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請使用永久網址來引用或連結此文件:
https://irlib.pccu.edu.tw/handle/987654321/35720
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| 題名: | 領導人與部屬交換關係、心理契約、工作滿意、組織承諾與離職意圖關聯性之探討-以蒙古員工為例
To Investigate the Relationship Among LMX, Psychological Contract, Organizational Commitment, Job Satisfaction, and Turnover Intention of Mongolian Employees |
| 作者: | 秦美婕 |
| 貢獻者: | 全球商務碩士學位學程碩士班 |
| 關鍵詞: | Job satisfaction (JB)
Leader-member exchange (LMX)
Organizational commitment (OC)
Psychological contract (PC)
Turnover intention (TI) |
| 日期: | 2017 |
| 上傳時間: | 2017-03-29 13:51:39 (UTC+8) |
| 摘要: | The numbers of small and medium sized enterprises (SMEs) in Mongolia have been increasing dramatically for the past decade. Although there have been some improvements in management of human resource, there are many challenges to be overcome, such as turnover rate, which is relatively high in SMEs comparing to that in larger companies. The leader-member exchange (LMX) theory is the main theory of this research. It suggests that leaders develop an exchange with each of their subordinates and the quality of the relationship between leader and member influences subordinates' responsibility, decisions, resources access, and performance. Previous research has mainly emphasized the importance of LMX to job satisfaction, and psychological contract. Moreover, the study of Chinese company suggests that mediation analysis is a better way to understand the inconsistency of findings that how bad quality of LMX leads to turnover intention. It is imperative to further investigate the mediating effects of the psychological contract, job satisfaction, and organizational commitment. This becomes the main purpose of this research with the hope to reveal a comprehensive result and contribute to the related research field. More importantly, this research can be regarded as one of the first investigation which invites employees from several Multinational Enterprises (MNEs) within various types of industries in Mongolia to be research participants.
Based on 210 effective questionnaires, the results from the empirical analysis shows the quality of leader-member exchange (LMX) presents significantly positive effects on Psychological contract (PC) Job satisfaction (JS) and Organizational Commitment (OC) while it is negatively affecting on Turnover intention (TI). The good quality of job satisfaction (JS) certainly impacts on psychological contract (PC). If the psychological contract (PC) is violated, the level of the job satisfaction (JS) will be lower. The job satisfaction (JS) positively tends to organizational commitment (OC) through improving how workers feel about their jobs. Psychological contract (PC) Job satisfaction (JS) and Organizational commitment (OC) are found as partial mediators relationship between LMX and TI, LMX and PC, PC and TI, and JS to TI.
Theoretical and practical implications are elaborated with the hope to provide insights for researchers and managers in the field of leadership and human resources management within the context of SMEs in developing economies. |
| 顯示於類別: | [全球商務學位學程] 博碩士論文
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