論文摘要內容：
領隊是自我雇用的獨立專業自然人，是團體套裝行程旅遊的第一線提供服務不可或缺的領導人物。在旅遊行業人才流動率偏高的狀況之下，本研究引用工作鑲嵌的概念並配合傳統的工作態度等因素一起來探討工作鑲嵌與工作態度隊領隊的離職與流動的影響。
本研究是國內首次大規模的針對長程團的領隊作為研究標的及製作問卷，用三年的時間調查並收集了分別在台灣與中國執業的319位台灣現職的長程線團體套裝旅遊領隊提供的問卷。本研究以Amos20.0統計軟體進行信、效度分析，並以結構方程式進行假設檢定。
實證發現工作鑲嵌之社群鑲嵌-契合、社群鑲嵌-犧牲此兩構面與離職意願間關係不顯著；相對的工作鑲嵌之組織鑲嵌-犧牲此構面對於工作態度影響效果最直接且強大。並實證了傳統預測離職意願的模式如工作態度、其他工作機會等皆對離職意願分別產生負向及正向的影響。同時本研究也實證干擾效果存在，發現在中國執業的台灣領隊們比在台灣執業的領隊們在組織鑲嵌-犧牲此構面上有較強的組織承諾態度；而在台灣執業的領隊們比在大陸執業的領隊們在組織鑲嵌-連結此構面上有較強的工作滿意程度。
    本研究綜和研究結果提出管理意涵，並對後續研究者提出建議與未來研究之方向參考。

Abstract:
Tour leader is a self-employee of independent professional nature person. A dispensable key person who offer the service in the frontline of outbound group package tour (GPT) in Taiwan. Under the condition that the turover and mobility rate of the talent of Tourism industrial is high recently, This research intends to understand the mobility or turover intention of tour leader by conducting a survey of the relationship among Job embeddedness, job attitude, external job opportunities (EJO)and turnover intention (TI). this research divided job embeddedness domain into job embeddedness-organization (JEO)which has been operationalized as the combination of three factors: organization-fit (JEOF), organization-link (JEOL), organization-sacrifice (JEOS)and job embeddedness- community (JEC)which has been operationalized as the combination of two factors:community-fit (JECF), community-sacrifice (JECS), and divided Job attitude domain into organization commitment (OC)and job satisfaction (JS).
The study participants are tour leaders who offer the service for long-haul outbound package tour. Spending 3 years this study is the first time large- scale, multi-country investigation for Taiwan’s long haul tour leaders who offer the service in Taiwan and China, We collected 319 useful data for the final analysis, and employed AMOS20.0 to analyze the research hypotheses using structural equation modeling (SEM).The results indicate that the traditional turnover model, where JS、OC and EJO are regarded as important predictors of TI, receives support. JEC had no significant relations with TI. However JEOS had strong and significant relations with OC and JS.regarding the JEOS,the tour leader working in China have a greater effect on OC, compared with the tour leader who working in Taiwan; however, regarding the JEOL, the professional practitioner working in Taiwan have greater effect on JS, compared with the practitioner who working in China. Finally, this study offer several managerial and theoretical implications and research directions for future studies.

目錄
頁次
中文摘要	I
英文摘要	II
目錄	III
表目錄	V
圖目錄	VI
第 1 章	緒論	1
1.1	研究背景與動機	1
1.2	研究問題與目的	3
1.3	研究範圍對象	4
1.4	研究流程	5
第 2 章   文獻探討6
2.1	領隊	6
2.2	離職傾向	8
2.3	工作鑲嵌	9
2.4	組織承諾	14
2.5	工作滿足	15
2.6	其他工作機會	17
2.7	假設推導	18
第 3 章	研究方法	24
3.1	研究架構	24
3.2	構面定義	25
3.3	研究變項與問卷設計	26
3.4	抽樣及樣本收集	32
3.5	數據分析方法	32
第 4 章	資料分析結果	34
4.1	樣本基本資料分析	34
4.2	測量模型分析 (Measurement Model Analysis)	37
4.3	結構模型分析(Structure Equation Model Analysis)	42
第 5 章	結論與建議	50
5.1	假設與結果討論	50
5.2	管理意涵	57
5.3	後續研究建議	61
參考文獻	63
中文部分	63
英文部分	64
網頁資料與線上文章	77
附錄一：本研究問卷(前測)	78
附錄二：本研究問卷	82
表目錄
頁次
表2-1	工作鑲嵌各構面定義與意涵	12
表3-1	構面定義	25
表3-2	工作鑲嵌構面題向	27
表3-3	組織承諾構面題向	29
表3-4	工作滿意構面題向	30
表3-5	外部工作機會構面題向	31
表3-6	離職傾向構面題向	31
表4-1	受訪者基本資料統計表	36
表4-2	驗證性因素分析測量指標	38
表4-3	信度與效度分析表	40
表4-4	卡方差表	42
表4-5	結構方程模式整體配適指標	43
表4-6	結構模型評估結果	47
表4-7	不變性檢定(Invariance Tests) 不同地區執業的領隊	49
表5-1	假設檢定結果	56
圖目錄
頁次
圖1-1	研究流程	5
圖3-1	研究架構圖	24
圖4-1	結構方程式路徑圖	44

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