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系統識別號 U0026-0605201315345300
論文名稱(中文) 人格特質、組織激勵制度、工作壓力與離職傾向之關聯性探討 -以資訊科技產業業務人員為例
論文名稱(英文) A Study of the Relationships among Personality Traits, Motivation System, Work Stress and Turnover Intention in IT Industry
校院名稱 成功大學
系所名稱(中) 高階管理碩士在職專班(EMBA)
系所名稱(英) Executive Master of Business Administration (EMBA)
學年度 101
學期 2
出版年 102
研究生(中文) 林芝華
研究生(英文) Chih-Hua Lin
學號 R07991485
學位類別 碩士
語文別 中文
論文頁數 84頁
口試委員 指導教授-邱冠燿
口試委員-洪光宗
口試委員-林建江
中文關鍵字 人格特質  激勵制度  工作壓力  離職傾向 
英文關鍵字 personality traits  motive system  work stress  turnover intention 
學科別分類
中文摘要 本研究主要欲探討資訊科技(IT)產業業務人員人格特質、組織激勵制度、工作壓力與離職傾向間的關係。業務人員不若技術或研發部門靠的是學有專精的一技之長;而倚賴的是溝通協調能力、積極度、抗壓性等與人格特質有關的特點。頂尖業務人格特質上根據銷售顧問馬丁(Steve W. Martin)指出有以下七大人格特質: 謙遜、認真盡責、成就導向、好奇心、保持距離、不易感到沮喪、神經大條。業務一般被社會視為具有挑戰性、不穩定、壓力大的工作。但相對的,業務人員由於需負擔業績責任,領到的薪水、獎金也會比一般內勤人員來的優渥。企業該如何選擇、吸引及留住業務人才使其獲得工作滿足而願意長期為組織效力? 如何營造適合的工作環境或設立建全的制度降低業務人員離職率,為組織帶來最大效益? 基於上述的研究動機,本研究目的歸納如下幾項:1.探討業務人員人格特質與離職傾向是否相關。 2.探討組織激勵制度與離職傾向是否相關。 3.探討業務人員工作壓力與離職傾向是否相關。本研究以「IT產業業務人員」為研究實例,以人格特質、組織激勵制度及工作壓力為自變數,離職傾向為依變數來探討並依據研究目的,進行問卷調查,以SPSS套裝軟體進行統計分析,使用描述性統計、因素分析、信度分析、相關分析、迴歸分析等統計方法,彙整各種分析結果得到下列結論: 一、人格特質中的情敏感性會對離職傾向產生顯著影響。 二、組織激勵制度中的內在報酬與外在報酬皆會對離職傾向產生影響,其中內在報酬影響大過外在報酬。 三、工作壓力對離職傾向有顯著影響,其中以生涯發展&組織氣氛及人際關係影響最大,其次為工作與家庭平衡;再來為工作瑣事及工作負荷;而管理角色及個人責任此兩種壓力對IT業務人員而言,並不會影響其離職傾向。
英文摘要 The main purpose of this research is on the relationship among personality traits,motivation system,work stress and turnover intention of IT industry sales. Sales are not like R&D engineers talent at technical background but communication skills, positive attitude, anti-stress which are related to personality traits. Sales are generally regarded as challenging, unstable and stressful jobs. On the opposite, sales can earn more salaries or bonus than office staff as they have to take charge of sales performance. How do entrepreneurs filter, attract even retain sales talent by satisfying them from work? How to set up pleasant working environment and completed systems to reduce turnover rate? The studying purposes can be contributed based on above motive: 1.The relationship between personality traits and turnover intention. 2. The relationship between motivation system and turnover intention.3.The relationship between work stress and turnover intention. Based on study purposes, this survey is conducted by questionnaires and results are analyzed by SPSS statistical analyses which are included: descriptive statistical analysis, factor analysis, reliability analysis, correlation analysis, regression analysis. The conclusions are as follows: 1.The turnover intention will be influenced by sensitive personality.2.The turnover intention will be influenced by motivation system. Moreover, internal motivation was more significant than external motivation.3. The turnover intention will be influenced by work stress. The most significant factors are career development & atmosphere at organization and relationship, next one is the balance between work and family, the lasts are job details and over loadings.
論文目次 目錄 I
表目錄 III
圖目錄 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 2
第三節 研究範圍與對象 3
第四節 研究流程 4
第二章 文獻探討 5
第一節 人格特質之理論與相關文獻 5
第二節 激勵制度之理論與相關文獻 10
第三節 工作壓力之理論與相關文獻 23
第四節 離職傾向之理論與相關文獻 33
第三章 研究方法 41
第一節 研究架構 41
第二節 研究假設 42
第三節 各變項操作型定義及衡量工具 43
第四節 抽樣方法 46
第五節 資料分析方法 47
第四章 資料分析與結果 49
第一節 因素分析及信度檢定 49
第二節 敘述性統計分析 56
第三節 相關分析 61
第四節 迴歸分析 64
第五章 結論與建議 71
第一節 研究結論 71
第二節 研究建議 72
第三節 研究限制與未來建議 73
參考文獻 75
附錄3-1 人格特質40問項
附錄3-2激勵制度15問項
附錄3-3工作壓力40問項
附錄3-4離職傾向4問項
附錄 研究問卷
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網站部分:
1111人力銀行:引自
http://career.1111.com.tw/history1.asp?sno=730
Wikipedia: 引自
http://en.wikipedia.org/wiki/Salesperson
行政院勞工委員會網站: 引自http://www.iosh.gov.tw/userfiles/File/overwork/oworkjobpressure.pdf
美世顧問公司:引自
http://www.mercer.com.tw/articles/total-remuneration-database-hitech-industry
新北市政府勞工局:引自http://www.labor.ntpc.gov.tw/web/Home?command=display&page=flash
美國國家職業安全及健康研究所:引自
http://www.cdc.gov/niosh/
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