以組織承諾觀點探討專業人才的留任

ASIA unversity > 管理學院 > EMBA高階經理碩士在職學位學程 > 博碩士論文 > Item 310904400/114137

Please use this identifier to cite or link to this item: http://asiair.asia.edu.tw/ir/handle/310904400/114137

Title:	以組織承諾觀點探討專業人才的留任 Exploring the Retention of Talent in the Perspective of Organizational Commitment
Authors:	楊雅涵 Yang, Ya-Han
Contributors:	EMBA高階經理碩士在職學位學程
Keywords:	金屬表面處理;專業人才;組織承諾;留任 Metal Surface Treatment;Professionals;Organizational Commitment;Retention
Date:	2020-06-22
Issue Date:	2022-12-06 09:16:53 (UTC+0)
Publisher:	亞洲大學
Abstract:	本研究旨在於瞭解組織承諾對於專業人才留任的影響，藉此瞭解金屬表面處理產業如何採取組織承諾之情感承諾、持續承諾與規範承諾，以協助企業達到留住專業人才目的。本研究採用個案訪談法，共訪談三位，對象為公司經營者及內部專業人才。研究結果有以下三點發現：(1)情感承諾為長時間內在情感的真實感受，從經營者領導風格、充分授權與信任感建立、團隊共識培養等，使員工產生情感依賴及認同感。(2)持續承諾為多年累積的薪資待遇，公司營運狀況愈好、員工實質利益愈高，作為招引人才和留才的方式。(3)規範承諾為長期受到社會影響的承諾，當員工認同產業價值，也共同參與社會責任的實踐者時，將增強員工留任的感受。此外，藉此結果可探知公司內部專業人才適當的激勵方式，也可提供公司推展留任措施及改善考核管理制度的參考，進而提高公司整體效能，與員工共同打造更好的工作環境、創造更高的利潤。 This study aims to understand the impact of organizational commitment on the retention of professionals, take this to understand how the metal surface treatment industry adopts affective commitment, continuance commitment and normative commitment of organizational commitments to help enterprises achieve the purpose of retaining professional talents. In this study, a case interview method was used. Three interviews were conducted. The subjects were company managers and internal professionals. The research findings have the following three findings: (1) Affective commitment is the true feelings of long-term internal emotions, from the managerial leadership style, full authorization and trust building, team consensus training, etc., make employees feel emotionally dependent and identify. (2) Continuance commitment to pay for the accumulation of wages over the years, the better the company's operating conditions, the higher the real benefits of employees, as a way to attract talent and retain talent. (3) Normative commitment is that has been affected by society for a long time. When employees recognize industrial values and also participate in social responsibility practitioners, they will enhance the employees' feeling of retention. In addition, the results can be used to explore the appropriate incentives for professionals within the company, and also provide a reference for the company to promote retention measures and improve the assessment management system, in order to improve the overall efficiency of the company, work with employees to create a better working environment and create higher profits.
Appears in Collections:	[EMBA高階經理碩士在職學位學程] 博碩士論文

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