探討菁英人才管理措施對人才態度及其離職率之影響－以知覺職涯支持為中介與感知義務為調節變項;Talent Management and Employee Outcomes: The Mediating Role of Perceived Career Support and the Moderating Role of Felt Obligation

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/91639

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/91639

Title:	探討菁英人才管理措施對人才態度及其離職率之影響－以知覺職涯支持為中介與感知義務為調節變項;Talent Management and Employee Outcomes: The Mediating Role of Perceived Career Support and the Moderating Role of Felt Obligation
Authors:	朱思羽;Chu, Szu-Yu
Contributors:	人力資源管理研究所
Keywords:	菁英人才管理;知覺職涯支持;離職率;離職傾向;職涯成功;感知義務;階層線性模式;Talent Management;Perceived Career Support;Turnover Rate;Turnover Intention;Career Success;Felt Obligation;Hierarchical Linear Modeling
Date:	2023-06-20
Issue Date:	2024-09-19 14:08:18 (UTC+8)
Publisher:	國立中央大學
Abstract:	菁英人才管理近年來被視為是創造組織內成功的關鍵因素，基於社會交換理論及工作鑲嵌理論，組織透過識別、選擇、發展、評估、激勵和保留菁英人才，以維持組織的可持續性競爭優勢，是各國組織都高度關注的議題。本研究將主要檢驗菁英人才管理措施對菁英人才的正向影響，提高我們對菁英人才管理措施對菁英人才態度與行為之間關係的機制的理解。本研究針對在台31間企業之菁英人才做問卷調查，採用階層線性模式(Hierarchical Linear Modeling, HLM)同時探討組織實施菁英人才管理措施對菁英人才離職率之影響，以及透過知覺職涯支持對菁英人才個人的離職傾向與職涯成功之影響，以及感知義務的調節效果。研究結果發現，菁英人才管理措施與菁英人才實際離職率、知覺職涯支持、離職傾向及職涯成功具有顯著影響；其次，知覺職涯支持在菁英人才管理措施與離職傾向、職涯成功間具有部分中介效果；最後，感知義務在知覺職涯支持與職涯成功間具有正向調節效果。本研究在最後亦將研究結果與實務做法結合提出建議措施，對學術及業界提供更多有關菁英人才管理措施的重要資訊。 ;In recent years, talent management has been regarded as a key factor in creating organizational success. Based on social exchange theory and job embedding theory, organizations identify, select, develop, evaluate, incentivize, and retain talent to maintain sustainable competitive advantages. This is a highly relevant issue for organizations worldwide. This study examines the positive impact of talent management practices on talent, enhancing our understanding of the mechanisms that underlie the relationship between talent management practices and attitudes and behaviors of talent. This study surveyed talent in 31 Taiwanese enterprises using hierarchical linear modeling (HLM) to examine the effects of organizational implementation of talent management practices on talent turnover rates, as well as the effects of perceived career support on individual turnover intentions and career success among talent, as well as the moderating effect of felt obligation. The results indicate that talent management practices are related to actual talent turnover rates, perceived career support, turnover intentions, and career success. Additionally, perceived career support partially mediates the relationship between talent management practices and turnover intentions and career success. Finally, felt obligation has a positive moderating effect on the relationship between perceived career support and career success. In conclusion, this study combines research findings with practical recommendations for academics and practitioners to provide important information on talent management practices.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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