高達七成以上的新進人員認為組織提供的薪酬水準，遠低於自身知識、技術、能力條件應得的報酬水準，容易產生知覺屈就感受，在工作上缺乏敬業精神，甚至誘發其離職意圖，繼而影響企業組織運作的穩定性。本研究目的是檢驗知覺屈就、敬業精神與離職意圖之間的關係，並探討成長需求強度於其間的調節效果。本研究以以電信專業人員為對象，經由問卷方式蒐集資料，共回收有效問卷385份，進行迴歸分析。分析結果顯示，知覺屈就對敬業精神產生負向影響，知覺屈就對離職意圖產生正向影響，而成長需求強度對知覺屈就與敬業精神、離職意圖未具調節效果。根據上述結果，本研究提出若干管理意涵與未來研究方向建議。

A majority of newcomers are not satisfied with their pay levels relative to the level knowledge, skills, and ability owned by themselves. As perceived overqualification may give rise to lack of work engagement and increasing intention to leave, the purpose of this study is to investigate the relationships among perceived overqualification, work engagement, and intention to leave as well as explore the moderating effect of growth need strength. This study gathered data from telecom technicians via on-line questionnaire. A total of 385 valid questionnaires was obtained and analyzed. The results of regression analysis showed that perceived overqualification was negatively associated with work engagement and positively associated with intention to leave. However growth need strength did not moderate the relationships between perceived overqualification and work engagement and intention to leave. Based on the above results, this study provided feasible managerial implications and suggestions for future research directions.

目錄
目錄	I
圖目錄	II
表目錄	III
第一章	緒論  1
第一節	研究背景  1
第二節	研究動機	 3
第三節	研究目的	 4
第四節	研究流程	 6
第二章	文獻探討	 7
第一節	知覺屈就	 7
第二節	敬業精神	 9
第三節	離職意圖  10
第四節	成長需求強度  11
第五節	知覺屈就對敬業精神之影響  12
第六節	知覺屈就對離職意圖之影響  14
第七節	個人成長需求之調節角色  14
第三章	研究方法  17
第一節	研究架構	 17
第二節	研究設計	 17
第三節	變數衡量	 18
第四節	信效度分析  20
第四章	結果與討論  22
第一節	樣本特性分析  22
第二節	差異分析  26
第三節	相關分析	 45
第四節	迴歸分析	 49
第五節	假設驗證  64
第五章	結論與建議  65
第一節	研究結論  65
第二節	管理意涵與建議  67
第三節	研究限制與後續研究建議  69
參考文獻  71
中文文獻：  71
英文文獻：  72
網路資源：  79
附錄  82

圖目錄
圖1-1研究流程圖     6
圖3-1研究架構      17

表目錄
表3-1 變數與子構面信度分析表 21
表4-1 人口統計特性分析表     25
表4-2 性別與各變數差異分析表  27
表4-3 年齡與各變數間差異分析  29
表4-4 隸屬公司別與各變數間差異分析  31
表4-5 婚姻狀況與各變數間差異分析    32
表4-6 未成年子女數與各變數間差異分析   34
表4-7 教育程度與各變數間差異分析   36
表4-8 畢業科系與各變數間差異分析   38
表4-9 職務性質與各變數間差異分析   40
表4-10 工作年資與各變數間差異分析   42
表4-11 月薪與各變數間差異分析   44
表4-12 研究變數之平均數標準差以及相關係數表   48
表4-13 知覺屈就與成長需求強度對敬業精神影響效果之迴歸分析   51
表4-14 知覺屈就與成長需求強度對活力影響效果之迴歸分析   54
表4-15 知覺屈就與成長需求強度對奉獻影響效果之迴歸分析   57
表4-16 知覺屈就與成長需求強度對全神貫注影響效果之迴歸分析   60
表4-17 知覺屈就與成長需求強度對離職意圖影響效果之迴歸分析   63
表4-18 本研究各項假設驗證成果   64

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