系統識別號 | U0002-1712202010030100 |
---|---|
DOI | 10.6846/TKU.2021.00395 |
論文名稱(中文) | 探討如何提升員工忠誠度 |
論文名稱(英文) | An Empirical Study on Employee Loyalty |
第三語言論文名稱 | |
校院名稱 | 淡江大學 |
系所名稱(中文) | 國際企業學系碩士班 |
系所名稱(英文) | Master's Program, Department Of International Business |
外國學位學校名稱 | |
外國學位學院名稱 | |
外國學位研究所名稱 | |
學年度 | 109 |
學期 | 1 |
出版年 | 110 |
研究生(中文) | 黃玉潔 |
研究生(英文) | Yu-Jie Huang |
學號 | 608550223 |
學位類別 | 碩士 |
語言別 | 繁體中文 |
第二語言別 | |
口試日期 | 2020-12-07 |
論文頁數 | 149頁 |
口試委員 |
指導教授
-
孫嘉祈
共同指導教授 - 林烱垚 委員 - 蔡政言 委員 - 周啟陽 |
關鍵字(中) |
工作分配 管理者態度 同儕情感 績效稽核 員工忠誠度 專家訪談法 |
關鍵字(英) |
Work Distribution Supervisor Attitude Peer Sentiment Performance Appraisals Employee Loyalty Expert Interview |
第三語言關鍵字 | |
學科別分類 | |
中文摘要 |
全球化速度逐漸加快使得企業內部的人才流動也變得更加重要,企業本身必須審慎面對如 何留住人才,以使人員配置可以滿足企業的勞動力需求。 根據台灣 104 人力銀行(2019)的調查,現在的員工離職率非常高,本研究論文希望能夠 瞭解員工對企業組織減少忠誠度之影響因素,探討其需求與提升員工的忠誠度,並運用四個構 面:工作分配、管理者態度、同儕情感、與績效稽核等構面作探討,本研究以專家訪談的方式 進行研究,邀請不同產業、不同階層的職員與管理者,針對現行企業內部的趨勢做分析並分享 實務經驗。 研究結果發現,企業本身完善升遷制度與獎勵機制、員工價值觀與公司文化整合、彈性工 作輪調與分配、以及主管溝通與領導能力,皆會影響員工對企業本身的忠誠度。 綜合上述研究結果,本研究論文分別針對管理制度面及管理技巧面提出相關管理意涵,建 議管理者除了需培養包容與公平的處世原則,也應提倡多元化的團隊合作模式,並積極參與員 工事務,適時溝通與理解員工之需求,方能加強企業本身與員工之間的聯繫,以上為管理制度 面;另外,針對管理技巧面,也應以同輩角度積極學習和參與各項增進實力的相關課程,並與 管理者及同儕多加溝通,達到良好的互動與團隊合作能力。 |
英文摘要 |
The gradually increasing pace of globalization has brought about greater emphasis on employee turnover. Firms must prudently care about talent retention to satisfy labor demands. According to a survey conducted by the 104 Human Resource Bank of Taiwan (2019), the current employee turnover rate is extremely high. This study aims to ascertain the factors affecting employee loyalty to business organizations, explore employees’ demand and increase their loyalty base on four perspectives: work distribution, supervisor attitude, peer sentiment, and performance appraisals. The research adopt expert interviews method, where employees and supervisors from various industries and strata were invited to perform analysis and share their practical experience of the prevailing trends in firms. The research results show the perfection of promotion and reward systems, the integration of employee values and company culture, flexible job rotation and work distribution, and supervisors’ communication and leadership abilities will influence employees’ loyalty. This paper proposes some managerial implications for managerial system and managerial technique respectively. For the former, we suggested that besides fostering the principles of tolerance and equity, supervisors should advocate for a diversified teamwork working model, actively participate in staff affairs iv and timely communicate with employees and understand their needs, so as to strengthen the connection between the employees and the firm. For the latter, supervisors should be in the perspective of peers and be active to participate training courses that enhance communication skills and teamwork spirit with supervisors and peers. |
第三語言摘要 | |
論文目次 |
目錄 誌謝.................................................................................................................................i 摘要................................................................................................................................ii Abstract........................................................................................................................ iii 目錄................................................................................................................................v 表目錄........................................................................................................................ viii 圖目錄............................................................................................................................x 第 1 章 緒論 .................................................................................................................1 1.1 研究背景與動機.............................................................................................1 1.2 研究目的.........................................................................................................5 1.3 研究流程.........................................................................................................6 第 2 章 文獻探討 .........................................................................................................7 2.1 臺灣勞役現況概述.........................................................................................7 2.1.1 工作分配影響員工離職......................................................................7 2.1.2 管理者態度影響員工離職................................................................14 2.1.3 同儕情感影響員工離職....................................................................16 2.1.4 績效稽核影響員工離職....................................................................21 2.1.5 小結....................................................................................................23 2.2 工作分配.......................................................................................................24 2.2.1 職務分配之定義................................................................................24 2.2.2 職務分配之理論................................................................................25 2.2.3 職務輪調之定義................................................................................26 2.2.4 職務輪調之理論................................................................................27 vi 2.3 管理者態度...................................................................................................30 2.3.1 管理者態度之定義............................................................................30 2.3.2 管理者態度之理論............................................................................33 2.4 同儕情感.......................................................................................................36 2.4.1 同儕情感之定義................................................................................36 2.4.2 同儕情感之理論................................................................................36 2.5 績效稽核.......................................................................................................38 2.5.1 績效稽核之定義................................................................................38 2.5.2 績效稽核之理論................................................................................40 2.6 員工忠誠度...................................................................................................42 2.6.1 員工忠誠度之定義............................................................................42 2.6.2 員工忠誠度之理論............................................................................46 第 3 章 研究方法 .......................................................................................................47 3.1 質性研究.......................................................................................................47 3.1.1 質性研究介紹....................................................................................47 3.1.2 常見質性研究方法............................................................................48 3.2 專家訪談法...................................................................................................52 3.2.1 專家訪談法實施流程........................................................................52 3.2.2 專家訪談法資料分析........................................................................55 第 4 章 訪談結果分析 ...............................................................................................57 4.1 訪談大綱.......................................................................................................57 4.1.1 訪談目的............................................................................................57 4.1.2 訪談綱要............................................................................................58 4.2 訪談來源.......................................................................................................58 4.2.1 訪談時間............................................................................................58 4.2.2 訪談對象............................................................................................58 vii 4.3 訪談歸納.......................................................................................................60 4.3.1 資料彙整............................................................................................60 4.3.2 資料歸納............................................................................................89 4.4 命題發展.....................................................................................................122 第 5 章 結論與建議 .................................................................................................125 5.1 管理意涵.....................................................................................................125 5.2 研究限制與建議.........................................................................................129 5.3 研究貢獻.....................................................................................................130 參考文獻....................................................................................................................135 一、中文文獻....................................................................................................135 二、英文文獻....................................................................................................138 三、網路文獻....................................................................................................145 viii 表目錄 表 1 104 人力銀行 資訊科技 2019 年人資 F.B.I.:離職率 ................................3 表 2 Yes123 求職網 2019 年、2020 年調查數據彙整表 ...................................20 表 3 104 人力銀行 資訊科技 2019 年人資 F.B.I.:企業育才困境 ..................22 表 4 各學者對職務輪調之定義 ...........................................................................26 表 5 各學者對態度之定義 ...................................................................................32 表 6 同儕情感之負向影響 ...................................................................................37 表 7 各學者對績效稽核之定義 ...........................................................................39 表 8 各學者對員工忠誠度之定義 .......................................................................44 表 9 訪談綱要 .......................................................................................................58 表 10 專家背景介紹 .............................................................................................59 表 11 專家 A 訪談紀錄表 ....................................................................................60 表 12 專家 B 訪談紀錄表.....................................................................................62 表 13 專家 C 訪談紀錄表.....................................................................................64 表 14 專家 D 訪談紀錄表 ....................................................................................68 表 15 專家 E 訪談紀錄表.....................................................................................73 表 16 專家 F 訪談紀錄表.....................................................................................76 表 17 專家 G 訪談紀錄表 ....................................................................................80 表 18 專家 H 訪談紀錄表 ....................................................................................85 表 19 Q1 專家訪談歸納表 ...................................................................................89 表 20 Q1 專家訪談分析表 ...................................................................................92 表 21 Q1 專家訪談彙整表 ...................................................................................94 表 22 Q2 專家訪談歸納表 ...................................................................................95 表 23 Q2 專家訪談分析表 ...................................................................................99 表 24 Q2 專家訪談彙整表 .................................................................................101 ix 表 25 Q3 專家訪談歸納表 .................................................................................102 表 26 Q3 專家訪談分析表 .................................................................................105 表 27 Q4 專家訪談歸納表 .................................................................................107 表 28 Q4 專家訪談分析表 .................................................................................110 表 29 Q5 專家訪談歸納表 .................................................................................112 表 30 Q5 專家訪談分析表 .................................................................................115 表 31 Q6 專家訪談歸納表 .................................................................................117 表 32 Q6 專家訪談分析表 .................................................................................120 表 33 員工忠誠度之影響構面整合表 ...............................................................131 x 圖目錄 圖 1 管理制度面 .....................................................................................................4 圖 2 管理技巧面 .....................................................................................................4 圖 3 研究流程 .........................................................................................................6 圖 4 2018 年 OECD 主要國家就業者年總工時 ...................................................8 圖 5 臺灣就業者平均每年工時 .............................................................................9 圖 6 Yes123 求職網 2019 年調查數據:工作制度 ............................................11 圖 7 Yes123 求職網 2019 年調查數據:工作過勞 ............................................12 圖 8 Yes123 求職網 2019 年調查數據:考慮離職 ............................................12 圖 9 Yes123 求職網 2019 年調查數據:加班原因 ............................................13 圖 10 Yes123 求職網 2019 年調查數據:霸凌來源 ..........................................18 圖 11 Yes123 求職網 2019 年調查數據:受害者態度.......................................18 圖 12 Yes123 求職網 2020 年調查數據:霸凌來源 ..........................................19 圖 13 Yes123 求職網 2020 年調查數據:受害者態度 ......................................19 圖 14 104 人力銀行 資訊科技 2019 年人資 F.B.I.:留才 ................................23 圖 15 當責式管理(ARCI).....................................................................................29 圖 16 ABC Model of Attitude ...............................................................................33 圖 17 專家訪談法實施流程 .................................................................................54 圖 18 質性研究分析五步驟 .................................................................................56 |
參考文獻 |
參考文獻 一、 中文文獻 1. 王文科 (2000),質的研究問題與趨勢,質的研究方法,高雄市:麗文文化。 2. 江麗美、吳書榆(譯) (2019),當責式管理經典叢書,台北市:經濟新潮社。 (Connors, R., T. Smith and C. Hickman, 1994) 3. 吳靖國 (2010),質性研究:從理解「人」開始,銘傳教育電子期刊,(2),20- 34。 4. 巫沛倉、廖紫柔、林薏昕 (2017),同儕壓力、知覺風險、顧客滿意度之結構 模式研究—以科技接受模式為中介變項,管理資訊計算,6 (1),146-156。 5. 李美枝 (2002),社會心理學:理論研究與應用,台北市:文笙書局。 6. 李美玲、周萍芬 (2003),員工認知對工作態度與工作績效之探討,遠東學報, 20 (4),869-882。 7. 李超平、時勘 (2003),分配公平與程序公平對工作倦怠的影響,心理學報, 35 (5),677-684。 8. 汪新艷、廖建橋 (2007),組織公平感對員工工作績效的影響機制研究,江西 社會科學,(9),153-156。 9. 沈進成、王銘傑 (2007),工作士氣對工作績效影響關係之研究—以工作壓力 為干擾變項,經營管理論叢,3 (1),81-98。 10. 林秀雲(譯) (2013),社會科學研究方法,台北市:新加坡商聖智學習亞洲 私人有限公司。 (Babbie, E., 1975) 11. 林金定、嚴嘉楓、陳美花 (2005),質性研究方法:訪談模式與實施步驟分析, 身心障礙研究季刊,3 (2),122-136。 12. 林珊如 (2007),圖書資訊學與質性研究,中華圖書資訊學教育學會會訊,(27), 2-16。 13. 邱柏松、戴志璁 (2007),組織認同、員工忠誠度、人力資本及組織效能之研 136 究—以商業銀行為例,管理研究學報,7 (2),227-255。 14. 姜定宇、鄭伯壎 (2003),組織忠誠、組織承諾、及組織公民行為研究之回顧 與前瞻,應用心理研究,(19),175-209。 15. 姜定宇、鄭伯壎、任金剛、黃政瑋 (2003),組織忠誠:本土化的建構與測量, 本土心理學研究,(19),273-337。 16. 施文玲 (2006),質性取向研究理論派典之探析,網路社會學通訊期刊,(53)。 17. 夏春、王曉娟、朱永新 (2007),公平感對離職傾向的影響,統計與決策,(1), 71-72。 18. 張文隆 (2011),當責,台北市:商周出版。 19. 張芬芬 (2010),質性資料分析的五步驟:在抽象階梯上爬升,初等教育學刊, (35),87-120。 20. 許順旺、郭依潔、陳漢軒 (2010),國際觀光旅館餐飲部門員工對內部服務品 質、工作滿意度與員工忠誠度之相關研究—以組織文化為干擾變項,餐旅暨 家政學刊,7 (1),25-54。 21. 陳正強 (1998),組織公正、信任對工作投入與組織公民行為影響關係之研究, 國防管理學院資源管理研究所碩士論文。 22. 陳俊榮 (2008),現代文學研究的方法問題,國立台北教育大學語文集刊,(13), 123-146。 23. 黃先鋒、廖敏齡、周澤民 (2005),工作輪調、工作滿足與組織承諾相關性之 實證研究,人力資源管理學報,5 (4),107-129。 24. 黃同圳 (2000),績效評估與管理—人力資源管理的 12 堂課,台北:天下文 化。 25. 黃英忠 (1997),人力資源管理,台北:三民書局。 26. 黃國彥 (2000),內容分析法,國家教育研究院辭書。 27. 萬文隆 (2004),深度訪談在質性研究中的應用,生活科技教育月刊,37 (4), 17-23。 137 28. 葉乃靜 (2012),質性研究,圖書館學與資訊科學大辭典。 29. 董旭英、黃儀娟(譯)(2000),次級資料研究法,新北市:弘智文化。 (Stewart, D.W. and M.A. Kamins, 1999) 30. 管倖生 (2007),設計研究方法,台北市:全華圖書。 31. 褚麗絹、何育敏、曾冠豪、許宏誠 (2016),工作特性、領導風格及心流經驗 對工作績效影響之研究,經營管理論叢,12 (1),15-27。 32. 劉敏、李小平、莊偉 (2010),員工忠誠度研究的新視角,山東工商學院學報, 24 (1),51-54。 33. 潘淑滿 (2003),質性研究:理論與應用,新北市:心理出版社。 34. 蔡玉琴、杜美蓮、沈金春 (2005),工作輪調知覺、組織承諾與離職傾向關係 之探討:以呼吸治療人員為例,呼吸治療,4 (1),13-24。 35. 鄭國枝、鍾紹熙、倪豐裕 (2016),社會壓力、承諾與稅務員反功能行為:實 驗研究,臺大管理論叢,26 (2),211-238。 36. 鄭裕宏 (2009),返國留學生的工作價值觀與就業適應、工作滿意之研究,網 路社會學通訊期刊,(82)。 37. 蕭婉鎔、林孟俊 (2013),主管正負向情緒對團隊成員績效之影響—以凝聚力 為中介效果,朝陽商管評論,12 (1),1-31。 138 二、 英文文獻 1. Adams, J.S. (1965), Inequity in Social Exchange, Advances in Experimental Social Psychology, 2, 267-299. 2. Ashforth, B.E. and R.H. Humphrey (1995), Emotion in the Workplace: A Reappraisal Human Relations, 48 (2), 97-125. 3. Baron, R.A. and D. Byrne (1987), Social psychology: Understanding human interaction (5th ed.), Boston: Allyn & Bacon. 4. Barrett, G.V. and M.C. Kernan (1987), Performance Appraisal and Terminations: A Review of Court Decisions Since Brito V. Zia with Implications for Personnel Practices, Personnel Psychology, 40 (3), 489-503. 5. Bass, B.M. (1985), Leadership and performance beyond expectations, New York: Fress Press. 6. Beaudoin, P. and M.J. Lachance (2006), Determinants of Adolescents’ Brand Sensitivity to Clothing, Family and Consumer Sciences Research Journal, 34 (4), 312-331. 7. Berk, L.E. (1997), Child development, Boston: Allyn & Bacon. 8. Bies, R.J. and J.F. Moag (1986), Interactional Justice: Communication Criteria of Fairness, Research on Negotiations in Organizations, 1, 43-55. 9. Breckler, S.J. (1984), Empirical Validation of Affect, Behavior, and Cognition as Distinct Components of Attitude, Journal of Personality and Social Psychology, 47 (6), 1191-1205. 10. Brief, A.P. and H.M. Weiss (2002), Organizational Behavior: Affect in the Workplace, Annual Review of Psychology, 53, 279-307. 11. Burns, J.M. (1978), Leadership, New York: Harper & Row. 12. Byars, L.L. and L. W. Rue, (2000), Human resource management, (7th ed.), New 139 York: McGraw-Hill. 13. Byars, L.L. and L.W. Rue (1994), Human resource management, (4th ed.), Burr Ridge: IRWIN. 14. Byars, L.L. and L.W. Rue (1994), Why Performance Appraisal Systems Fail, Personnel Administration, 32-40. 15. Campbell, J.P. (1990), Modeling the performance prediction problem in industrial and organizational psychology, In Dunnette, M.D. and Hough, L.M. (eds.), Handbook of industrial and organizational psychology, California: Consulting Psychologists Press, Palo Alto. 16. Campion, M.A., L. Cheraskin and M.J. Stevens (1994), Career-Related Antecedents and Outcomes of Job Rotation, Academy of Management Journal, 37 (6), 1518-1542. 17. Carl, I.H., L.J. Irving and H.K. Harold (1953), Communication and persuasion: Psychological studies of opinion change, New Haven: Yale University Press. 18. Cohen, L. and L. Manion (1989), Research methods in education (3rd ed.), London: Routledge. 19. Dessler, G. (1997), Human resource management, (7th ed.), New Jersey: PrenticeHall Company. 20. Durkin, K. (1995), Developmental social psychology: From infancy to old age, New Jersey: Blackwell. 21. Dyne, L.V., J.W. Graham and R.M. Dienesch (1994), Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation, Academy of Management Journal, 37 (4), 765-802. 22. Edwards, M.R. and J.R. Sproull (1983), Rating the Raters Improves Performance Appraisals, Personnel Administrator, 128 (8), 77. 23. Engel, J.F., R.D. Blackwell and P.W. Miniard (1995), Consumer behavior (8th ed.), 140 448-460, New York: The Dryden Press. 24. Fishbein, M. and I. Ajzen (1975), Belief, attitude, intention and behavior: An introduction to theory and research, Boston: Addison-Wesley. 25. Folger, R.G. and J. Greenberg (1985), Procedural Justice: An Interpretive Analysis of Personnel Systems, Research in Personnel and Human Resources Management, 3 (1), 141-183. 26. Folger, R.G. and R. Cropanzano (1998), Organizational justice and human resource management, California: Thousand Oaks. 27. Frechette, H.M. and E.G. Wertheim (1985), Performance Appraisal, AMACOM。 28. George, J.M. (1996), Group affective tone, In M.A. West (eds.), Handbook of work group psychology, 77-93, Chicester: Wiley. 29. George, J.M. and E.B. King (2007), Potential Pitfalls of Affect Convergence in Teams: Functions and Dysfunctions of Group Affective Tone, Research on Managing Groups and Teams, 10, 97-124. 30. Ginnett, R.C. (1996), Team effectiveness leadership model: Identifying leverage points for change, In: proceedings of the 1996 National Leadership Institute conference, National Leadership Institute, College Park. 31. Goldstein, N.J. (2009), Harnessing Social Pressure, Harvard Business Review, 43- 47. 32. Graen, G.B. and J.F. Cashman (1975), A role making model in formal organizations: A developmental approach, Leadership frontiers, Kent: Kent State University Press. 33. Greenberg, J. (1990), Organizational Justice: Yesterday, Today, and Tomorrow, Journal of Management, 16 (2), 399-432. 34. Griskevicius, V., R.B. Cialdini and N.J. Goldstein (2008), Applying (and Resisting) Peer Influence, MIT Sloan Management Review, 49 (2), 84. 141 35. Hales, C. and O. Gough (2003), Employee Evaluations of Company Occupational Pensions: HR Implications, Personnel Review, 32 (3), 319-331. 36. Ho, W.H., C.S. Chang, Y.L. Shih and R.D. Liang (2009), Effects of Job Rotation and Role Stress among Nurses on Job Satisfaction and Organizational Commitment, BMC Health Services Research, 9 (8). 37. House, R.J. (1971), A Path Goal Theory of Leader Effectiveness, Administrative Science Quarterly, 16 (3), 321-339. 38. Ilies, R., D.T. Wagner and F.P. Morgeson (2007), Explaining affective linkages in teams: Individual Differences in Susceptibility to Contagion and IndividualismCollectivism, Journal of Applied Psychology, 92 (4), 1140-1148. 39. Kelly, P.R. (1958), Reappraisal of Appraisal, Harvard Business Review, (5-6), 59. 40. Kirschenbaum, A. (1991), The Corporate Transfer: Origin and Destination Factors in the Decision to Change Jobs, Journal of Vocational Behavior, 38 (1), 107-123. 41. Laabs, J.J. (1996), Employee Commitment, Personnel Journal, 75 (8), 58-66. 42. LaPiere, R.T. (1934), Attitudes vs. Actions, Social Forces, 13 (2), 230-237. 43. Lord, A.T. and F.T. DeZoort (2001), The Impact of Commitment and Moral Reasoning on Auditors’ Responses to Social Influence Pressure, Accounting, Organizations and Society, 26 (3), 215-235. 44. Mak, B.L. and H. Sockel (2001), A Confirmatory Factor Analysis of IS Employee Motivation and Retention, Information & Management, 38, 265-276. 45. Mathis, R.L. and J.H. Jackson (1999), Human resource management: Essential perspective/consulting, Cincinnati Ohio: South-Western College. 46. McGregor D. (1960), The human side of enterprise, New York: McGraw-Hill. 47. Meyer, J.P. and N.J. Allen (1991), A Three-Component Conceptualization of Organizational Commitment, Human Resource Management Review, 1 (1), 61-89. 48. Morris, J.H. and J.D. Sherman (1981), Generalizability of an Organizational 142 Commitment Model, Academy of Management Journal, 24 (3), 512-527. 49. Mowday, R.T., L.W. Porter and R.M. Steers (1982), Employee-organization linkages: The psychology of commitment, absenteeism and turnover, New York: Academic Press. 50. Myers, D. and R. Stonehill (1993), School-Based Management, Education Research Consumer Guide. 51. Neuman, W.L. (1997), Social research methods: Qualitative and quantitative approaches (4th ed.), Boston: Allyn & Bacon. 52. Niehoff, B.P. and R.H. Moorman (1993), Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior, Academy of Management Journal, 36 (3), 527-556. 53. Noe, R.A. and J.K. Ford (1992), Emerging Issues and New Directions for Training Research, Research in Personnel and Human Resources Management, 10, 345- 384. 54. Olorunsola, R. (2000), Job Rotation in Academic Libraries: The Situation in a Nigerian University Library, Library Management, 21 (2), 94-98. 55. Patz, A.L. (1975), Performance Appraisal: Useful but Still Resisted, Harvard Business Review. 56. Perlman, D. and R.C. Cozby (1983), Social psychology, New York: Holt, Rinehart & Winston. 57. Pinder, C.C. (1984), Work motivation, Theory, issues, and applications, Illinois: Foresman and Company. 58. Ponemon, L.A. (1992), Ethical Reasoning and Selection-Socialization in Accounting, Accounting, Organizations and Society, 17 (3-4), 239-258. 59. Porter, L., R. Steers and Lawler (1968), Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians, Journal of Applied 143 Psychology, 59 (5), 603-609. 60. Porter, L.W. and F.J. Smith (1970), The etiology of organizational commitment: A longitudinal study of the initial stages of employee-organizational reactions (unpublished manuscript), Graduate school of administration, Irvine: University of California. 61. Porter, L.W., R.M. Steers, R.T. Mowday and P.V. Boulian (1974), Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians, Journal of Applied Psychology, 59, 603-609. 62. Powers, E.L. (2000), Employee Loyalty in the New Millennium, SAM Advanced Management Journal, 65 (3), 123-124. 63. Price, J.L. and C.W. Mueller (1986), Absenteeism and turnover of hospital employees, Greenwich: JAI Press. 64. Reichers, A.E. (1985), A Review and Reconceptualization of Organizational Commitment, Academy of Management Review, 10 (3), 456-476. 65. Rigby, K. (2002), New perspectives on bullying, Philadelphia: Jessica Kingsley. 66. Robbins, S.P. (1986), Organizational behavior: Concepts controversies, and applications (2nd ed.), 428-429, New Jersey: Prentice-Hall Company. 67. Robbins, S.P. (1998), Organization behavior, concepts, controvercies, application (7th ed.), New Jersey: Englewood Cliffs. 68. Robert, C. (2012), Work-Life Balance: Stop Working All Those Hours, Harvard Business Review. 69. Saari, L.M., T.R. Johnson, S.D. McLaughlin and D.M. Zimmerle (1988), A Survey of Management Training and Education Practices in U.S. Companies, Personnel Psychology, 41 (4), 731-743. 70. Santhiram, R. (2001), Quantitative and Qualitative Research Methods: Some Strengths and Weaknesses, Journal Pendidik dan Pendidikan. 144 71. Santrock, J.W. (2003), Adolescence, New York: McGraw-Hill. 72. Schuler, R.S. (1995), Managing human resources (5th ed.), New York: West Publishing Company. 73. Seibert, S.E., M.L. Kraimer and R.C. Liden (2001), A Social Capital Theory of Career Success, Academy of Management Journal, 44 (2), 219-237. 74. Shrigley, R.L. (1990), Attitude and Behavior are Correlates, Journal of Research in Science Teaching, 27 (2), 97-113. 75. Sim, T.N. (2000), Adolescent Psychosocial Competence: The Importance and Role of Regard for Parents, Journal of Research on Adolescence, 10 (1), 49-64. 76. Solomon, C.M. (1992), The Loyalty Factor, Personnel Journal, 71 (9), 52-58. 77. Thibaut, J. and L. Walker (1975), Procedural justice: A psychological analysis, New Jersey: Lawrence Erlbaum Associates Inc. 145 三、 網路文獻 1. Cheers 快樂工作人雜誌—8 成離職的員工,想離開的不是「公司」而是「主 管」,查詢日期:109/07/14,取自網址 https://www.cheers.com.tw/article/article.action?id=5094397&page=2 2. Enago Academy—質性研究的好處,查詢日期:109/06/24,取自網址 https://www.enago.tw/academy/%E8%B3%AA%E6%80%A7%E7%A0%94%E 7%A9%B6%E7%9A%84%E5%A5%BD%E8%99%95/ 3. Issuu—調查研究法,查詢日期:109/06/24,取自網址 https://issuu.com/starlee/docs/_______________ 4. MBA 智庫—次級資料法,查詢日期:109/06/25,取自網址 https://wiki.mbalib.com/zhtw/%E6%AC%A1%E7%BA%A7%E8%B5%84%E6%96%99 5. MBA 智庫—深層訪談法,查詢日期:109/06/25,取自網址 https://wiki.mbalib.com/zhtw/%E6%B7%B1%E5%B1%82%E8%AE%BF%E8%B0%88%E6%B3%95 6. MBA 智庫—訪談法,查詢日期:109/06/25,取自網址 https://wiki.mbalib.com/zh-tw/%E8%AE%BF%E8%B0%88%E6%B3%95 7. MBA 智庫—觀察法,查詢日期:109/06/25,取自網址 https://wiki.mbalib.com/zh-tw/%E8%A7%82%E5%AF%9F%E6%B3%95 8. PowerPoint 簡報—104 人資學院,查詢日期:109/07/12,取自網址 https://ehr.104.com.tw/download/2019FBI_hrReport.pdf 9. 也談【關於 東京員工被離職】另一個角度,查詢日期:109/07/13,取自網 址 https://www.cnblogs.com/breezeli/archive/2012/07/19/2599278.html 10. 主管強迫加班,查詢日期:109/07/13,取自網址 146 https://www.mobile01.com/topicdetail.php?f=37&t=1534848&p=1 11. 每日頭條—大多數人離職,只是因為和自己的主管合不來,查詢日期: 109/07/14,取自網址 https://kknews.cc/zh-tw/career/kvm2jar.html 12. 東森財經新聞—2020 年職場霸凌調查結果出爐,最大加害者竟是「他們」, 查詢日期:109/07/14,取自網址 https://fnc.ebc.net.tw/FncNews/jobs/118746 13. 社團法人中華民國晴天社會福利協會—個案研究法,查詢日期:109/06/24, 取自網址 https://www.sunnyswa.org.tw/10100/116- %E5%80%8B%E6%A1%88%E7%A0%94%E7%A9%B6%E6%B3%95%EF% BC%88case-study-research%EF%BC%89 14. 風傳媒—我們與過勞死的距離 超時工作正在悄悄摧毀人類的身心健康,查 詢日期:109/07/13,取自網址 https://www.storm.mg/article/1241866 15. 高效率同事斷電—勞逸不均,查詢日期:109/07/12,取自網址 https://yashi4sale.pixnet.net/blog/post/179382585 16. 高達 62%的高薪族是超時工作,該想想如何變那 38%的沉默爽人,查詢日 期:109/07/13,取自網址 http://mr6.cc/?p=7633 17. 商業週刊—考績不公是永遠的「職場創傷」!洪雪珍:公司做不到這兩件事, 有績效考核比沒有還糟糕,查詢日期:109/08/04,取自網址 https://www.businessweekly.com.tw/careers/blog/25115 18. 國小獨立研究常用的研究方法—觀察研究法,查詢日期:109/06/25,取自網 址 http://163.23.67.198/ttjhswp/research/files/2013/08/%E8%A7%80%E5%AF%9F 147 %E6%B3%95.pdf 19. 勞動部勞動力發展署—人力資源管理 基礎篇 第六章 考才,查詢日期: 109/07/21,取自網址 https://ttqs.wda.gov.tw/EBooks_Files/6.%E8%80%83%E6%89%8D.pdf 20. 尋夢新聞—50%的員工離職是因為主管做了這幾件事,查詢日期:109/07/14, 取自網址 https://ek21.com/news/1/50118/ 21. 經理人月刊—工時增加,反而降低生產力?談超時工作的負面影響,查詢日 期:109/07/13,取自網址 https://www.managertoday.com.tw/books/view/52570 22. 經理人月刊—有效分配權責,任務滴水不漏,查詢日期:109/08/03,取自網 址 https://www.managertoday.com.tw/articles/view/1942 23. 經理人月刊—別等部屬離職才後悔!員工的工作滿意度,取決於直屬主管的 態度,查詢日期:109/08/03,取自網址 https://www.managertoday.com.tw/columns/view/51705 24. 實證資料收集方法—觀察法,查詢日期:109/06/25,取自網址 http://eschool.kuas.edu.tw/tsungo/Publish/09%20Observation%20method.pdf 25. 管 理 知 識 中 心 — 勇 於 當 責 、 承 擔 責 任 與 盡 力 負 責 ( Accountability, Responsibility & Conscientious),查詢日期:109/08/03,取自網址 https://mymkc.com/article/content/21186 26. 臺灣 104 人力銀行—績效考核做完了,然後呢,查詢日期:109/07/15,取自 網址 https://blog.104.com.tw/%E7%B8%BE%E6%95%88%E8%80%83%E6%A0%B 8%E5%81%9A%E5%AE%8C%E4%BA%86%EF%BC%8C%E7%84%B6%E5 %BE%8C%E5%91%A2%EF%BC%9F/ 148 27. 臺灣 1111 人力銀行—勞工職業災害現況調查,查詢日期:109/07/13,取自 網址 https://www.1111.com.tw/news/jobns/112262 28. 臺灣 Yes123 求職網—【2019 年 04 月調查主題】勞工辛酸史與職場小確幸 調查,查詢日期:109/07/14,取自網址 https://www.yes123.com.tw/admin/white_paper/article.asp?id=20190430102030 29. 臺灣 Yes123 求職網—碰到難搞主管,不是換工作的理由,查詢日期: 109/07/14,取自網址 https://www.yes123.com.tw/admin/aboutwork/article.asp?w_id=7415 30. 臺灣 Yes123 求職網—讓員工陷入無力感,是老闆有問題,查詢日期: 109/07/12,取自網址 https://www.yes123.com.tw/admin/aboutwork/article.asp?w_id=8553 31. 臺灣人為什麼會一直加班的原因,查詢日期:109/07/13,取自網址 http://ideapit.com/article/wptq 32. 臺灣勞動部—就業者平均每年工時,查詢日期:109/07/12,取自網址 http://statdb.mol.gov.tw/html/nat/107/107006%e8%a1%a86-2.pdf 33. 遠見雜誌—辭職吧!你該遠離的 5 種主管,查詢日期:109/07/14,取自網址 https://www.gvm.com.tw/article/26970 34. 領導社會企業—再造人本價值 Deloittee,查詢日期:109/08/03,取自網址 https://www2.deloitte.com/content/dam/Deloitte/tw/Documents/humancapital/tw-2019-human-capital-trend.pdf 35. 談談對加班的看法,查詢日期:109/07/13,取自網址 https://www.iteye.com/topic/734311 36. 質性研究本質,查詢日期:109/06/24,取自網址 https://www.pws.stu.edu.tw/fckung/file/QR.pdf 37. 質性資料分析五步曲【李慶芳】,查詢日期:109/06/26,取自網址 149 https://reswithoutnumbers.blogspot.com/2012/09/blog-post.html 38. 聯合新聞網—去年臺灣平均總工時,再居全球第 4,查詢日期:109/07/12, 取自網址 https://udn.com/news/story/7269/4069697 |
論文全文使用權限 |
如有問題,歡迎洽詢!
圖書館數位資訊組 (02)2621-5656 轉 2487 或 來信