| Summary: | 碩士 === 國立東華大學 === 企業管理學系 === 97 === Title of Thesis：The Influences of Job Embeddedness, Organizational Commitment and Job Loss Strain on Employee Opinion Expression Behaviors
Number of Pages：111
Graduation School and University：Master of Business Administration, National Dong-Hwa University Graduation Time and Category of Abstract：Thesis for Master Degree, The Second Semester, and 2008 Academic Year
Name of Student：Jian-An Chen
Adviser：Dr. Hsin-Hua Hsiung
Employee opinion expression behaviors make a significant impact on company development. One of the important factors that influences employees’opinion expression behaviors is their retention intention. Employees with high levels of job embeddedness and job loss strain have strong staying intention in company, and they
hope to work in their organizations over a long period of time. Hence, they have stronger commitment to their organizations, and are not willing to see operational problems in organizations. This study aims to understand the psychological state and process of employee opinion expression behaviors, that is, whether job embeddedness and job loss strain affect voice, dissent, and silence behaviors through organizational commitment.
To collect data, this study adopted dyad questionnaires, including supervisor questionnaire and subordinate questionnaire. The questionnaires are distributed by two ways: interview and mailing. Furthermore, the study participants are administrative personnel employed at junior high schools in Hualien, I-lan and Taoyuan countries. A total of 422 pairs questionnaires were distributed, 309 supervisor questionnaires and 311 subordinate questionnaires were returned. After eliminating the unmatched and data-missing questionnaires, this study obtained 270 valid questionnaire pairs, for a response rate of 63.98 percent.
Through data analysis, several findings were derived as fallows：(1) On-the-job embeddedness is positively and significantly associated with affective commitment, continuance commitment and normative commitment. (2) Affective commitment is positively and significantly associated with employee voice behavior, and it is negatively and significantly associated with silence behavior；continuance commitment is negatively and significantly associated with silence behavior. (3) Through the mediation of organizational commitment, job embeddedness can indirectly influence employee opinion expression behaviors. By contrast, job loss strain can directly influence employee opinion expression behaviors. These findings not only illuminate a psychological process of employee opinion expression behaviors, but also provide more detailed information for research on job embeddedness and organizational commitment.
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