新進員工社會化與工作鑲嵌、離職意願之關聯探討--以臺灣海運業為例

Abstract

The purpose of this study is to understand the turnover intention of the newly employed within the shipping industry via four dimensions: organization socialization, job embeddedness, employee needs, and turnover intention. The research findings presented were based on regression analyses, and therefore yielded the following: (1) the more the newly employed involve in the organization socialization setting, the better an individual fits in, links with, and tends to sacrifice for his or her organization; (2) the closer an employee and his or her organization become, the less possibility such employee opts to leave the company; (3) the connection between organization socialization and job embeddedness may well be strengthened by means of achievement needs; (4) affiliation needs form no constructive correlations between organization socialization and job embeddedness; and (5) the relationship between organization socialization and job embeddedness may well be facilitated via power needs.本研究旨在探討海運業新進成員的離職意願，並以組織社會化、工作鑲嵌、員工需求與離職意願四個構面作為探討。經由迴歸分析研究結果發現新進成員所受到的組織社會化的程度越高，其與組織的契合、連結、犧牲關係就會越密切；成員與組織的連結、契合及犧牲關係越密切時，則成員越不容易產生離開組織的想法；成就需求會正向強化組織社會化與工作鑲嵌之間的關聯；親和需求會正向強化組織社會化與工作鑲嵌之間的關聯不成立；權力需求會正向強化組織社會化與工作鑲嵌之間的關聯。