隨著時代的更迭，價值觀和環境的變化，以及COVID-19疫情的影響，人們重新檢視工作與生活的平衡，對此更加重視。這一轉變導致「安靜離職」行為在企業職場中日益普遍，成為企業的一大隱憂。因此，本研究探討網絡能力、安靜離職、工作重塑及主管正念之間的關聯及效果，期能為企業提供相應的策略建議。
本研究主要探討工作重塑在網絡能力和安靜離職之間的中介效果，以及主管正念對網絡能力與工作重塑關係的調節效果。研究對象為台灣的批發零售業、製造業、專業與技術服務等產業員工，採兩階段方式進行問卷調查，共蒐集328份有效問卷，統計分析運用IBM SPSS Statistics軟體執行信度分析、敘述性統計分析、相關分析及層級廻歸分析，並採用AMOS軟體進行驗證性因素分析(CFA)。
研究結果發現：(1)網絡能力對工作重塑有正向影響；(2)工作重塑對安靜離職有負向影響；(3)工作重塑在網絡能力和安靜離職間具有中介效果；(4)主管正念對網絡能力和工作重塑關係不具有調節效果。
根據分析結果，網絡能力強能夠幫助員工獲取資源、提升適應性、增強心理資源、提高工作自主性，從而有效地促進工作重塑。工作重塑越高，安靜離職越低。透過工作重塑通過提升工作滿意度、增強工作意義、挑戰和成就感等有助於減少安靜離職現象。
據此，提升員工的網絡能力，不僅可以增強工作重塑效果，還能透由工作重塑間接降低安靜離職的發生。對於企業而言，發現強調透過培養員工網絡能力和支持員工進行工作重塑的重要性，以此來提高員工的工作投入度和組織認同感，最終減少安靜離職的現象。

As times change, values and environments change, as well as the impact of the COVID-19 epidemic, people are re-examining their balance between work and life and paying more attention to it. This change has led to the behavior of "quiet resignation" and has became increasingly common in the company, which becomes a major concern for companies.
Therefore, this study aims to explore the correlation and effect between network capabilities, quiet turnover, job crafting and supervisor mindfulness, and provide corresponding strategic suggestions for enterprises.
This study mainly explores the mediating effect of job crafting between networking capabilities and quiet turnover, and the moderating effect of supervisor mindfulness on the relationship between networking capabilities and job crafting. The research targets
were employees in industries such as wholesale, retail, manufacturing, professional and technical services in Taiwan. A two-stage questionnaire survey was conducted, and a total of 328 valid questionnaires were collected. The statistical analysis used IBM SPSS Statistics software to perform reliability analysis, narrative statistics analysis, correlation analysis, and hierarchical regression analysis, and AMOS software was used to conduct confirmatory factor analysis (CFA).
The results of the study found that: (1) Networking capabilities have a positive impact on job crafting; (2)Job crafting has a negative impact on quiet turnover; (3)Job crafting has a mediating effect between networking capabilities and quiet turnover;(4)Supervisor mindfulness does not have a moderating effect on network capabilities and job crafting.
According to the analysis results, strong network capabilities can help employees obtain resources, improve adaptability, enhance psychological resources, and improve work autonomy, thereby effectively promoting job reshaping. The higher the job crafting, the lower the quiet turnover. Through job crafting, it can help reduce the phenomenon of quiet turnover by improving job satisfaction, enhancing work meaning, challenge and sense of accomplishment.
Improving employees' networking capabilities can not only enhance the effect of job reshaping, but also indirectly reduce the occurrence of quiet turnover through job reshaping. For enterprises, the findings emphasize the importance of cultivating employees' networking capabilities and supporting employees in job reinvention, in order to improve employees' work engagement and organizational identification, and ultimately reduce the phenomenon of quiet turnover.

論文審定書 i
誌謝 ii
中文摘要 iii
Abstract iv
目錄 vi
圖次 vii
表次 viii
第一章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的 1
第二章 文獻探討 2
第一節 社會資本理論 2
第二節 網絡能力 3
第三節 安靜離職 5
第四節 工作重塑 9
第五節 主管正念 11
第六節 假說推導 15
第三章 研究設計 18
第一節 研究架構 18
第二節 研究樣本 19
第三節 各變項操作型定義及衡量工具 22
第四節 統計分析方法 27
第四章 研究分析結果 29
第一節 模型之檢測分析 29
第二節 相關分析 30
第三節 階層廻歸分析與假說檢測 33
第四節 差異數分析 38
第五章 結論與建議 40
第一節 研究結果分析 41
第二節 研究意涵 44
第三節 研究限制與未來研究建議 46
參考文獻 47

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