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闫毅珩
吳昀橋
商學院
工商管理碩士學位(MBA)課程(中文學制)
碩士
2022
T公司員工工作滿意度對離職傾向影響研究
Research on the relationship between job satisfaction and turnover intention in T Company
工作滿意度 ; 離職傾向 ; 期望理論 ; 公平理論 ; 馬斯洛需要層次理
Job satisfaction； turnover intention； expectancy theory； equity theory；Maslow's hierarchy of needs theory
公開日期：20/5/2026
企業的發展離不開員工，員工的工作滿意度和離職傾向影響企業的健康持續發展，工作滿意度和離職傾向一致備受企業的關注，也是企業長期進行人力資源管理所不可回避的問題。近幾年，隨著疫情的出現，各行各業也都受到了疫情的影響，疫情下企業的長穩發展是企業當務之急，當前企業採取了降薪、裁員形式維持發展，在這措施中企業員工的工作滿意度難免受到影響，甚至員工被迫離職。基於該背景下，本研究探索了物流行業在疫情背景下的工作滿意度和離職傾向關係。通過對T物流公司發放問卷，157份問卷資料的分析結果表明，整體上工作滿意度與離職傾向呈顯著負相關，其中，工作滿意度的薪酬滿意度、主管領導、晉升機會和同事關係維度均與離職傾向存在負向影響關係，工作本身維度與離職傾向不相關。為了提高企業員工的工作滿意度，提出制定多元化的薪酬福利體系、探索新的領導方式、構建包括培訓和雙通道的晉升機制以及從工作環境、團建和勞動關係等方面建立和諧的同事關係四個方面的措施，為T公司的員工滿意度的提升和降低離職傾向提供一定的理論指導。
The development of an enterprise cannot be separated from its employees, and their job satisfaction and tendency to leave affect the healthy and sustainable development of the enterprise. In recent years, with the emergence of the epidemic, all industries have been affected by the epidemic, and the long-term development of enterprises under the epidemic is a top priority for them. In this context, this study explores the relationship between job satisfaction and the propensity to leave in the logistics industry in the context of the epidemic. The results of the analysis of 157 questionnaires distributed to T Logistics showed that job satisfaction was negatively correlated with the propensity to quit, among which the dimensions of job satisfaction such as salary satisfaction, supervisor leadership, promotion opportunity and colleague relationship were negatively correlated with the propensity to quit. In order to improve the job satisfaction of the employees, four measures were proposed, namely, developing a diversified compensation and benefits system, exploring new leadership styles, constructing a promotion mechanism including training and dual channels, and establishing harmonious colleague relationships in terms of work environment, team building and labor relations, to provide some theoretical guidance for improving employee satisfaction and reducing the propensity to quit in Company T.
2023
中文
76
致 謝. III
摘 要 IV
Abstract. ...V
圖目錄 .IX
表目錄 .X
第一章 緒 論. ..1
1.1 研究背景.. ..1
1.2 研究意義 ..2
1.2.1 理論意義 . 2
1.2.2 實踐意義 3
1.3 研究方法 4
1.3.1 問卷調查法 .4
1.3.2 訪談法 ...4
1.3.3 統計分析法 .4
1.4 研究內容.. 5
1.4.1 研究內容 5
1.4.2 技術路線 .. 6
1.5 創新點 6
第二章 理論基礎與文獻綜述 .. 8
2.1 理論基礎. ..8
2.1.1 雙因素理論 8
2.1.2 公平理論 9
2.1.3 期望理論. 9
2.1.4 馬斯洛需要層次理論 10
2.2 文獻綜述 11
2.2.1 工作滿意度綜述 . 11
2.2.2 離職傾向綜述... 17
2.2.3 文獻述評 .. 21
第三章 T 公司概況和管理現狀. 22
3.1 T 公司的基本情況 .22
3.1.1 T 公司業務情況. 22
3.1.2 T 公司的組織框架 .23
3.2 T 公司的人力資源情況 . 23
3.3 內外部環境分析.. ...24
3.3.1 外部環境分析 . 24
3.3.2 內部環境分析 .. 25
第四章 T 公司員工工作滿意度和離職傾向的研究設計 .27
4.1 研究假設. 27
4.2 樣本及測量工具 .27
4.2.1 樣本選擇. 27
4.2.2 測量工具 28
4.3 人口統計學特徵及基本情況. ..30
4.3.1 員工性別 30
4.3.2 員工年齡 . 30
4.3.3 學歷 ..31
4.3.4 工齡. ..32
4.3.5 職稱和技術等級 . 33
4.4 信度、效度分析、共同方差檢驗. 34
4.4.1 信度檢驗. 34
4.4.2 效度檢驗 .. 36
4.4.3 共同方差檢驗 39
4.5 工作滿意度數據分析 ....40
4.5.1 描述性統計分析 40
4.5.2 電話訪談 42
4.6 離職傾向資料分析.. ..... 44
4.6.1 描述性統計分析.. ... 44
4.7 工作滿意度與離職傾向關係分析.. ..45
4.7.1 相關分析 45
4.7.2 回歸分析 .. 46
4.8 小結 .56
第五章 T 公司工作滿意度提升策略 .58
5.1 工作滿意度提升策略 58
5.1.1 薪酬福利多元化. .. 58
5.1.2 改變領導方式 .59
5.1.3 提供晉升機會 60
5.1.4 構建和諧同事關係 .61
5.1.5 增加物流企業財務保障，強化政策扶持力度 62
5.1.6 培養物流管理人才 .63
第六章 研究結論與展望. .. 64
6.1 研究結論 .64
6.2 研究不足與展望 ..64
參考文獻 66
作者簡歷 ....73
附 錄 .74
摘 要 IV
Abstract. ...V
圖目錄 .IX
表目錄 .X
第一章 緒 論. ..1
1.1 研究背景.. ..1
1.2 研究意義 ..2
1.2.1 理論意義 . 2
1.2.2 實踐意義 3
1.3 研究方法 4
1.3.1 問卷調查法 .4
1.3.2 訪談法 ...4
1.3.3 統計分析法 .4
1.4 研究內容.. 5
1.4.1 研究內容 5
1.4.2 技術路線 .. 6
1.5 創新點 6
第二章 理論基礎與文獻綜述 .. 8
2.1 理論基礎. ..8
2.1.1 雙因素理論 8
2.1.2 公平理論 9
2.1.3 期望理論. 9
2.1.4 馬斯洛需要層次理論 10
2.2 文獻綜述 11
2.2.1 工作滿意度綜述 . 11
2.2.2 離職傾向綜述... 17
2.2.3 文獻述評 .. 21
第三章 T 公司概況和管理現狀. 22
3.1 T 公司的基本情況 .22
3.1.1 T 公司業務情況. 22
3.1.2 T 公司的組織框架 .23
3.2 T 公司的人力資源情況 . 23
3.3 內外部環境分析.. ...24
3.3.1 外部環境分析 . 24
3.3.2 內部環境分析 .. 25
第四章 T 公司員工工作滿意度和離職傾向的研究設計 .27
4.1 研究假設. 27
4.2 樣本及測量工具 .27
4.2.1 樣本選擇. 27
4.2.2 測量工具 28
4.3 人口統計學特徵及基本情況. ..30
4.3.1 員工性別 30
4.3.2 員工年齡 . 30
4.3.3 學歷 ..31
4.3.4 工齡. ..32
4.3.5 職稱和技術等級 . 33
4.4 信度、效度分析、共同方差檢驗. 34
4.4.1 信度檢驗. 34
4.4.2 效度檢驗 .. 36
4.4.3 共同方差檢驗 39
4.5 工作滿意度數據分析 ....40
4.5.1 描述性統計分析 40
4.5.2 電話訪談 42
4.6 離職傾向資料分析.. ..... 44
4.6.1 描述性統計分析.. ... 44
4.7 工作滿意度與離職傾向關係分析.. ..45
4.7.1 相關分析 45
4.7.2 回歸分析 .. 46
4.8 小結 .56
第五章 T 公司工作滿意度提升策略 .58
5.1 工作滿意度提升策略 58
5.1.1 薪酬福利多元化. .. 58
5.1.2 改變領導方式 .59
5.1.3 提供晉升機會 60
5.1.4 構建和諧同事關係 .61
5.1.5 增加物流企業財務保障，強化政策扶持力度 62
5.1.6 培養物流管理人才 .63
第六章 研究結論與展望. .. 64
6.1 研究結論 .64
6.2 研究不足與展望 ..64
參考文獻 66
作者簡歷 ....73
附 錄 .74
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