在疫後時代裡，新世代員工大量釋放到勞動市場中，員工的需要與以往有很大不同，如何留才成為企業必須面對的問題。新世代的員工更加關注工作的意義和價值，追求具有挑戰性和發展潛力的職業道路；同時，他們強調工作靈活性、工作與生活平衡以及技術的運用。當企業能夠滿足新世代人才對工作的期望和價值，在創造組織文化的過程中能夠與員工的價值觀一致時，將可以提高員工對組織的嵌入程度、更有意願留在組織中，若再透過工作自主權的賦予，使得員工對工作的責任感提高，並運用具有道德觀的領導方式，將有助於提升組織的競爭力和創新，幫助企業有效地營運。
本研究採用兩階段的問卷調查方式，蒐集國內企業全職員工的相關資料，並利用層級廻歸和Process等分析工具，對研究假設進行檢驗，以檢視個人之組織鑲嵌、倫理領導、心理賦能和員工敬業度四者間之關係。
研究結果顯示，心理賦能在組織鑲嵌和員工敬業度之間具有中介作用。也就是說，當員工個人在組織中有高嵌入程度時，員工的心理賦能也會隨之增強，進而提升員工個人對工作敬業的表現。然而，研究結果也顯示，倫理領導對於組織鑲嵌和心理賦能之間的關係並未發揮調節效果。根據文獻回顧，在亞洲社會中，領導者的道德倫理觀可能無法顯著影響組織鑲嵌和心理賦能之間的關係，後續研究者可以據此進一步進行分析與檢視。

In the post-epidemic era, the new-generation employees have been released into the labor market, and how to retain talents has become a problem that enterprises must face. The new generation of employees pay more attention to the meaning and value of work, and pursue challenging and developmental careers. Therefore, when a company creates an organizational culture that is consistent with its employees' values, it will increase the degree of embedding of employees in the organization, empower employees to increase their sense of responsibility for their work through work autonomy, and through a leadership style with ethical values, Helps to enhance the working climate of the organization, promoting competitiveness and innovation.
This study uses a two-stage online questionnaire survey to assess the feelings of full-time employees of domestic companies on organizational embeddedness, psychological empowerment, employee engagement, and ethical leadership. In the questionnaire, we collected valid questionnaire data from 421 full-time workers, and conducted an empirical test on the research hypothesis. Using hierarchical regression analysis and the Process tool, we describe the relevant results of the hypothesized model.
The results of this study show that psychological empowerment has a mediating effect between job embeddedness and employee engagement. However, the results of the study also found that ethical leadership did not moderate the relationship between job embeddedness and psychological empowerment. Meaning that ethical leadership cannot influence the interrelationship between job embeddedness and psychological empowerment.

論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
目 錄 v
圖 次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 組織承諾理論 4
第二節 變數介紹 6
第三節 研究假說 16
第三章 研究方法 20
第一節 研究架構 20
第二節 研究樣本 22
第三節 研究變數操作型定義與衡量 23
第四節 資料分析方法 30
第四章 研究結果與實證分析 32
第一節 敘述性統計分析 32
第二節 驗證性因素分析 35
第三節 相關分析 37
第四節 層級廻歸分析 39
第五章 結論與建議 46
第一節 研究結果 47
第二節 管理意涵 49
第三節 研究限制與未來研究建議 50
參考文獻 51

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