隨環境迅速變遷，員工知識水準的提高，許多企業為因應外部環境變化力求組織轉型以維持競爭力、提升組織效益，而當面臨組織重整或精簡化時，對於員工則伴隨著升遷及學習發展受阻等職涯停滯相關問題。本研究著重探討員工面臨工作內容型職涯停滯時所產生的影響，過往研究証實工作內容停滯與離職意圖存在正向關聯性，亦會導致員工於工作行為及態度的轉變，然而多數人鮮少瞭解工作內容停滯如何導致離職意圖的產生，故本研究以「自我一致性動機理論」之觀點，以組織自尊作為正向心理資源，建構理論模型期以探討工作內容型停滯是否能透過組織自尊之中介效果影響員工離職意圖，並檢驗主動人格特質的調節關係。本研究以全職員工為研究對象，共回收515筆有效資料，採信效度分析、相關分析、階層迴歸分析等方式進行檢驗，研究結果顯示，組織自尊具中介效果；主動人格特質會調節工作內容停滯對於組織自尊的效果，以及調節組織自尊對工作內容停滯與離職意圖的中介效果。最後，針對研究結果進行討論，並提出管理實務意涵及未來研究方向建議。

With the rapid changes in the environment and the improvement of the knowledge level of employees, many companies strive for organizational transformation to maintain competitiveness and improve organizational efficiency in response to changes in the external environment. When facing organizational restructuring or simplification, employees are accompanied by promotion and learning development career plateau-related issues such as obstruction. This study focuses on the impact of employees facing job content plateau. Past research has confirmed that job content plateau is positively correlated with turnover intentions, and will also lead to changes in employees’ work behaviors and attitudes. However, most of them rarely to understand how job content plateau leads to the generation of turnover intentions, this study uses the perspective of "self-consistent motivation theory", using organizational self-esteem as a positive psychological resource, and constructs a theoretical model to explore whether job content plateau can affect turnover intentions through organizational self-esteem, the mediating effect affects employee turnover intention and examines the moderating relationship of proactive personality. This study took full-time employees as the research object, collected 515 valid data. The research results show that organizational self-esteem has a mediating effect; proactive personality can moderate job content plateau and the effect on organizational self-esteem, and the mediating effect of mediating organizational self-esteem on job content plateau and turnover intention. Finally, the research results are discussed, and the implications for management practice and suggestions for future research directions are proposed.

論文審定書 i
論文公開授權書 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
第壹章　緒論 1
第一節、研究背景與動機 1
第二節、研究流程 3
第貳章 文獻探討 4
第一節、工作內容停滯 4
第二節、主動人格特質 8
第三節、組織自尊 9
第四節、離職意圖 11
第五節、研究變項間的關係 14
第參章 研究方法 18
第一節、研究架構與假設 18
論文審定書 i
論文公開授權書 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
第壹章　緒論 1
第一節、研究背景與動機 1
第二節、研究流程 3
第貳章 文獻探討 4
第一節、工作內容停滯 4
第二節、主動人格特質 8
第三節、組織自尊 9
第四節、離職意圖 11
第五節、研究變項間的關係 14
第參章 研究方法 18
第一節、研究架構與假設 18
第二節、研究對象與程序 19
第三節、研究工具與量表 19
第四節、資料分析方法 21
第肆章 研究結果 22
第一節、敘述性統計分析 22
第二節、驗證性因素分析 23
第三節、相關分析 23
第四節、假設檢定 24
第伍章 結論與建議 29
第一節、研究結果討論 29
第二節、實務意涵 31
第三節、研究限制與未來建議 32
參考文獻 34

Allen, T. D., & O'Brien, K. E. (2006). Formal mentoring programs and organizational attraction. Human Resource Development Quarterly, 17, 43-58.
Allen, T. D., Russell, J. E., Poteet, M. L., & Dobbins, G. H. (1999). Learning and development factors related to perceptions of job content and hierarchical plateauing. Journal of Organizational Behavior, 20, 1113-1137.
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement. Human relations, 65, 1359-1378.
Bardwick, J. M. (1986). The plateauing trap: How to avoid it in your career and your life. American Management Association.
Bateman, T. S., & Crant, J. M. (1993). The proactive componet of organization behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
Bergiel, E. B., Nguyen, V. Q., Clenney, B. F., & Taylor, G. S. (2009). Human resource practices, job embeddedness and intention to quit. Management Research News, 32, 205–219.
Bird, B. (1988). Implementing entrepreneurial ideas: The case for intention. Academy of Management Review, 13, 442-453.
Bowling, N. A., Eschleman, K. J., Wang, Q., Kirkendall, C., & Alarcon, G. (2010). A meta‐analysis of the predictors and consequences of organization‐based self‐esteem. Journal of Occupational and Organizational Psychology, 83, 601-626.
Chao, G. T. (1990). Exploration of the conceptualization and measurement of career plateau: A comparative analysis. Journal of Management, 16, 181-193.
Crant, J. M. (1995). The Proactive Personality Scale and objective job performance among real estate agents. Journal of Applied Psychology, 80, 532-537.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26, 435-462.
Erdogan, B., & Bauer, T. N. (2005). Enhancing career benefits of employee proactive personality: The role of fit with jobs and organizations. Personnel Psychology, 58, 859-891.
Ettington, D. R. (1997). How human resource practices can help plateaued managers succeed. Human Resource Management, 36, 221-234.
Evans, M. G., & Gilbert, E. (1984). Plateaued managers: Their need gratifications and their effort performance expectations. Journal of Management Studies, 21, 99-108.
Feldman, D. C., & Weitz, B. A. (1988). Career plateaus reconsidered. Journal of Management, 14, 69-80.
Ference, T. P., Stoner, J. A., & Warren, E. K. (1977). Managing the career plateau. Academy of Management Review, 2, 602-612.
Gardner, D. G., & Pierce, J. L. (2013). Focus of attention at work and organization-based self-esteem. Journal of Managerial Psychology, 28, 110-132.
Grant, A., & Ashford, S. (2008). The dynamics of proactivity at work. Research in Organizational Behaviour, 28, 3-34.
Greguras, G. J., & Diefendorff, J. M. (2010). Why does proactive personality predict employee life satisfaction and work behaviors? A field investigation of the mediating role of the self‐concordance model. Personnel Psychology, 63, 539-560.
Korman, A. K. (1970). Toward an hypothesis of work behavior. Journal of Applied Psychology, 54, 31-41.
Korman, A. K. (1976). Hypothesis of work behavior revisited and an extension. Academy of Management Review, 1, 50-63.
Lin, X. S., Chen, Z. X., Ashford, S. J., Lee, C., & Qian, J. (2018). A self-consistency motivation analysis of employee reactions to job insecurity: The roles of organization-based self-esteem and proactive personality. Journal of Business Research, 92, 168-178.
Liu, J., Hui, C., Lee, C., & Chen, Z. X. (2013). Why do I feel valued and why do I contribute? A relational approach to employee's organization‐based self‐esteem and job performance. Journal of Management Studies, 50, 1018-1040.
Maden, C., Ozcelik, H., & Karacay, G. (2016). Exploring employees’ responses to unmet job expectations: The moderating role of future job expectations and efficacy beliefs. Personnel Review, 45, 4–28.
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of Applied Psychology, 102, 403-420.
Pierce, J. L., & Gardner, D. G. (2004). Self-esteem within the work and organizational context: a review of the organization-based self-esteem literature. Journal of Management, 30, 591-622.
Pierce, J. L., Gardner, D. G., Cummings, L. L., & Dunham, R. B. (1989). Organization-based self-esteem-construct definition, measurement, and validation. Academy of Management Journal, 32, 622-648.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59, 603-609.
Price, J. L. (1977). The Study of Turnover. Ames: Iowa State University Press.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84, 416-427.
Tepper, B. J., Carr, J. C., Breaux, D. M., Geider, S., Hu, C., & Hua, W. (2009). Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis. Organizational Behavior and Human Decision Processes, 109, 156-167.
Thompson, J. A. (2005). Proactive personality and job performance: A social capital perspective. Journal of Applied Psychology, 90, 1011-1017.
Tims, M., & Bakker, A. B. (2010). Job crafting: Towards a new model of individual job redesign. SA Journal of Industrial Psychology, 36, 1-9.
Tremblay, M., & Roger, A. (2004). Career plateauing reactions: the moderating role of job scope, role ambiguity and participation among Canadian managers. The International Journal of Human Resource Management, 15, 996-1017.
Veiga, J. F. (1981). Plateaued versus nonplateaued managers: Career patterns, attitudes, and path potential. Academy of Management Journal, 24, 566-578.
Wang, Y.-H., Hu, C., Hurst, C. S., & Yang, C.-C. (2014). Antecedents and outcomes of career plateaus: The roles of mentoring others and proactive personality. Journal of Vocational Behavior, 85, 319-328.
Wong, C. A., & Laschinger, H. K. S. (2015). The influence of frontline manager job strain on burnout, commitment and turnover intention: A cross-sectional study. International Journal of Nursing Studies, 52, 1824-1833.
Xie, B., Lu, X., & Zhou, W. (2015). Does double plateau always lead to turnover intention? Evidence from China with indigenous career plateau scale. Journal of Career Development, 42, 540-553.
Yang, W.-N., Niven, K., & Johnson, S. (2019). Career plateau: A review of 40 years of research. Journal of Vocational Behavior, 110, 286-302.
Zhang, Z., Wang, M., & Shi, J. (2012). Leader-follower congruence in proactive personality and work outcomes: The mediating role of leader-member exchange. Academy of Management Journal, 55, 111-130.