過去研究中認為組織鑲嵌需要在組織中經歷一定的時間才會形成，本研究認為員工進入組織前，即求職期間，就會產生組織鑲嵌。本研究以信號理論觀點，探討招募期間組織提出的工作—家庭支持政策，如何影響求職者產生組織鑲嵌，進而產生求職意圖。本研究也探討社群連結對於招募期間組織提出的工作—家庭支持政策與求職者組織鑲嵌之間的關係是否有調節效果。本研究以情境故事法進行研究設計，研究對象為228位過去3個月內有求職行為的受試者或剛進組織3個月內的新人。本研究採用路徑分析檢驗模型的中介效果，並以分組分析檢視調節效果，研究結果顯示：（1）眷屬照護協助會對求職者組織鑲嵌產生正向影響、（2）求職者組織鑲嵌使求職者對組織產生求職意圖、（3）求職者組織鑲嵌中介眷屬照護協助與求職意圖之間的關係。本研究最後對如何增加求職者組織鑲嵌提出實務管理意涵，並對未來研究者提出建議。

In previous studies, organizational embeddedness was considered to require time to develop within the organization. However, this study extends the theory that organizational embeddedness may exist before employees enter the organization, specifically during the job-searching phase. From the perspective of signaling theory, this study explores how work-family support policies affect job seekers' organizational embeddedness, which in turn leads to subsequent job pursuit intentions. Furthermore, this study examines whether the community links of job seekers have a moderating effect on the relationship between work-family support policy and organizational embeddedness. Based on the scenario survey, data were collected from 228 participants who had engaged in job-searching behavior in the past three months or newcomers who joined organizations within three months. Path analysis was used to test the mediating effect of the model, and group analysis was employed to examine the moderating effect. The study indicates that: (1) dependent care assistance positively affects job seekers’ organizational embeddedness. (2) job seekers’ organizational embeddedness makes job seekers have job pursuit intentions towards the organization. (3) job seekers’ organizational embeddedness mediates the relationship between dependent care assistance and job pursuit intentions. Finally, this research highlights the practical management implications of enhancing the organizational embeddedness before entering the organization and provides suggestions for future researchers.

論文審定書 i
摘要 ii
Abstract iii
第一章 緒論 1
第二章 文獻回顧與研究假設 4
第一節 組織鑲嵌 4
第二節 信號理論觀點探討求職者組織鑲嵌 6
第三節 工作—家庭支持政策與求職者組織鑲嵌 7
第四節 求職者組織鑲嵌對工作—家庭支持政策與求職意圖的中介效果 8
第五節 社群連結對工作—家庭支持政策與求職者組織鑲嵌的調節效果 9
第三章 研究方法 12
第一節 問卷設計 12
第二節 問卷發放 13
第三節 研究樣本 14
第四節 研究工具 17
第五節 共同方法變異與事前預防 24
第六節 資料分析方式 25
第四章 研究結果 25
第一節 操弄檢驗 25
第二節 驗證性因素分析 26
第三節 相關分析 26
第四節 假設檢定 28
第五節 補充分析 32
第五章 研究結論與未來研究建議 35
第一節 研究結論 35
第二節 實務管理意涵 37
第三節 研究限制與未來研究建議 38
參考文獻 39
附錄 44
問卷（A-1） 44
 

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