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系統識別號 U0026-2011201220513800
論文名稱(中文) 個人與主管適配對離職影響之探討
論文名稱(英文) Examining the Effects of Person-Supervisor Fit on Turnover
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士在職專班
系所名稱(英) Institute of International Management (IIMBA--Master)(on the job class)
學年度 101
學期 1
出版年 101
研究生(中文) 陳慧玲
研究生(英文) Hui-Lin Chen
學號 RA7991071
學位類別 碩士
語文別 英文
論文頁數 78頁
口試委員 指導教授-史習安
口試委員-黃國平
口試委員-劉玉雯
中文關鍵字 個人與主管適配  主管支持  心理授權  離職意向  主管 – 部屬交換關係  主管 – 部屬交換相對關係  社會比較 
英文關鍵字 Person-supervisor fit  Supervisor support  Psychological empowerment  Turnover  Leader-member exchange  Relative leader-member exchange  Social comparison 
學科別分類
中文摘要 本研究旨在探討個人與主管適配對員工離職意向之關連性。 本研究以台灣四大不同行業共188份員工和主管配對的樣本為研究對象,結果顯示個人與主管適配與員工離職意向呈負向關係,心理授權對於個人與主管適配與員工離職意向之間的關係有顯著的中介效果。 另一方面,主管支持對於個人與主管適配與員工離職意向之間的關係則不具顯著的中介影響效果。除此之外,主管 – 部屬交換相對關係對於個人與主管適配和主管支持呈顯著的調節效果,當主管 – 部屬交換相對關係高時強化了個人與主管適配和主管支持之間的關係。 再者,主管 – 部屬交換的社會比較關係對於個人與主管適配和心理授權也呈顯著的調節效果。
本研究透過不同行業之員工和主管,實證分析得到上司和下屬的人格,價值和目標之間契合時與結果變量的關係。具體而言,個人與主管適配越高時即降低離職意向。
英文摘要 This study examined how person-supervisor (PS) fit is linked to employee turnover. Based on a sample of 188 employee-supervisor pairs from four organizations in Taiwan, the results revealed that PS fit is negatively associated with employee turnover, and that the relationship between them is partially mediated by psychological empowerment, as expected employee turnover. On the other hand supervisor support did not mediate the relationship between PS fit and employee turnover. Furthermore, related leader-member exchange (RLMX) moderated the relationship between PS fit and supervisor support such that the relationships became stronger for individuals with higher rather than lower in RLMX. In addition the leader-member exchange social comparison (LMXSC) moderated the relationship between PS fit and psychological empowerment.
This study was conducted with supervisors and subordinates from different industries and the results show that match between supervisor and subordinate personality dimensions, values, and goals had a relationship with the outcome variables of interest. Specifically, the greater the PS fit the lower the turnover.
論文目次 TABLE OF CONTENTS
ABSTRACT I
ACKNOWLEDGEMENTS III
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background. 1
1.2 Research Objectives. 4
1.3 Research Procedure. 5
1.4 Research Structure. 5
CHAPTER TWO LITERATURE REVIEW 7
2.1 Person Supervisor Fit. 7
2.2 Leader – Member Exchange and Social Exchange Theory. 8
2.3 PS Fit and Supervisor Support. 10
2.4 PS Fit and Psychological Empowerment. 13
2.5 Supervisor Support and Turnover. 15
2.6 Psychological Empowerment and Turnover. 17
2.7 The Mediating Role of Supervisor Support and Psychological Empowerment. 19
2.8 The Moderating Role of Related Leader-Member Exchange. 21
2.9 The Moderating Role of Leader-Member Exchange Social Comparison. 24
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 28
3.1 Research Framework. 28
3.2 Participants and Procedure. 29
3.3 Measures. 30
3.3.1 Leader–Member Exchange. 30
3.3.2 Person-Supervisor Fit. 31
3.3.3 Supervisor Support. 31
3.3.4 Psychological Empowerment. 31
3.3.5 Relative Leader–Member Exchange (RLMX). 32
3.3.6 Leader-Member Exchange Social Comparison. 32
3.3.7 Turnover. 32
3.3.8 Controls. 33
CHAPTER FOUR DATA ANALYSIS AND RESEARCH RESULTS 34
4.1 Data Analysis. 34
4.1.1. Reliability Test. 34
4.1.2 Confirmatory Factor Analyses. 40
4.1.3 Construct Validity. 40
4.2 Descriptive Statistics. 43
4.3 Overall Model Fit. 46
4.4 Hypotheses Tests. 47
4.4.1 Structural Equation Modeling. 47
4.4.2 Mediating Effects of Supervisor Support and Psychological Empowerment. 48
4.4.3 Moderating Effects of RLMX and LMXSC. 51
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 53
5.1 Discussion. 53
5.2 Implications for Practice. 53
5.3 Limitations and Future Research Directions. 54
5.4 Conclusion. 56
REFERENCES 57
APPENDICES 68

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