工作滿足、組織承諾、工作尋找與離職傾向關係之研究－－以某國際航空公司空服員為例

Relationship between Job Satisfaction, Organizational Commitment, Job Search and Turnover Intention- A Case of Flight Attendants of an International Airline

空服員的徵選雖然競爭激烈，然因其特殊的工作環境與性質，卻也造成相當高的離職率。離職對個人而言，必須面臨轉職的困擾；對公司而言，代表著人力成本的增加，衍生人力資源管理問題。本研究透過回顧相關文獻，選擇工作滿足、組織承諾及工作尋找為離職傾向的前因變項，建立並實證分析空服員離職傾向關係模式。經由某國際航空公司空服員之問卷調查，共蒐集156份有效樣本，利用因素分析縮減工作滿意及組織承諾之構面，並以結構方程式模式驗證各個變項間之關係。研究結果發現工作滿意直接正向影響組織承諾，組織承諾直接負向影響工作尋找與離職傾向，工作尋找直接正向影響離職傾向，另工作滿意透過組織承諾之中介對離職傾向產生間接影響。

Although flight attendant recrument is always competitive, its turnover rate is high due to the special working environment. For flight attendants, turnover implies the endeavor to search for another job. For companies, it means an increase in personnel expense and induces concerns about the issues of human resource management. By reviewing the organization behavior literature, this research constructs and examines a turnover intention model using job satisfaction, organizational commitment and job search as antecedents. A total of 156 questionnaires were collected for analysis. Factor analysis was used to reduce dimensions of determinant variables for subsequent analysis. Using Structural Equation Modeling (SEM) technique, the results of turnover intention relationship model show that job satisfaction is directly and positively related to organizational commitment; organizational commitment is directly and negatively related to both job search and turnover intention; job search is directly and positively related to turnover intentions; and job satisfaction indirectly affects turnover intentions mediated by organizational commitment.