English  |  正體中文  |  简体中文  |  全文筆數/總筆數 : 80016/109074 (73%)
造訪人次 : 20644546      線上人數 : 421
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜尋範圍 查詢小技巧:
  • 您可在西文檢索詞彙前後加上"雙引號",以獲取較精準的檢索結果
  • 若欲以作者姓名搜尋,建議至進階搜尋限定作者欄位,可獲得較完整資料
  • 進階搜尋
    政大機構典藏 > 傳播學院 > 新聞學系 > 期刊論文 >  Item 140.119/117473
    請使用永久網址來引用或連結此文件: http://nccur.lib.nccu.edu.tw/handle/140.119/117473


    題名: Should I Stay or should I Go? A Study of Relationships of Human Capital and Social Learning with Intentions to Leave in Public Relations
    該走或該留? 探討人力資本、社會學習與公關實務工作者的離職意圖之關係
    作者: 陳憶寧
    CHEN, Yi-Ning Katherine
    貢獻者: 廣告系
    關鍵詞: human capital;intent to leave;professional attributes;public relations practitioners;social learning theory
    人力資本;公關實務工作者;社會學習理論;專業特質認知;意圖離職因素
    日期: 2012-12
    上傳時間: 2018-06-07 14:21:43 (UTC+8)
    摘要: This study investigated 150 public relations practitioners to examine the relationships among human capital, job attributes, career commitment, and intentions to leave the profession in Taiwan. The findings indicate that people with more education are less likely to leave the profession for compensation, growth and advancement, social status, or a friendly work place. Years worked in the profession negatively predict leaving for growth and advancement or a friendly work place. Working hours per week positively predict leaving for more flexible working hours. People who place a high value on their influence at work are less likely to leave for compensation, but more likely to leave for growth and advancement. Work-life balance negatively predicts leaving for compensation and status. However, people who value job prestige are more likely to leave for compensation and status. Career commitment negatively predicts leaving the profession for compensation, status, or a friendly workplace. People with stronger commitment also have less intention to leave. Taken together, social learning on job variables better predicts reasons to leave and intentions to leave than do human capital variables.
    本研究以150名公關人員為對象,探討人力資本、專業特質認知、職涯承諾與離職之關係。研究結果顯示人力資本中,教育程度越高,越不可能因薪資、成長空間、地位與友善環境而離職;公關年資越長,越不可能因成長空間與友善環境離職。工作時數是唯一正向預測離職考量的人力資本變項,但只正面預測彈性工時。由社會學習的專業特質認知上,越重視影響力,越不可能因為薪資而離職,但卻可能為成長空間而離職。越重視生活品質則越不會因薪資、地位而離職。越重視工作聲望,越會因薪資與地位離職。職涯承諾較強者,越不會因薪資、地位與友善環境而離職,離職意圖也較弱。總而言之,經由社會學習而來對於公關工作的認知較人力資本較能預測離職原因與離職意圖。
    關聯: 傳播與社會學刊, No.22, pp.159-186
    資料類型: article
    顯示於類別:[新聞學系] 期刊論文

    文件中的檔案:

    檔案 描述 大小格式瀏覽次數
    159-186.pdf3016KbAdobe PDF6檢視/開啟


    在政大典藏中所有的資料項目都受到原著作權保護.


    社群 sharing

    著作權政策宣告
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回饋