商船海員組織鑲嵌、工作滿意度與離職傾向之關係

Abstract

海洋運輸為國際化的工作性質，各國航商在面臨國際高度競爭環境與海員適任標準持續提高下，如何留住優秀海員，為航運業人力資源規劃中的重要課題。本研究主要在探討海員其組織鑲嵌、工作滿意度與離職傾向之關係，採用問卷調查法進行資料蒐集，以臺灣航商的現職海員作為研究對象，進行立意抽樣調查。總共回收432份問卷，有效問卷共386份，回收有效問卷比率為89.4%。透過描述性統計分析、信度分析、效度（驗證性因素）分析、相關分析，以及迴歸分析後，獲致的主要研究結論包括：一、組織鑲嵌程度愈高，海員離職傾向愈低；二、組織鑲嵌程度愈高，海員工作滿意度愈高；三、海員工作滿意度愈高，其離職傾向愈低；四、海員的工作滿意度對組織鑲嵌程度與離職傾向之間具有部分中介效果。最後，本研究也根據研究發現，提出相關建議，以供臺灣航商在海員人力資源規劃、管理與發展等實務面向的運用參考。Maritime transportation is an international job that involves high competition and continuously improving standards for seafarers. Retaining excellent seafarers has become an important issue in human resource planning for the shipping companies, given the challenges faced in this international environment. This study aims to explore the relationship between seafarers' organizational embeddedness, job satisfaction, and turnover intention. A questionnaire survey method was used to collect data, targeting seafarers employed by Taiwanese shipping companies through purposive sampling. A total of 432 questionnaires were collected, and 386 questionnaires were valid and analyzed, with a response rate of 89.4%. Descriptive statistics, reliability analysis, confirmatory factor analysis, correlation analysis, and regression analysis were used to analyze and obtain findings. The conclusions are: (1) the higher the level of organizational embeddedness, the lower the seafarers' turnover intention, (2) the higher the level of organizational embeddedness, the higher the seafarers' job satisfaction, (3) the higher the seafarers' job satisfaction, the lower their turnover intention, and (4) seafarers' job satisfaction partially mediates the relationship between organizational embeddedness and turnover intention. Finally, relevant suggestions are proposed for Taiwanese shipping companies to reference in their practical operations related to seafarer human resource planning, management, and development.