政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/150203

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Title:	探討工作要求-資源模型、多元化管理策略對員工留任之影響-以代表性行政機關為例 Exploring the Impact of Job Demands-Resources Model and Diversity Management Strategies on Employee Retention： A Case of the Representative Government Agency
Authors:	黃郁文 Huang, Yu-Wen
Contributors:	傅凱若 Fu, Kai-Jo 黃郁文 Huang, Yu-Wen
Keywords:	多元化領導力多元化組織氣候工作要求工作資源留任意願 Diversity Leadership Organizational Diversity Climate Job Demands-Resources Model
Date:	2024
Issue Date:	2024-03-01 13:53:06 (UTC+8)
Abstract:	本研究以代表性行政機關現職成員為研究對象，探討成員對於組織內多元化領導力、多元化組織氣候、工作要求所帶來的壓力和運用工作資源對留任意願感知程度，並進一步討論具原住民身分的留任意願是否因多元化領導力、多元化組織氣候及工作要求資源有關聯性，期能提供機關作為後續管理措施之參考。研究方法採問卷調查法，總計回收160份問卷，其中23份為無效問卷，137份為有效問卷。透過描述性統計發現，受測者之多元化管理、工作要求與資源與留任意願，達中上程度。另運用獨立樣本t檢定、單因子變數分析，探討不同的個人背景資料對於多元化領導力、多元化組織氣候、工作要求、工作資源與留任意願是否有差異，研究結果顯示，不同學歷對於多元化組織氣候有顯著差異、不同學歷、每周平均工作時數對工作要求有顯著差異、不同年齡對於留任意願，亦有顯著差異。進一步以皮爾森積差相關分析發現，受測者對於多元化領導力、多元化組織氣候、工作要求與資源及留任意願，兩兩之間有呈現顯著正相關。又透過多元線性迴歸分析發現，多元化領導力及多元化組織氣候對留任意願有正向顯著影響，但對於具原住民身分成員之調節效果，並無調節作用。最後，根據上述研究發現，提出相關建議及後續研究方向。 This study focuses on current members of representative administrative agencies as the research subjects, exploring the members' perceptions of organizational diversity leadership, diverse organizational climate, stress from job demands, and the extent of perceived retention intention through the utilization of work resources. Furthermore, it discusses whether the retention intention of members with indigenous identity is related to diversity leadership, diverse organizational climate, and job demands and resources, aiming to provide references for subsequent management measures in organizations. The research method employed a questionnaire survey, with a total of 160 questionnaires collected. Among them, 23 were invalid, leaving 137 valid questionnaires. Descriptive statistics revealed that the subjects' perceptions of diversity management, job demands, and resources, and retention intention were at a moderate to high level. Through independent samples t-tests and one-way analysis of variance, the study examined whether there were differences in diversity leadership, diverse organizational climate, job demands, job resources, and retention intention based on different personal background information. The results showed significant differences in diverse organizational climate based on different educational backgrounds, significant differences in job demands based on different educational backgrounds and average weekly working hours, and significant differences in retention intention based on different age groups. Further analysis using Pearson correlation revealed significant positive correlations between diversity leadership, diverse organizational climate, job demands, resources, and retention intention. Additionally, multiple linear regression analysis found that diversity leadership and diverse organizational climate positively and significantly influenced retention intention. However, there was no moderating effect on members with indigenous identity.In conclusion, based on the findings of this study, recommendations and directions for future research are proposed.
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Description:	碩士國立政治大學行政管理碩士學程 107921050
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