本研究目的旨在探討使命感和利他行為在工作特質及離職傾向之間的調節效果。本研對象為全臺灣社會福利機構中任職之社會工作者為研究對象，研究工具包括「工作特質量表」、「離職傾向量表」、「工作使命感量表」及「利他行為量表」，研究透過網路發放問卷，剔除無效問卷後共計217份，使用SPSS統計軟體進行分析。研究結果發現：在面對低工作保障及低職場正義的環境時，工作使命感和利他行為並未在社會社工中產生明顯的保護因子； 但在高工作保障及高職場正義的環境時，工作使命感和利他行則可對社工中產生負向的調節作用，降低其離職傾向。根據研究結果，研究者提出後續研究及實務的建議供未來研究者及社會福利機構人力資源政策制定之參考。

The purpose of this study was to investigate the moderating effects of sense of purpose and altruistic behavior between job traits and turnover intention. The subjects of this research are social workers and helpers working in social welfare institutions throughout Taiwan. Behavior Scale", the study distributed questionnaires through the Internet, after excluding invalid questionnaires, a total of 217 questionnaires were used for analysis using SPSS statistical software. The results of the study found that: in the face of low job security and low workplace justice environment, job mission and altruistic behavior did not produce obvious protective factors in helping workers; but in the high job security and high workplace justice environment, The sense of job mission and altruism can have a negative moderating effect on helping workers and reduce their turnover intention. According to the research results, the researchers put forward suggestions for follow-up research and practice for the reference of future researchers and human resources policy formulation of social welfare institutions.

論文審定書…………………………………………………………… i
中文摘要……………………………………………………………… ii
英文摘要……………………………………………………………… iii
目錄…………………………………………………………………… iv
第 一 章 緒 論………………………………………………………… 1
第一節 研究背景與動 …………………………………………… 1
第二節 研究目的 ………………………………………………… 4
第 二 章 文 獻 探 討……………………………………………………5
第一節 離職傾向 ………………………………………………… 5
第二節 使命感…………………………………………………… 8
第三節 利他行為………………………………………………… 10
第四節 就業保障………………………………………………… 12
第五節 職場正義………………………………………………… 14
第六節 變相之間的關係………………………………………… 16
第 三 章 研 究 方 法………………………………………………… 17
第一節 研究架構及假設…………………………………………17
第二節 研究流程…………………………………………………18
第三節 研究對象…………………………………………………18
vi
第四節 研究背景資料分析………………………………………18
第五節 研究工具…………………………………………………19
第六節 資料分析方法……………………………………………20
第 四 章 研 究 結 果……………………………………………………21
第一節 各研究變項之相關……………………………………… 21
第二節 工作特質對離職傾向之影響 ……………………………23
第三節 工作使命感對工作特質與離職傾向間之交互作用效果 25
第四節 利他對工作特質與離職傾向之間之交互作用效果…… 29
第五章 結論與建議………………………………………………… 34
第一節 研究發現與討論………………………………………… 34
第二節 實務管理意涵與研究限制……………………………… 34
參考文獻…………………………………………………………… 36

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