)，49-72。
王桂英、周傳姜、黃瑞蘭(2010)。臨床護理人員工作價值觀、專業承諾與離職傾向及其相關因素之探討。護理雜誌，57(1)，22-34。
王曉蕾、周萍、任蔚虹、李魯(2010)。護士付出－獲得不平衡對護士離職意願影響研究。上海交通大學學報(醫學版)，30(4)，459-462
呂桂雲、潘純媚、李來涼、蔡來蔭、張永源(2001)。護理人員專業承諾對離職意圖影響之探討。The Kaohsiung Journal of Medical Sciences，17(7)，364-371。
呂龍潭、張瀚之 (2006)。服務導向對工作滿足、組織承諾與離職傾向之影響--以臺北市之國際觀光旅館為例。全球商管研究，1(1)，1-14。
李新鄉(1993)。國小教師教育專業承諾及其相關因素之研究。國立政治大學教育學系研究所博士論文，未出版，臺北。
李瑞華、張芙美、賴惠玲(2008)。台東縣公共衛生護理人員專業承諾與工作價值觀之探討。志為護理，7(2)，79-92，
李鈺卿、張小林(2008)。知識型員工薪酬公平、組織承諾和離職傾向間的關係。軟科學，22(8)，134-138。
李憶萱、蕭嬋、陳詳衡(2011)。工作滿足、組織承諾、組織公民行為與離職傾向之關係探討--以某中國大陸臺商個案公司為例。政大勞動學報，27，1-40。
吳宗祐、鄭伯壎(2006)。工作投入，調節他人情緒能力與情緒勞動之交互作用對情緒耗竭的預測效果。Chinese Journal of Psychology，48(1)，69-87。
林尚平、陳敦生(1997)。情緒勞務分類下自我監控力與組織行為結果之關聯性研究。人力資源學報，7，49-66。
胡昕昀、王偉安、范錚強(2012)。兩岸直航影響外派人員離職傾向研究。人力資源管理學報，12(2)，25-48。
高瑞新、葉勝雄、吳國雄(2010)。跨層次觀點下的組織氣氛與組織承諾：我國港務警政機構員警的轉換型領導認知、專業承諾與組織公民行為關係之研究。執法新知論衡，6(2)，195-234
馬飛、孔凡晶(2010)。基於組織承諾的組織公平與離職傾向關係的實證研究。現代管理科學，11，16-18。
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。
張力、王奕嵐、藍毓莉(2013)。人格特質、工作與家庭衝突、職場的家庭福利政策於離職傾向關係之研究－以會計師事務所不同世代女性員工為例。慈濟技術學院學報，20，137-162。
許順旺、林瑋婷、蘇紅文(2009)。職級別對宴會廳內外場員工工作壓力、工作倦怠與離職傾向之差異性研究－以國際觀光旅館爲例。運動休閒餐旅研究，4(4)，26-53。
許順旺、林瑋婷、蘇紅文(2010)。國際觀光旅館宴會廳內外場員工工作壓力、工作倦怠與離職傾向之相關研究－以社會支持爲干擾變項。商管科技季刊，11(1)，209-240。
黃家齊(譯)(2011)。組織行為學(第13版)(原作者：Robbins, Stephen P. & Judge, Timothy A.)，臺北：華泰文化。
黃英忠、趙必孝(1991)。與產業內知覺之新工作比較在離職模式內的因果關係研究。管理評論，10，103-122。
黃英忠、董玉娟、林義屏(2001)。台商派駐大陸已婚員工離開現職傾向之研究：工作－家庭衝突理論之觀點。管理評論，20(3)，85-122。
黃純真、林紫婕、游景新(2007)。工作滿意度、組織承諾、組織公民行為、離職傾向相關之研究--以壽險業業務員為例。吳鳳學報，15(12)，181-198。
黃旭男、陳怡潔(2009)。薪酬制度之公平對觀光旅館業第一線員工工作滿足與離職傾向之影響。餐旅暨家政學刊，6(4)，285-306。
楊惠真、盧偉斯(2009)。鐵路警察人員情緒勞務負荷之研究。中央警察大學警察行政管理學報，5，171-191。
熊明良(2008)。工作滿意、組織認同與離職傾向關係實證研究。澳門理工學報，2，63-72。
褚麗絹、劉怡孜、陳淑慧(2005)。食品產業研發人員工作特性、工作價值觀、工作滿足、工作投入與離職傾向關係之研究。管理科學研究，2(2)，13-28。
葉婉榆、鄭雅文、陳美如、邱文祥(2008)。職場疲勞量表的編製與信效度分析。台灣衛誌，27(5)，349-364。
劉廷揚、蘇琪婷、蔡易庭(2006)。醫院內醫技人員領導型態、工作價值觀、組織承諾及離職傾向之研究--以高雄某區域醫院為例。亞太經濟管理評論，10(1)，135-155。
劉峰旭、陳詳衡(2010)。工作滿足對組織承諾影響之研究－以組織衝突為干擾變項。中小企業發展季刊，16，163-181。
劉士永(2009)。公共衛生，2009年9月24日，取自：http://taiwanpedia.culture.tw/web/content?ID=3778
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，21，21-47。

郭俊良、張進興2012。商船船員之工作家庭衝突與離職傾向之關聯性分析：探討人力資源管理措施的調節角色。航運季刊，21(4)，69-92。
陳怡靖、鄭燿男(2009)。台灣地區幼兒教師異動傾向之影響因素研究：檢驗個人背景、社會交換、價值適配、分配公平、工作負荷、薪資之角色。屏東教育大學學報，32，1-34。
陳勁甫、陳佩君、陳美惠(2007)。旅行社員工工作滿足、組織承諾、離職傾向關係之研究。真理觀光學報，5，45-56。
陸洛、高旭繁、周雲、蕭愛玲(2001)。兩岸三地員工之工作壓力、控制信念、工作滿意及身心健康。中華心理衛生學刊，14，55-87。
陸洛、黃茂丁、高旭繁(2005)。工作與家庭的雙向衝突：前因、後果及調節變相之探討。應用心理研究，327，133-166。
戴永久、劉祥得、吳怡婷(2009)。倫理氣候影響工作績效與離職意圖之研究。經營管理論叢2009特刊，157-173。
鄧景宜(2008)。工作滿意各因子與離職意願：醫院護理人員專業承諾的調節角色。長庚護理，19(1)，24-40。
鄭清揚(2005)。組織公平與職場偏差行為關係之研究。交大商管學報，10(1)，75-100。
Abelson, M. A. (1987). Examination of Avoidable & Unavoidable Turnover. Journal of Applied Psychology, 72(3), 383.
Abelson, M. A, & Baysinger, B. D. (1984). Optimal and Dysfunctional Turnover: Toward an Organizational Level Model. The Academy of Management Review, 9(2), 336.
Abu-Bader, S. H. (2000). Work Satisfaction, Burnout, and Turnover among Social Workers in Israel: A Causal Diagram. International Journal of Social Welfare, 9(3), 191-200.
Adams, J. S. (1963). Towards an Understanding of Inequity. The Journal of Abnormal and Social Psychology, 67, 422-436.
Adams, G. A., King, L. A. & King, D. W. (1996). Relationships of Job and Family Involvement, Family Social Support, and Work-Family Conflict With Job and Life Satisfaction. Journal of Applied Psychology, 81(4), 411-420.
Alexander, S. & Ruderman, M. (1987). The Role of Procedural and Distributive Justice in Organizational Behavior. Social Justice Research, 1(2), 177-198.
Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences Associated with Work-To-Family Conflict: A Review and Agenda for Future Research. Journal of Occupational Health Psychology, 5(2), 278-308.
Ashforth, B. E. & Humphrey, R. H. (1993). Emotional Labor in Service Roles: The Influence of Identity. Academy of Management Review, 18(1), 88-115.
Aranya, N., Pollock, J. & Amernic, J. (1981). An Examination of Professional Commitment in Public Accounting. Accounting, Organizations and Society, 6(4), 271-280.
Aranya, N. & Ferris, K. R. (1984). A Reexamination of Accountants` Organizational-Professional Conflict. The Accounting Review, 59(1), 1-15.
Aranya, N., Kushnir, T., & Valency, A. (1986). Organizational Commitment in a Male Dominated Profession. Human Relations, 39(5), 433-448.
Aryee, S. & Tan, K. (1992). Antecedents and Outcomes of Career Commitment. Journal of Vocational Behavior, 40(3), 288-305.
Babakus, E., Yavas, U. & Ashill, N. J. (2009). The Role of Customer Orientation as a Moderator of the Job Demand–Burnout–Performance Relationship: A Surface-Level Trait Perspective. Journal of Retailing, 85(4), 480-492.
Bedeian, G. A., & Armenakis, A.A. (1981). A Path-analytic Study of The Consequences of Role Conflict And Ambiguity. Academy of Management Journal , 24(2), 417-424.
Blau, G. J. (1985). Relationship of Extrinsic, Intrinsic, and Demographic Predictors to Various Types of Withdrawal Behaviors. Journal of Applied Psychology, 70(3), 442-450.
Blomme, R. J., Van, R. A. & Tromp, D. M. (2010). Work-family Conflict as a Cause for Turnover Intentions in The Hospitality Industry. Tourism & Hospitality Research, 10(4), 269-285.
BluedornC.A. (1982). A Unified Model of Turnover from Organizations. Human Relations, 35(2), 135-153.
Borritz, M., Rugulies, R., Bjorner, J., Villadsen, E., Mikkelsen, O. & Kristensen, T. (2006). Burnout among Employees in Human Service Work: Design and Baseline Findings of the PUMA Study. Scandinavian Journal of Public Health, 34(1), 49-58.
Boyar, S. L., Maertz Jr. C. P., Pearson, A. W. & Keough, S. (2003). Work-Family Conflict: A Model of Linkages Between Work and Family Domain Variables and Turnover Intentions. Journal of Managerial Issues, 15(2), 175-190.
Brashear, T. G., Manolis, C., & Brooks, C. M. (2005). The Effects of Control, Trust, and Justice on Salesperson Turnover. Journal of Business Research, 58(3), 241-249.
Brotheridge, C. M., & Lee, R. T. (2003). Development and Validation of The Emotional Labour Scale. Journal of Occupational and Organizational Psychology, 76(3), 365-379.
Bruck, C. S., Allen, T. D. & Spector, P. E. (2002).The Relation Between Work–Family Conflict and Job Satisfaction: A Finer-Grained Analysis. Journal of Vocational Behavior, 60(3), 336-353.
Caplan, R.D., & Jones, K.W. (1975). Effects of Work Load , Role Ambiguity and Type A Personality on Anxiety, Depression and Heart Rate. Journal of Applied Psychology, 60(6), 713-719.
Chau, S. L., Dahling, J. J., Levy, P. E., & Diefendorff, J. M. (2009). A Predictive Study of Emotional Labor and Turnover. Journal of Organizational Behavior, 30(8), 1151-1163.
Chiu, R. K. (1998). Relationships among Role Conflicts, Role Aatisfactions and Life Satisfaction: Evidence from Hong Kong. Social Behavior and Personality: an International Journal, 26(4), 409-414.
Cowherd, D. M. & Levine, D. I. (1992). Product Quality and Pay Equity between Lower-Level Employees and Top Management: an Investigation of Distributive Justice Theory. Administrative Science Quarterly, 37(2), 302-320.
Cranton, P., & Knoop, R. (1991). Incorporating Job Satisfaction into a Model of Instructional Effectiveness. New Directions for Teaching and Learning, 48, 99–109.
Dailey, R. C., & Kirk, D. J. (1992). Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover. Human Relations, 45(3), 305-318.
Dalton, D. B., Todor, W. D., & Krackhardt, D. M. (1982). Turnover Overstated: The Functional Taxonomy. Academy of Management.The Academy of Management Review, 7(1), 122.
Diefendorff, J. M., Croyle, M. H., & Gosserand, R. H. (2005). The Dimensionality and Antecedents of Emotional Labor Strategies. Journal of Vocational Behavior, 66(2), 339-357.
Freudenberger, H. J. (1974). Staff Burn‐out. Journal of social issues, 30(1), 159-165.
Folger, R. & Konovsky, M. A. (1989). Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions. Academy of Management journal, 32(1), 115-130.
Glebbeek, A. C. & Bax, E. H. (2004). Is High Employee Turnover Really Harmful? An Empirical Test Using Company Records. Academy of Management Journal, 47(2), 277-286.
Goodwin, R. E., Groth, M., & Frenkel, S. J. (2011). Relationships Between Emotional Labor, Job Performance, and Turnover. Journal of Vocational Behavior, 79(2), 538-548.
Grandey, A. A. (2000). Emotion Regulation in the Workplace: a New Way to Conceptualize Emotinal Labor. Journal of Occupational Health Psychology, 5(1), 95-110.
Grandey, A. A. (2003). When ‘the Show Must Go on’ : Surface and Deep Acting as Determinats of Emotional Exhaustion and Peer-rated Service Delivery. Academy of Management Journal, 46(1), 86-96.
Greenberg, J. (1986). Determinants of Perceived Fairness of Performance Evaluations. Journal of Applied Psychology, 71(2), 340-342.
Greenhaus, J. H. & Beutell, N. J. (1985). Sources of Conflict Between Work and Family Roles. Academy of management review, 10(1), 76-88.
Gross, J. J. (1998a). Antecedent-and response-focused Emotion Regulation: Divergent Consequences for Experience, Expression, and Physiology. Journal of Personality and Social Psychology, 74, 224-237.
Guralink, D. B. (1971). The Webster`s New World Dictionary of the American Language. New Jersey: Prentice-Hall.
Guy, M. E. & Newman, M. A. (2004). Women`s Jobs, Men`s Jobs: Sex Segregation and Emotional Labor. Public Administration Review, 64(3), 289-298.
Halbesleben, J. R. B. (2006). Sources of Social Support and Burnout: A Meta-Analytic Test of The Conservation of Resources Model. Journal of Applied Psychology, 91(5), 1134-1145.
Hall, M., Smith, D., & Langfield‐Smith, K. (2005). Accountants` Commitment to Their Profession: Multiple Dimensions of Professional Commitment and Opportunities for Future Research. Behavioral Research in Accounting, 17(1), 89-109.
Haar, J. M. (2004). Work-Family Conflict and Turnover Intention: Exploring the Moderation Effects of Perceived Work-Family Support. New Zealand Journal of Psychology, 33(1), 35-39.
Hochschild, A. R. (1983). The Managed Heart, Berkeley: University of California Press.
Homans, G. G. (1961). Social Behavior: It’s Elementary Forms. New York: Harcourt and Brace.
Hoppock. R. (1935). Job Satisfaction. New York: Harper & Row.
Huang, IC., Chuang, J. CH & Lin, HC. (2003). The Role of Burnout in The Relationship Between Perceptions of Organizational Politics And Turnover Intentions. Public Personnel Management, 32(4), 519-531.
Jackofsky, E. F. (1984). Turnover and Job Performance: An Integrated Process Model. Academy of Management, 9(1), 74-83.
James, N. (1989). Emotional Labour: Skill and Work in the Social Regulation of Feelings. The Sociological Review, 37(1), 15-42.
Jeffery, K. S., Charles, M. F. & Rajan, V. (1989). Exploring Salesperson Turnover: A Causal Model. Journal of Business Research, 18, 307.
Kristensen, T. S., Borritz, M., Villadsen, E. & Christensen, K. B. (2005). The Copenhagen Burnout Inventory: A New Tool for The Assessment of Burnout. Work & Stress, 19(3), 192-207.
Kruml, S. M. & Geddes, D. (2000). Exploring the Dimensions of Emotional Labor The Heart of Hochschild’s Work. Management Communication Quarterly, 14(1), 8-49
Lambert, E. G., Hogan, N. L., Jiang, S., Elechi, O. O., Benjamin, B., Morris, A., Laux, J. M., & Dupuy, P. (2010). The Relationship among Distributive and Procedural Justice and Correctional Life Satisfaction, Burnout, and Turnover Intent: An Exploratory Study. Journal of Criminal Justice, 38(1), 7-16.
Le Blanc, P. M., Hox, J. J., Schaufeli, W. B., Taris, T. W. & Peeters, M. C. W. (2007). Take Care! The Evaluation of a Team-Based Burnout Intervention Program for Oncology Care Providers. Journal of applied psychology, 92(1), 213-227.
Lee, K., Carswell, J. & Allen, N. (2000). A Mete-Analysis Review of Occupational Commitment: Relations with Person and Work-relate Variable. Journal of Applied Psychology, 85(5), 799-811.
Leiter, M. P. & Maslach, C. (2009). Nurse Turnover: the Mediating Rle of Burnout. Journal of Nursing Management, 17(3), 331-339.
Major, V. S., Klein, K. J. & Ehrhart, M. G. (2002). Work Time, Work Interference With Family, and Psychological Distress. Journal of Applied Psychology, 87(3), 427-435.
Maslach, C. & Jackson, S. E. (1981). The Measurement of Experienced Burnout. Journal of Occupational Behavior, 2(2), 99-113.
Meier, K. J., Mastracci, S. H., & Wilson, K. (2006). Gender and Emotional Labor in Public Organizations: An Empirical Examination of The Link to Performance. Public Administration Review, 66(6), 899-909.
Meyer, J. P., Allen, N. J. & Smith, C. A. (1993). Commitment Organizations and Occupation: Extension and Test of a Three-Component Coceptualiztion. Journal of Applied Psychology, 78(4), 538-551.
Milkovich, G. T. & Newman, J. M. (2005). Compensation, 8th edition. Boston: McGraw Hill Iriwn.
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., Horner, S. O. & Hollingsorth, A. T. (1978). An Evaluation of Precursors of Hospital Employee Turnover. Journal of Applied Psychology, 63(4), 408-404.
Mobley, W. H., Griffeth, R. W., Hand, H. H. & Meglino, B. M. (1979). Review and Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin, 86(3), 493-522.
Morris, J. A. & Feldman, D. C. (1996). The Dimensions, Antecedents, and Consequences of Emotional Labor. Academy of Management Review, 21(4), 986-1010.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-orgnization Linkages: the Pychology of Commitment, Absenteeism, and Turnover.San diego, CA: Academic Press.
Nadiri, H. & Tanova, C. (2010). An Investigation of The Role of Justice in Turnover Intentions, Job Satisfaction, and Organizational Citizenship Behavior in Hospitality Industry. International Journal of Hospitality Management, 29(1), 33-41
Niehoff, B. P. & Moorman, R. H. (1993). Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management journal, 36(3), 527-556.
Organ, D. W. (1998). Organizational Citizenship Behavior. Lexington, MA: Lexington Books.
Parasuraman, S., Greenhaus, J. H. & Granrose, C. S. (1992). Role Stressors, Social Support, and Well‐Being among Two‐Career Couples. Journal of Organizational Behavior, 13(4), 339-356.
Parasuraman, S. & Simmers, C. A. (2001). Type of Employment, Work-Family Conflict and Well-Being: AComparative Study. Journal of Organizational Behavior, 22(5), 551-568.
Pitts, D., Marvel, J. & Fernandez, S. (2011). So Hard to Say Goodbye? Turnover Intention among U.S. Federal Employees. Public Administration Review, 71(5), 751-760
Plooy, D. J. & Roodt, G. (2010). Work Engagement, Burnout and Related Constructs as Predictors of Turnover Intentions. SA Journal of Industrial Psychology, 36(1), 1-13.
Porter, L. W., & Steers, R. M. (1973). Organizational, Work and Personal Factors in Employee Turnover And Absenteeism. Psychological Bulletin, 80, 151-176.
Porter, L. W., Steers, R. M., Mowday, R. T. & Boulian, P. V. (1974). Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians. Journal of Applied Psychology, 59(5), 603-609.
Post, C., DiTomaso, N., Farris, G. & Cordero, R. (2009). Work–Family Conflict and Turnover Intentions Among Scientists and Engineers Working in R&D. Journal of Business & Psychology, 24(1), 19-32.
Price, J. L. & Mueller, C. W. (1981). A Causal Model of Turnover for Nurses. The Academy of Management Journal, 24(3), 543-565.
Roch, S. G. & Shanock, L. R. (2006). Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions. Journal of Management, 32(2), 299-322.
Schaufeli, W. B. & Greenglass, E. R. (2001). Introduction to Special Issue on Burnout and Health. Psychology & Health, 16(5), 501-510.
Schaufeli, W. B. & Bakker, A. B. (2004). Job Demands, Job Resources, and Their Relationship with Burnout and Engagement: A Multi‐Sample Study. Journal of organizational Behavior, 25(3), 293-315.
Scholl, R. W., Cooper, E. A. & McKenna, J. F. (1987). Referent Selection in Determining Equity Perceptions: Differential Effects on Behavioral and Attitudinal Outcomes. Personnel Psychology, 40(1), 113-124.
Seashore, E. S., & Taber, D. T. (1975). Job Satisfaction Indicators and Their Correlates. American Behavioral Scientist, 18(3), 333-368.
Shirom, A. (1989). Burnout in work organizations. International review of industrial and organization psychology (Cooper, C. L.& Robertson, I. Eds.), 25-48. Chichester, U.K.: Wiley.
Snape, Ed. & Redman, T. (2003). An Evaluation of AThree-component Model of Occupational Commitment: Dimensionality and Consequences among United Kingdom Human Resource Management Specialists. Journal of Applied Psychology, 88(1), 152-159.
Steers, R. M. (1977). Antecedents of Outcomes of Organizational Commitment. Administrative Science Quarterly, 22, 46-56.
Tett, R. P.& Meyer, J. P. (1993). Job Satisfaction, Organizational Commitment, Turnover Intention, And Turnover: Path Analyses Based On Meta-Analytic Findings.Personnel Psychology, 46(2), 259-293.
Thatcher, B. J., Stepina, L. P., & Boyle, J. R. (2002). Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics, and External Markets. Journal of Management Information Systems, 19(3), 231-261.
Turner, B. A. & Chelladurai, P. (2005). Organizational and Occupational Commitment, Intention to Leave, and Perceived Performance of Intercollegiate Coaches. Journal of Sport Management, 19(2), 193-211.
Vroom,V. H. (1964). Work and Motivation. NewYork: John Wiley & Sons.
Wallace, M. J. & Fay, C. H. (1988). Compensation Theory and Practice. Boston: PWS-Kent
Williams, L. J. & Hazer, J. T. (1986). Antecedents and Consequences of Satisfaction and Commitment in Turnover Models: A Reanalysis Using Latent Variable. Journal of Applied Psychology, 71(2), 219-231.
Wright, T. A. & Cropanzano, R. (1998). Emotional Exhaustion as A Predictor of Job Performance and Voluntary Turnover. Journal of Applied Psychology, 83(3), 486-493
描述 碩士
國立政治大學
行政管理碩士學程
100921304
101
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0100921304
資料類型 thesis
dc.contributor.advisor 施能傑zh_TW
dc.contributor.author (Authors) 詹佳瑛zh_TW
dc.contributor.author (Authors) Chan, Chia Yingen_US
dc.creator (作者) 詹佳瑛zh_TW
dc.creator (作者) Chan, Chia Yingen_US
dc.date (日期) 2012en_US
dc.date.accessioned 1-Nov-2013 11:40:03 (UTC+8)-
dc.date.available 1-Nov-2013 11:40:03 (UTC+8)-
dc.date.issued (上傳時間) 1-Nov-2013 11:40:03 (UTC+8)-
dc.identifier (Other Identifiers) G0100921304en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/61468-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 行政管理碩士學程zh_TW
dc.description (描述) 100921304zh_TW
dc.description (描述) 101zh_TW
dc.description.abstract (摘要) 公共衛生與民眾生活中食衣住行各層面息息相關，無論是食品安全、疾病防治等都少不了公共衛生領域專業人員的貢獻與付出，因此，瞭解公共衛生領域專業人員離職傾向，有助於組織培育優秀專業人員的同時更能留任專業人員，以期達成組織目標。本研究為瞭解公共衛生領域專業人員離職傾向，以臺北市政府衛生局及十二區健康服務中心編制內公務人員為研究對象，透過文獻分析法、深入訪談法及問卷調查法，訪談9位離職人員並回收256份有效問卷。經研究分析後，發現專業人員呈現較高的離職傾向，整體而言，80%專業人員傾向離開組織，而70%專業人員則傾向離開專業；在組織離職傾向方面，專業人員受到「工作疲勞」、「升遷歷練」及「工作成就」等三大因素影響；而在專業離職傾向方面，專業人員則考量「專業承諾」、「工作疲勞」及「升遷歷練」等三大因素。爰此，本研究建議從制度面全盤考量公共衛生專業人員任用法令，同時運用職務輪調及合理人力配置、工作分配等方式，使公共衛生專業人員付出與回饋得以平衡，降低是類人員工作疲勞程度，提高專業承諾並賦予合理升遷歷練機會，以作為衛生相關單位實踐組織目標更能留任專業人員之政策研擬參考。zh_TW
dc.description.abstract (摘要) Public health is closely related to public lifestyles, whether it is food safety or disease prevention. Understanding the turnover intention of public health professionals may help organizations to cultivate retain talented professionals who are crucial resources to achieve organizational goals. This study investigates the turnover intention of public health professionals, Department of Health, Taipei City Government, through in-depth interviews with former employees and department-wide employee survey. Results indicate that professionals show a higher turnover intention, on the whole, 80% of professionals tend to leave the organization, 70% of professionals tend to leave the profession. The intention to leave the Department is affected by following three major factors: burnout, promotion fairness, and job achievement. The intention to leave the profession forever is affected by factors including professional commitment, burnout, and promotion fairness. Thus, this study offers several suggestions to deal with the turnover intention issue faced by the Department which includes modifying the personnel staffing law of public health professionals, adopting more active job rotation, balancing workloads and rewards, and improving the opportunity of promotion.en_US
dc.description.tableofcontents 目次
謝辭 i
摘要 ii
目次 iv
表次 vi
圖次 vii
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的與問題 4
第三節 研究方法及範圍 7
第四節 研究個案說明 8
第二章 文獻檢閱及研究架構建立 13
第一節 離職傾向 13
第二節 專業承諾 29
第三節 工作滿意 36
第四節 管理分配公平 42
第五節 情緒勞務 46
第六節 職家衝突 49
第七節 工作疲勞 53
第三章 研究設計 59
第一節 研究架構與假設 59
第二節 深度訪談對象 62
第三節 各變數之操作型定義及問卷設計 64
第四節 實測問卷之因素分析及信度分析 66
第四章 研究發現與分析 71
第一節 受試者資料分析 71
第二節 離職傾向和態度的意見統計 74
第三節 離職傾向與個人特性間的差異性分析 78
第四節 離職傾向與態度間關係分析 82
第五節 研究假設說明與意涵 87
第五章 結論與建議 97
第一節 主要研究發現 97
第二節 研究發現意涵討論 101
第三節 政策建議 103
第四節 研究限制及後續研究建議 105
參考書目 109
附錄(問卷) 123		zh_TW
dc.format.extent 1758590 bytes-
dc.format.mimetype application/pdf-
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0100921304en_US
dc.subject (關鍵詞) 離職傾向zh_TW
dc.subject (關鍵詞) 專業人員zh_TW
dc.subject (關鍵詞) 公共衛生zh_TW
dc.subject (關鍵詞) turnover intentionen_US
dc.subject (關鍵詞) professionalsen_US
dc.subject (關鍵詞) public healthen_US
dc.title (題名) 公共衛生領域專業人員離職傾向之研究：臺北市政府衛生局為例zh_TW
dc.title (題名) The Turnover Intention of Public Health Professionals：A Case Study of The Health Department in Taipei Cityen_US
dc.type (資料類型) thesisen
dc.relation.reference (參考文獻) 王喻平(2008)。越南員工工作價值觀與離職傾向關係之研究－管理公平性的調節作用。人力資源管理學報，8(3)，49-72。
王桂英、周傳姜、黃瑞蘭(2010)。臨床護理人員工作價值觀、專業承諾與離職傾向及其相關因素之探討。護理雜誌，57(1)，22-34。
王曉蕾、周萍、任蔚虹、李魯(2010)。護士付出－獲得不平衡對護士離職意願影響研究。上海交通大學學報(醫學版)，30(4)，459-462
呂桂雲、潘純媚、李來涼、蔡來蔭、張永源(2001)。護理人員專業承諾對離職意圖影響之探討。The Kaohsiung Journal of Medical Sciences，17(7)，364-371。
呂龍潭、張瀚之 (2006)。服務導向對工作滿足、組織承諾與離職傾向之影響--以臺北市之國際觀光旅館為例。全球商管研究，1(1)，1-14。
李新鄉(1993)。國小教師教育專業承諾及其相關因素之研究。國立政治大學教育學系研究所博士論文，未出版，臺北。
李瑞華、張芙美、賴惠玲(2008)。台東縣公共衛生護理人員專業承諾與工作價值觀之探討。志為護理，7(2)，79-92，
李鈺卿、張小林(2008)。知識型員工薪酬公平、組織承諾和離職傾向間的關係。軟科學，22(8)，134-138。
李憶萱、蕭嬋、陳詳衡(2011)。工作滿足、組織承諾、組織公民行為與離職傾向之關係探討--以某中國大陸臺商個案公司為例。政大勞動學報，27，1-40。
吳宗祐、鄭伯壎(2006)。工作投入，調節他人情緒能力與情緒勞動之交互作用對情緒耗竭的預測效果。Chinese Journal of Psychology，48(1)，69-87。
林尚平、陳敦生(1997)。情緒勞務分類下自我監控力與組織行為結果之關聯性研究。人力資源學報，7，49-66。
胡昕昀、王偉安、范錚強(2012)。兩岸直航影響外派人員離職傾向研究。人力資源管理學報，12(2)，25-48。
高瑞新、葉勝雄、吳國雄(2010)。跨層次觀點下的組織氣氛與組織承諾：我國港務警政機構員警的轉換型領導認知、專業承諾與組織公民行為關係之研究。執法新知論衡，6(2)，195-234
馬飛、孔凡晶(2010)。基於組織承諾的組織公平與離職傾向關係的實證研究。現代管理科學，11，16-18。
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。
張力、王奕嵐、藍毓莉(2013)。人格特質、工作與家庭衝突、職場的家庭福利政策於離職傾向關係之研究－以會計師事務所不同世代女性員工為例。慈濟技術學院學報，20，137-162。
許順旺、林瑋婷、蘇紅文(2009)。職級別對宴會廳內外場員工工作壓力、工作倦怠與離職傾向之差異性研究－以國際觀光旅館爲例。運動休閒餐旅研究，4(4)，26-53。
許順旺、林瑋婷、蘇紅文(2010)。國際觀光旅館宴會廳內外場員工工作壓力、工作倦怠與離職傾向之相關研究－以社會支持爲干擾變項。商管科技季刊，11(1)，209-240。
黃家齊(譯)(2011)。組織行為學(第13版)(原作者：Robbins, Stephen P. & Judge, Timothy A.)，臺北：華泰文化。
黃英忠、趙必孝(1991)。與產業內知覺之新工作比較在離職模式內的因果關係研究。管理評論，10，103-122。
黃英忠、董玉娟、林義屏(2001)。台商派駐大陸已婚員工離開現職傾向之研究：工作－家庭衝突理論之觀點。管理評論，20(3)，85-122。
黃純真、林紫婕、游景新(2007)。工作滿意度、組織承諾、組織公民行為、離職傾向相關之研究--以壽險業業務員為例。吳鳳學報，15(12)，181-198。
黃旭男、陳怡潔(2009)。薪酬制度之公平對觀光旅館業第一線員工工作滿足與離職傾向之影響。餐旅暨家政學刊，6(4)，285-306。
楊惠真、盧偉斯(2009)。鐵路警察人員情緒勞務負荷之研究。中央警察大學警察行政管理學報，5，171-191。
熊明良(2008)。工作滿意、組織認同與離職傾向關係實證研究。澳門理工學報，2，63-72。
褚麗絹、劉怡孜、陳淑慧(2005)。食品產業研發人員工作特性、工作價值觀、工作滿足、工作投入與離職傾向關係之研究。管理科學研究，2(2)，13-28。
葉婉榆、鄭雅文、陳美如、邱文祥(2008)。職場疲勞量表的編製與信效度分析。台灣衛誌，27(5)，349-364。
劉廷揚、蘇琪婷、蔡易庭(2006)。醫院內醫技人員領導型態、工作價值觀、組織承諾及離職傾向之研究--以高雄某區域醫院為例。亞太經濟管理評論，10(1)，135-155。
劉峰旭、陳詳衡(2010)。工作滿足對組織承諾影響之研究－以組織衝突為干擾變項。中小企業發展季刊，16，163-181。
劉士永(2009)。公共衛生，2009年9月24日，取自：http://taiwanpedia.culture.tw/web/content?ID=3778
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，21，21-47。

郭俊良、張進興2012。商船船員之工作家庭衝突與離職傾向之關聯性分析：探討人力資源管理措施的調節角色。航運季刊，21(4)，69-92。
陳怡靖、鄭燿男(2009)。台灣地區幼兒教師異動傾向之影響因素研究：檢驗個人背景、社會交換、價值適配、分配公平、工作負荷、薪資之角色。屏東教育大學學報，32，1-34。
陳勁甫、陳佩君、陳美惠(2007)。旅行社員工工作滿足、組織承諾、離職傾向關係之研究。真理觀光學報，5，45-56。
陸洛、高旭繁、周雲、蕭愛玲(2001)。兩岸三地員工之工作壓力、控制信念、工作滿意及身心健康。中華心理衛生學刊，14，55-87。
陸洛、黃茂丁、高旭繁(2005)。工作與家庭的雙向衝突：前因、後果及調節變相之探討。應用心理研究，327，133-166。
戴永久、劉祥得、吳怡婷(2009)。倫理氣候影響工作績效與離職意圖之研究。經營管理論叢2009特刊，157-173。
鄧景宜(2008)。工作滿意各因子與離職意願：醫院護理人員專業承諾的調節角色。長庚護理，19(1)，24-40。
鄭清揚(2005)。組織公平與職場偏差行為關係之研究。交大商管學報，10(1)，75-100。
Abelson, M. A. (1987). Examination of Avoidable & Unavoidable Turnover. Journal of Applied Psychology, 72(3), 383.
Abelson, M. A, & Baysinger, B. D. (1984). Optimal and Dysfunctional Turnover: Toward an Organizational Level Model. The Academy of Management Review, 9(2), 336.
Abu-Bader, S. H. (2000). Work Satisfaction, Burnout, and Turnover among Social Workers in Israel: A Causal Diagram. International Journal of Social Welfare, 9(3), 191-200.
Adams, J. S. (1963). Towards an Understanding of Inequity. The Journal of Abnormal and Social Psychology, 67, 422-436.
Adams, G. A., King, L. A. & King, D. W. (1996). Relationships of Job and Family Involvement, Family Social Support, and Work-Family Conflict With Job and Life Satisfaction. Journal of Applied Psychology, 81(4), 411-420.
Alexander, S. & Ruderman, M. (1987). The Role of Procedural and Distributive Justice in Organizational Behavior. Social Justice Research, 1(2), 177-198.
Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences Associated with Work-To-Family Conflict: A Review and Agenda for Future Research. Journal of Occupational Health Psychology, 5(2), 278-308.
Ashforth, B. E. & Humphrey, R. H. (1993). Emotional Labor in Service Roles: The Influence of Identity. Academy of Management Review, 18(1), 88-115.
Aranya, N., Pollock, J. & Amernic, J. (1981). An Examination of Professional Commitment in Public Accounting. Accounting, Organizations and Society, 6(4), 271-280.
Aranya, N. & Ferris, K. R. (1984). A Reexamination of Accountants` Organizational-Professional Conflict. The Accounting Review, 59(1), 1-15.
Aranya, N., Kushnir, T., & Valency, A. (1986). Organizational Commitment in a Male Dominated Profession. Human Relations, 39(5), 433-448.
Aryee, S. & Tan, K. (1992). Antecedents and Outcomes of Career Commitment. Journal of Vocational Behavior, 40(3), 288-305.
Babakus, E., Yavas, U. & Ashill, N. J. (2009). The Role of Customer Orientation as a Moderator of the Job Demand–Burnout–Performance Relationship: A Surface-Level Trait Perspective. Journal of Retailing, 85(4), 480-492.
Bedeian, G. A., & Armenakis, A.A. (1981). A Path-analytic Study of The Consequences of Role Conflict And Ambiguity. Academy of Management Journal , 24(2), 417-424.
Blau, G. J. (1985). Relationship of Extrinsic, Intrinsic, and Demographic Predictors to Various Types of Withdrawal Behaviors. Journal of Applied Psychology, 70(3), 442-450.
Blomme, R. J., Van, R. A. & Tromp, D. M. (2010). Work-family Conflict as a Cause for Turnover Intentions in The Hospitality Industry. Tourism & Hospitality Research, 10(4), 269-285.
BluedornC.A. (1982). A Unified Model of Turnover from Organizations. Human Relations, 35(2), 135-153.
Borritz, M., Rugulies, R., Bjorner, J., Villadsen, E., Mikkelsen, O. & Kristensen, T. (2006). Burnout among Employees in Human Service Work: Design and Baseline Findings of the PUMA Study. Scandinavian Journal of Public Health, 34(1), 49-58.
Boyar, S. L., Maertz Jr. C. P., Pearson, A. W. & Keough, S. (2003). Work-Family Conflict: A Model of Linkages Between Work and Family Domain Variables and Turnover Intentions. Journal of Managerial Issues, 15(2), 175-190.
Brashear, T. G., Manolis, C., & Brooks, C. M. (2005). The Effects of Control, Trust, and Justice on Salesperson Turnover. Journal of Business Research, 58(3), 241-249.
Brotheridge, C. M., & Lee, R. T. (2003). Development and Validation of The Emotional Labour Scale. Journal of Occupational and Organizational Psychology, 76(3), 365-379.
Bruck, C. S., Allen, T. D. & Spector, P. E. (2002).The Relation Between Work–Family Conflict and Job Satisfaction: A Finer-Grained Analysis. Journal of Vocational Behavior, 60(3), 336-353.
Caplan, R.D., & Jones, K.W. (1975). Effects of Work Load , Role Ambiguity and Type A Personality on Anxiety, Depression and Heart Rate. Journal of Applied Psychology, 60(6), 713-719.
Chau, S. L., Dahling, J. J., Levy, P. E., & Diefendorff, J. M. (2009). A Predictive Study of Emotional Labor and Turnover. Journal of Organizational Behavior, 30(8), 1151-1163.
Chiu, R. K. (1998). Relationships among Role Conflicts, Role Aatisfactions and Life Satisfaction: Evidence from Hong Kong. Social Behavior and Personality: an International Journal, 26(4), 409-414.
Cowherd, D. M. & Levine, D. I. (1992). Product Quality and Pay Equity between Lower-Level Employees and Top Management: an Investigation of Distributive Justice Theory. Administrative Science Quarterly, 37(2), 302-320.
Cranton, P., & Knoop, R. (1991). Incorporating Job Satisfaction into a Model of Instructional Effectiveness. New Directions for Teaching and Learning, 48, 99–109.
Dailey, R. C., & Kirk, D. J. (1992). Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover. Human Relations, 45(3), 305-318.
Dalton, D. B., Todor, W. D., & Krackhardt, D. M. (1982). Turnover Overstated: The Functional Taxonomy. Academy of Management.The Academy of Management Review, 7(1), 122.
Diefendorff, J. M., Croyle, M. H., & Gosserand, R. H. (2005). The Dimensionality and Antecedents of Emotional Labor Strategies. Journal of Vocational Behavior, 66(2), 339-357.
Freudenberger, H. J. (1974). Staff Burn‐out. Journal of social issues, 30(1), 159-165.
Folger, R. & Konovsky, M. A. (1989). Effects of Procedural and Distributive Justice on Reactions to Pay Raise Decisions. Academy of Management journal, 32(1), 115-130.
Glebbeek, A. C. & Bax, E. H. (2004). Is High Employee Turnover Really Harmful? An Empirical Test Using Company Records. Academy of Management Journal, 47(2), 277-286.
Goodwin, R. E., Groth, M., & Frenkel, S. J. (2011). Relationships Between Emotional Labor, Job Performance, and Turnover. Journal of Vocational Behavior, 79(2), 538-548.
Grandey, A. A. (2000). Emotion Regulation in the Workplace: a New Way to Conceptualize Emotinal Labor. Journal of Occupational Health Psychology, 5(1), 95-110.
Grandey, A. A. (2003). When ‘the Show Must Go on’ : Surface and Deep Acting as Determinats of Emotional Exhaustion and Peer-rated Service Delivery. Academy of Management Journal, 46(1), 86-96.
Greenberg, J. (1986). Determinants of Perceived Fairness of Performance Evaluations. Journal of Applied Psychology, 71(2), 340-342.
Greenhaus, J. H. & Beutell, N. J. (1985). Sources of Conflict Between Work and Family Roles. Academy of management review, 10(1), 76-88.
Gross, J. J. (1998a). Antecedent-and response-focused Emotion Regulation: Divergent Consequences for Experience, Expression, and Physiology. Journal of Personality and Social Psychology, 74, 224-237.
Guralink, D. B. (1971). The Webster`s New World Dictionary of the American Language. New Jersey: Prentice-Hall.
Guy, M. E. & Newman, M. A. (2004). Women`s Jobs, Men`s Jobs: Sex Segregation and Emotional Labor. Public Administration Review, 64(3), 289-298.
Halbesleben, J. R. B. (2006). Sources of Social Support and Burnout: A Meta-Analytic Test of The Conservation of Resources Model. Journal of Applied Psychology, 91(5), 1134-1145.
Hall, M., Smith, D., & Langfield‐Smith, K. (2005). Accountants` Commitment to Their Profession: Multiple Dimensions of Professional Commitment and Opportunities for Future Research. Behavioral Research in Accounting, 17(1), 89-109.
Haar, J. M. (2004). Work-Family Conflict and Turnover Intention: Exploring the Moderation Effects of Perceived Work-Family Support. New Zealand Journal of Psychology, 33(1), 35-39.
Hochschild, A. R. (1983). The Managed Heart, Berkeley: University of California Press.
Homans, G. G. (1961). Social Behavior: It’s Elementary Forms. New York: Harcourt and Brace.
Hoppock. R. (1935). Job Satisfaction. New York: Harper & Row.
Huang, IC., Chuang, J. CH & Lin, HC. (2003). The Role of Burnout in The Relationship Between Perceptions of Organizational Politics And Turnover Intentions. Public Personnel Management, 32(4), 519-531.
Jackofsky, E. F. (1984). Turnover and Job Performance: An Integrated Process Model. Academy of Management, 9(1), 74-83.
James, N. (1989). Emotional Labour: Skill and Work in the Social Regulation of Feelings. The Sociological Review, 37(1), 15-42.
Jeffery, K. S., Charles, M. F. & Rajan, V. (1989). Exploring Salesperson Turnover: A Causal Model. Journal of Business Research, 18, 307.
Kristensen, T. S., Borritz, M., Villadsen, E. & Christensen, K. B. (2005). The Copenhagen Burnout Inventory: A New Tool for The Assessment of Burnout. Work & Stress, 19(3), 192-207.
Kruml, S. M. & Geddes, D. (2000). Exploring the Dimensions of Emotional Labor The Heart of Hochschild’s Work. Management Communication Quarterly, 14(1), 8-49
Lambert, E. G., Hogan, N. L., Jiang, S., Elechi, O. O., Benjamin, B., Morris, A., Laux, J. M., & Dupuy, P. (2010). The Relationship among Distributive and Procedural Justice and Correctional Life Satisfaction, Burnout, and Turnover Intent: An Exploratory Study. Journal of Criminal Justice, 38(1), 7-16.
Le Blanc, P. M., Hox, J. J., Schaufeli, W. B., Taris, T. W. & Peeters, M. C. W. (2007). Take Care! The Evaluation of a Team-Based Burnout Intervention Program for Oncology Care Providers. Journal of applied psychology, 92(1), 213-227.
Lee, K., Carswell, J. & Allen, N. (2000). A Mete-Analysis Review of Occupational Commitment: Relations with Person and Work-relate Variable. Journal of Applied Psychology, 85(5), 799-811.
Leiter, M. P. & Maslach, C. (2009). Nurse Turnover: the Mediating Rle of Burnout. Journal of Nursing Management, 17(3), 331-339.
Major, V. S., Klein, K. J. & Ehrhart, M. G. (2002). Work Time, Work Interference With Family, and Psychological Distress. Journal of Applied Psychology, 87(3), 427-435.
Maslach, C. & Jackson, S. E. (1981). The Measurement of Experienced Burnout. Journal of Occupational Behavior, 2(2), 99-113.
Meier, K. J., Mastracci, S. H., & Wilson, K. (2006). Gender and Emotional Labor in Public Organizations: An Empirical Examination of The Link to Performance. Public Administration Review, 66(6), 899-909.
Meyer, J. P., Allen, N. J. & Smith, C. A. (1993). Commitment Organizations and Occupation: Extension and Test of a Three-Component Coceptualiztion. Journal of Applied Psychology, 78(4), 538-551.
Milkovich, G. T. & Newman, J. M. (2005). Compensation, 8th edition. Boston: McGraw Hill Iriwn.
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., Horner, S. O. & Hollingsorth, A. T. (1978). An Evaluation of Precursors of Hospital Employee Turnover. Journal of Applied Psychology, 63(4), 408-404.
Mobley, W. H., Griffeth, R. W., Hand, H. H. & Meglino, B. M. (1979). Review and Conceptual Analysis of the Employee Turnover Process. Psychological Bulletin, 86(3), 493-522.
Morris, J. A. & Feldman, D. C. (1996). The Dimensions, Antecedents, and Consequences of Emotional Labor. Academy of Management Review, 21(4), 986-1010.
Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-orgnization Linkages: the Pychology of Commitment, Absenteeism, and Turnover.San diego, CA: Academic Press.
Nadiri, H. & Tanova, C. (2010). An Investigation of The Role of Justice in Turnover Intentions, Job Satisfaction, and Organizational Citizenship Behavior in Hospitality Industry. International Journal of Hospitality Management, 29(1), 33-41
Niehoff, B. P. & Moorman, R. H. (1993). Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior. Academy of Management journal, 36(3), 527-556.
Organ, D. W. (1998). Organizational Citizenship Behavior. Lexington, MA: Lexington Books.
Parasuraman, S., Greenhaus, J. H. & Granrose, C. S. (1992). Role Stressors, Social Support, and Well‐Being among Two‐Career Couples. Journal of Organizational Behavior, 13(4), 339-356.
Parasuraman, S. & Simmers, C. A. (2001). Type of Employment, Work-Family Conflict and Well-Being: AComparative Study. Journal of Organizational Behavior, 22(5), 551-568.
Pitts, D., Marvel, J. & Fernandez, S. (2011). So Hard to Say Goodbye? Turnover Intention among U.S. Federal Employees. Public Administration Review, 71(5), 751-760
Plooy, D. J. & Roodt, G. (2010). Work Engagement, Burnout and Related Constructs as Predictors of Turnover Intentions. SA Journal of Industrial Psychology, 36(1), 1-13.
Porter, L. W., & Steers, R. M. (1973). Organizational, Work and Personal Factors in Employee Turnover And Absenteeism. Psychological Bulletin, 80, 151-176.
Porter, L. W., Steers, R. M., Mowday, R. T. & Boulian, P. V. (1974). Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians. Journal of Applied Psychology, 59(5), 603-609.
Post, C., DiTomaso, N., Farris, G. & Cordero, R. (2009). Work–Family Conflict and Turnover Intentions Among Scientists and Engineers Working in R&D. Journal of Business & Psychology, 24(1), 19-32.
Price, J. L. & Mueller, C. W. (1981). A Causal Model of Turnover for Nurses. The Academy of Management Journal, 24(3), 543-565.
Roch, S. G. & Shanock, L. R. (2006). Organizational Justice in an Exchange Framework: Clarifying Organizational Justice Distinctions. Journal of Management, 32(2), 299-322.
Schaufeli, W. B. & Greenglass, E. R. (2001). Introduction to Special Issue on Burnout and Health. Psychology & Health, 16(5), 501-510.
Schaufeli, W. B. & Bakker, A. B. (2004). Job Demands, Job Resources, and Their Relationship with Burnout and Engagement: A Multi‐Sample Study. Journal of organizational Behavior, 25(3), 293-315.
Scholl, R. W., Cooper, E. A. & McKenna, J. F. (1987). Referent Selection in Determining Equity Perceptions: Differential Effects on Behavioral and Attitudinal Outcomes. Personnel Psychology, 40(1), 113-124.
Seashore, E. S., & Taber, D. T. (1975). Job Satisfaction Indicators and Their Correlates. American Behavioral Scientist, 18(3), 333-368.
Shirom, A. (1989). Burnout in work organizations. International review of industrial and organization psychology (Cooper, C. L.& Robertson, I. Eds.), 25-48. Chichester, U.K.: Wiley.
Snape, Ed. & Redman, T. (2003). An Evaluation of AThree-component Model of Occupational Commitment: Dimensionality and Consequences among United Kingdom Human Resource Management Specialists. Journal of Applied Psychology, 88(1), 152-159.
Steers, R. M. (1977). Antecedents of Outcomes of Organizational Commitment. Administrative Science Quarterly, 22, 46-56.
Tett, R. P.& Meyer, J. P. (1993). Job Satisfaction, Organizational Commitment, Turnover Intention, And Turnover: Path Analyses Based On Meta-Analytic Findings.Personnel Psychology, 46(2), 259-293.
Thatcher, B. J., Stepina, L. P., & Boyle, J. R. (2002). Turnover of Information Technology Workers: Examining Empirically the Influence of Attitudes, Job Characteristics, and External Markets. Journal of Management Information Systems, 19(3), 231-261.
Turner, B. A. & Chelladurai, P. (2005). Organizational and Occupational Commitment, Intention to Leave, and Perceived Performance of Intercollegiate Coaches. Journal of Sport Management, 19(2), 193-211.
Vroom,V. H. (1964). Work and Motivation. NewYork: John Wiley & Sons.
Wallace, M. J. & Fay, C. H. (1988). Compensation Theory and Practice. Boston: PWS-Kent
Williams, L. J. & Hazer, J. T. (1986). Antecedents and Consequences of Satisfaction and Commitment in Turnover Models: A Reanalysis Using Latent Variable. Journal of Applied Psychology, 71(2), 219-231.
Wright, T. A. & Cropanzano, R. (1998). Emotional Exhaustion as A Predictor of Job Performance and Voluntary Turnover. Journal of Applied Psychology, 83(3), 486-493		zh_TW