本研究旨在探討被購併公司員工工作壓力、組織承諾與離職傾向間關係。購併是企業進行多角化經營的工具之一，亦能藉此提升經營的綜效。然而企業進行龐大的組織變革時常為顧及績效與制度之議題而忽略人力整合所造成之影響，導致員工工作壓力升高及員工對新組織的沒有共同的願景與使命，都可能進而影響員工繼續為新組織效命的意願，而造成無法發揮企業購併的成效。

    本研究以任職於C公司，且於2010年C公司被購併後，至今仍繼續留任員工為研究對象，探討被購併公司員工工作壓力、離職傾向與組織承諾間之關係，並以組織承諾為中介變項，探究其在工作壓力對離職傾向之影響的中介效果。

    經實證分析與討論後，所得之結論如下： 
一、購併後員工之工作壓力對組織承諾呈顯著負向影響。
二、購併後員工之組織承諾對離職傾向呈顯著負向影響。
三、購併後員工之工作壓力對離職傾向呈顯著正向影響。
四、組織承諾在工作壓力對離職傾向之影響具有部分中介效果。

The purpose of this study was to explore the relationships among job stress, organization commitment, and turnover intention of the employee in the acquired C Company. 

    The firms can obtain the synergy, revenue enhancement and cost saving, when conducting diversification through successful M&A. However, how the organizational change during M&A might influence the M&A effectiveness. During M&A, to solve employee’s job stress problems and to reconstruct loyalty of new organization can make employee have same vision and mission to be willing working at new company after M&A. 

    The hypotheses were tested by using data collected from the employee who still work in the new company which acquired C company in 2010. This study explored the relationships among job stress, organization commitment, and turnover intention; and made organization commitment as a mediator variable to analyze the mediation effects between job stress and turnover intention.

    After the empirical research, the major results as follows:
1. The job stress of the employee from aquired company has  an obviously negative effect on the organization commitment.
2. The organization commitment of the employee from aquired company has an obviously negative effect on the turnover intention.
3. The job stress of the employee from aquired company has an obviously positive effect on the turnover intention.
4. The organization commitment of the employee from aquired company mediates the effect incompletely between job stress and turnover intention.

目錄	I
表次	IV
圖次	VI
第一章 緒論	1
第一節 研究背景與動機	1
第二節 研究目的	7
第二章 文獻探討	8
第一節 購併意涵、動機及類型	8
第二節 工作壓力意涵及來源	10
第三節 人口統計變項與工作壓力之關係	13
第四節 組織承諾意涵	15
第五節 工作壓力與組織承諾之關係	17
第六節 離職傾向意涵	18
第七節 組織承諾與離職傾向之關係	21
第八節 工作壓力與離職傾向之關係	22
第九節 組織承諾於工作壓力與離職傾向之中介效果	24
第三章 研究設計	25
第一節 研究架構	25
第二節 研究假設	26
第三節 變項定義與衡量	26
第四節 研究對象與樣本之選取	31
第五節 資料收集與分析方法	31
第四章 資料分析與結果	33
第一節 預試分析	33
第二節 樣本結構分析	36
第三節 因素分析與信度分析	39
第四節 差異性分析	44
第五節 工作壓力、組織承諾與離職傾向之相關性分析	51
第六節 工作壓力、組織承諾與離職傾向間之影響性探討	53
第七節 組織承諾中介效果之探討	59
第八節 研究假設驗證之結果整理	60
第五章 結論與建議	61
第一節 結論	61
第二節 管理上之意涵	63
第三節 研究限制	64
第四節 建議	65
參考文獻	67
一、中文部分	67
二、英文部分	71
附錄：問卷	80


表次

表2-1 組織因素之相關工作壓力來源	12
表3-1 工作壓力之問項	27
表3-2 組織承諾之問項	29
表3-3 離職傾向之問項	30
表4-1 各變項之 Cronbach’s α 值	34
表4-2 樣本之基本資料	37
表4-3 各變項之共同性檢定	39
表4-4 變項「工作壓力」之KMO係數與Bartlett檢定	41
表4-5 變項「工作壓力」之因素分析	42
表4-6 變項「組織承諾」之KMO係數與Bartlett檢定	42
表4-7 變項「組織承諾」之因素分析	43
表4-8 各變項與構面本之基本資料	44
表4-9 性別在工作壓力、組織承諾與離職傾向各構面之差異性分析45
表4-10 年齡在工作壓力、組織承諾與離職傾向各構面之差異性分析       46
表4-11 職位在工作壓力、組織承諾與離職傾向各構面之差異性分析	48
表4-12 服務年資在工作壓力、組織承諾與離職傾向各構面之差異性分析	50
表4-13 工作壓力、組織承諾與離職傾向之相關性	52
表4-14 工作壓力、組織承諾與離職傾向各構面之相關性	52
表4-15 工作壓力對組織承諾之迴歸分析彙整表	53
表4-16 工作壓力構面對情感性承諾之複迴歸分析彙整表	54
表4-17 工作壓力構面對持續性承諾之複迴歸分析彙整表	55
表4-18 工作壓力構面對規範性承諾之複迴歸分析彙整表	55
表4-19 組織承諾對離職傾向之迴歸分析彙整表	56
表4-20 組織承諾構面對離職傾向之迴歸分析彙整表	57
表4-21 工作壓力對離職傾向之迴歸分析彙整表	58
表4-22 工作壓力構面對離職傾向之迴歸分析彙整表	58
表4-23 工作壓力與組織承諾對離職傾向之層級迴歸分析彙整表60
表4-24 研究假設驗證結果彙整表	60


圖次

圖3-1 研究架構圖	25

一、中文部分

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蔡坤宏(2000). "組織承諾、工作滿足與離職意圖的關係：Meta 分析." 中華管理評論 3(4): 33-49.
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