職場新鮮人第一份工作激勵制度、工作滿意度與離職傾向之研究

淡江大學機構典藏 > 商管學院 > 國際企業學系暨研究所 > 學位論文 > Item 987654321/101998

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题名:	職場新鮮人第一份工作激勵制度、工作滿意度與離職傾向之研究
其它题名:	Study of first job's motivation, job satisfaction and intention of resignation of full time employee
作者:	郭天傑;Kuo, Tien-Chieh
贡献者:	淡江大學國際企業學系碩士班何怡芳;Ho, I-Fang
关键词:	職場新鮮人;第一份工作;激勵制度;工作滿意度;離職傾向;Full time employee;First Job;Motivation;Job Satisfaction;Intention of Resignation
日期:	2014
上传时间:	2015-05-04 09:44:58 (UTC+8)
摘要:	近年來，由於全球性的經濟不景氣，導致台灣經濟不振，物價上漲、高房價、人口老化、貧富差距拉大所造成的社會結構性問題已浮上檯面；近期已經或准備投身職場的年輕世代不但首當其衝，還需面對國內一連串險峻的勞動市場問題如:高失業率、低薪資、受薪階級薪資成長停滯、派遣人力增加等問題。故本研究將試圖探究職場新鮮人第一份工作之激勵制度、工作滿意度與離職傾向之間的關係。本研究數據資料採取問卷發放之方式，共發放484份，回收474份，實際有效問卷418份，實際有效回收率86.4%；本研究使用SPSS統計軟體，以敘述性統計、相關分析、迴歸分析、單因子變異數分析對各變數與構面進行分析。本研究經統計分析後得出以下研究結論；首先，激勵制度對工作滿意度有顯著正向影響，當職場新鮮人對激勵制度愈趨滿意則其工作滿意度也會愈高；第二，工作滿意度對離職傾向有顯著負向影響，當職場新鮮人的工作滿意度愈低則其離職傾向將愈強；第三，激勵制度對離職傾向有顯著負向影響，職場新鮮人對激勵制度愈滿意則會使得其離職傾向較低；第四，工作滿意度對激勵制度與離職傾向具有中介影響力。 The global economy recession in the past few years deeply affected Taiwan’s economy. A series of social-economic structural issues such as inflation, higher cost of housing, aging population, enlarging poverty gap…etc. have emerged. The youth generation, not only face problems above, but also struggle in the severe domestic labor market which full of unemployment, low wage, stagnation of employees’ salary, increasing part time labor…etc., in this case, this study would try to research the relationships of Motivation, Job Satisfaction and Intention of Resignation among the employees’ first full time job. Through published questionnaires, the study sent 484 questionnaires, collected 418 effective samples, the effective reflex winding rate is 86.4%. By SPSS statistical analysis software, the research uses descriptive statistics analysis, correlation analysis, linear regression and one way ANOVA to analysis each variables and dimensions. After statistical analysis, this study conducts the following conclusion, first, the motivation would cause a significantly positive effect on job satisfaction. Second, job satisfaction would cause a significantly negative influence on intention of resignation. Third, motivation would make a negative impact on intention of resignation. Fourth, job satisfaction wound make an intermediary effect between motivation and intention of resignation.
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