本研究以國內某壽險業者為對象，利用問卷調查，蒐集五個月後的實際離職行為，探討員工工作內鑲嵌對工作動機與離職的中介角色，分析個體工作內鑲嵌與同事們的工作內鑲嵌產生跨層次交互作用，進而預測個人的離職傾向與行為的可能性。研究結果發現，員工工作動機與員工工作內鑲嵌有正向關聯；員工工作內鑲嵌與離職傾向或實際離職行為都有負向關聯，顯示員工工作內鑲嵌對於離職議題是一個很好的解釋變項；員工工作內鑲嵌對工作動機和離職傾向僅獲得部分中介，而與離職行為獲得完全中介驗證，表示社會認知理論基礎上，個體的工作動機與環境因素的工作內鑲嵌以及離職三者確有互動關係；第四，在同事工作內鑲嵌於員工工作內鑲嵌與離職過程中的調節角色，以及納入員工工作動機、工作內鑲嵌與離職過程中的調節性中介角色的跨層次分析結果，本研究在調節角色驗證上僅離職行為獲得驗證，而在離職傾向上則沒有顯著調節效果；此外，在納入員工工作動機之後，不管是離職傾向或實際的離職行為，其同事工作內鑲嵌的調節性中介角色皆獲得驗證，顯示在未考量員工工作動機的情況下，僅就於員工個人對組織的鑲嵌程度與離職分析，仍有許多未納入考慮的變數，而在分析結果中，亦呈現有表示脈絡模型納入「員工工作動機」進行分析之模型的適配度較佳，顯示過去工作內鑲嵌相關研究忽略的個體因素確實有重要性。;The study examined the relationship between work motivation and turnover (including intention of turnover and actual turnover behavior after five month), and the mediating role that on the job embeddedness played in those relationships at first. Second, we discussed the multilevel interaction between on the job embeddedness of coworkers and individual using the questionnaire and actual turnover behavior after five month. Data were collected from 330 employees of a life insurance company in Taiwan. Results showed that (1) work motivation and on the job embeddedness had positive relationships, (2) on the job embeddedness and turnover had negative relationships, (3) on the job embededness mediated the relationship between work motivation and turnover, (4) moderated mediation effect by coworkers on the job embededness supported actual turnover behavior only, but it didn’t support intention of turnover, and (5) the multilevel moderated mediation models fit including work motivation was better. The implication of the results suggested that based on social cognitive theory, individual′s work motivation, on the job embeddedness and turnover had an interactive relationship. On the other hand, it should not ignore the importance of colleagues in the workplace.
