本研究探討員工組織政治知覺與離職傾向之間，是否有中介因子可做為減緩員工離職傾向的參考？企業進行招募時篩選何種人格特質，以避免人選不適應組織政治氛圍？因此，試圖放入工作敬業作為組織政治知覺與離職傾向間測試是否具中介效果，並以內外控人格傾向檢視其對於組織政治知覺與工作敬業間的干擾效果。
　　使用問卷調查法發放網路匿名問卷，共取得186份有效問卷，採用描述性統計分析、哈門氏單因子測試法、因素分析、信度分析、相關分析、多元階層迴歸分析驗證與Sobel test後，研究發現：(1)員工的工作敬業程度，對於其組織政治知覺與離職傾向間產生中介效果；(2)組織政治環境當中的一言堂情形，影響員工工作敬業程度較為明顯，尤其是三十歲以下受測者；(3)僅內控人格傾向對其組織政治知覺與工作敬業間產生干擾效果，意即內控人格傾向員工知覺高度組織政治後，將大幅降低自身工作敬業度；(4)在一言堂情境下，內控人格傾向與外控人格傾向員工均對其工作敬業產生顯著干擾，內控干擾程度大於外控。
　　末段針對研究結果思考適合組織的人才與適合人才的組織，提出實務管理意見，以及未來針對此議題的建議。

The main purpose of the study is to investigate the factor to decrease the turnover intention of employee by mediating the effect between their perception of organizational politics and their turnover intention. In the situation, what can we do in recruitment to prevent from the loss of new hires due to their mismatches between their personality and political climate? Work Engagement is selected to be the mediating role and Locus of Control is selected to be the moderating role.
　　The survey method was anonymous questionnaire sent out through the internet. The number of valid questionnaires is 186, and be analyzed by descriptive statistics, Harman's one-factor test, factor analysis, reliability analysis, correlation analysis, regression analysis and Sobel test. The result of the verification are: (1) The work engagement of employee mediate between their organizational politics and turnover intention; (2) The “Echo Chamber” phenomenon of organizational politics impacts more on work engagement of employee, especially on the employee under 30 year-old; (3) Only the internal locus of control moderates between employee’s perception of organizational politics and work engagement: the internal locus of control personality will decrease the work engagement of employee fiercely. (4) Under the “Echo Chamber”, both internal and external locus of control are the moderating roles, but the internal locus of control has powerful effect than external.
　　The suggestion on the management of adaption between talent and organization according to the study and the research recommendation are at the last paragraph of the thesis.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vii
表目錄 viii
第一章　緒論 1
第一節　研究動機 1
第二節　研究目的 2
第三節　研究流程 2
第二章　文獻探討 3
第一節　組織政治知覺 3
第二節　工作敬業 9
第三節　離職傾向 12
第四節　內外控人格 14
第三章　研究方法 16
第一節　研究架構 16
第二節　研究假設 16
第三節　研究對象 17
第四節　研究變項與衡量方法 17
一、工作敬業 17
二、內外控人格 18
三、組織政治知覺 20
四、離職傾向 21
五、個人基本資料 21
第五節　共同方法變異的檢驗 22
第四章　假設結果 23
第一節　樣本特性分析 23
第二節　信度分析與探索性因素分析 24
第三節　相關分析 26
第四節　主效果及工作敬業之中介效果 27
一、組織政治知覺與離職傾向之關係 27
二、組織政治知覺與工作敬業之關係 27
三、工作敬業與離職傾向之關係 27
四、工作敬業對組織政治知覺與離職傾向之中介效果 28
第五節　以組織政治知覺各構面探索工作敬業之中介效果 29
一、組織政治知覺三構面與離職傾向的關係 29
二、組織政治知覺三構面與工作敬業之關係 29
三、工作敬業對組織政治知覺三構面與離職傾向之中介效果 29
第六節　內外控之干擾效果 31
第七節　以組織政治知覺各構面探索內外控之干擾效果 33
第八節　以一言堂構面探索內外控之干擾效果 34
第九節　額外分析三十歲以下族群 36
第五章　結論與建議 37
第一節　研究結果 37
一、組織政治知覺與工作敬業之間的關係 37
二、組織政治知覺與離職傾向之間的關係 37
三、工作敬業與離職傾向的關係 37
四、工作敬業的部分中介效果 37
五、內外控人格傾向的邊際顯著干擾效果 38
六、三十歲以下族群之觀察 38
七、研究假說與驗證結果 38
第二節　管理意涵 39
一、高度組織政治環境下，嘗試由工作敬業思考人才流動改善 39
二、內外控人格做為招募之評估 39
三、不分新舊世代員工，皆需適當意見表達管道 40
第三節　研究限制與未來研究建議 41
一、研究限制 41
二、未來研究建議 41
參考文獻 42
中文文獻 42
外文文獻 43
附錄　研究問卷 48

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