新進人員的適應-角色模糊對離職意願之研究：回饋徵詢行為為干擾變項

The Adaptation of New Employees: A Study on the Impact of Role Ambiguity on Turnover Intention with Feedback-Seeking Behavior as a Moderating Variable

本研究以工作要求與資源理論（Job demands-resources theory），探討視訊面試之新進人員的角色模糊對離職意願的影響，探究新進人員在工作環境中的角色模糊壓力下對離職意願效果，並進一步檢視工作資源中的回饋徵詢行為對角色模糊對離職意願的干擾效果。研究結果顯示，回饋徵詢行為會干擾角色模糊與離職意願之間的相關。

This study, based on the Job Demands-Resources (JD-R) Theory, investigates the impact of role ambiguity on turnover intention among new hires recruited through video interviews. Specifically, it examines how the stress caused by role ambiguity affects their intention to leave and further analyzes the moderating effect of feedback-seeking behavior—considered a job resource—on the relationship between role ambiguity and turnover intention. The results show that feedback-seeking behavior moderates the relationship between role ambiguity and turnover intention.