本研究基於工作設計理論，探討組織實施工作輪調帶來的技能多樣性及任務多樣性是否能讓員工產生工作內容停滯下降的感受，再根據社會交換理論，進一步探討前述員工心理歷程的改變是否會影響其留任意願，並檢驗學習目標導向對工作輪調與工作內容停滯間之調節效果，以及多元職涯傾向對工作內容停滯與留任意願間之調節效果。本研究對象鎖定過去三年內曾經歷工作輪調且仍在職的全職工作者，以兩階段資料收集方式，共計有效樣本167人。分析結果顯示：(1)工作輪調帶來的技能多樣性和任務多樣性，會與工作內容停滯具有負向關聯性；(2)工作內容停滯會部份中介技能多樣性和任務多樣性與留任意願的關係；(3)學習目標導向在技能多樣性和任務多樣性與工作內容停滯之間不具調節效果，但在調節式中介效果方面，發現當學習目標導向越低時，且多元職涯傾向越高時，技能多樣性就會透過工作內容停滯感受下降並提升留任意願，而在任務多樣性之路徑中則未有此調節式中介效果；(4)多元職涯傾向在工作內容停滯與留任意願之間不具調節效果，但同樣具有調節式中介效果。針對分析結果，本研究提出未來相關研究的方向建議以及實務上的管理意涵。

Based on Job Design Theory, this study explores whether Skill Variety and Task Variety perceptions after experiencing Job Rotation would let employees decrease a sense of Job Content Plateau. Furthermore, the current study discusses whether the above psychological process of decreasing a sense of Job Content Plateau would increase an employee's Intention to Stay. This study also examines the moderating effects of Learning Goal Orientation (LGO) on the relationship between Job Rotation and Job Content Plateau, and the moderating effects of Protean Career Orientation (PCO) on the relationship between Job Content Plateau and Intention to Stay. This study collected survey data at two-time points from 167 full-time employees with job rotation experience over the past three years. The research results indicated: (1) A negative relationship exists between Job Rotation and Job Content Plateau. (2) Job Content Plateau partially mediates the negative relationship between Job Rotation and Intention to Stay. (3) The moderating effect of LGO on the relationship between Job Rotation and Job Content Plateau does not exist. However, when an individual's PCO is high, and LGO is low, the indirect effect between Skill Variety and Intention to Stay via Job Content Plateau would be stronger, whereas the moderated mediation effect does not exist on Task Variety path. (4) The moderating effect of PCO on the relationship between Job Content Plateau and Intention to Stay does not exist. Finally, this study provides suggestions for future research and the practical implications of the research results.

論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 文獻回顧與研究假設 5
第一節 工作輪調定義以及相關研究 5
第二節 工作特徵模型理論 9
第三節 工作輪調對工作內容停滯感受之影響 10
第四節 工作內容停滯對留任意願之影響 11
第五節 學習目標導向對工作輪調和工作內容停滯感受的調節效果 12
第六節 多元職涯傾向和工作內容停滯感受對留任意願的調節效果 15
第七節 研究架構 17
第三章 研究方法 19
第一節 研究對象與資料收集之設計 19
第二節 研究工具 22
一、 工作輪調 22
二、 工作內容停滯 22
三、 留任意願 23
四、 學習目標導向 23
五、 多元職涯傾向 24
六、 控制變項 24
第三節 資料分析 25
第四章 研究結果 25
第一節 驗證性因素分析 25
第二節 相關分析 26
第三節 假設檢驗 29
第四節 補充分析 35
第五章 討論與建議 40
第一節 研究結果討論 40
第二節 實務管理意涵 44
第三節 研究限制與未來研究建議 46
參考文獻 49
附錄 55

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