| Summary: | 碩士 === 國立臺灣科技大學 === 企業管理系 === 103 === Under the fierce global competition and rapid technical progress changes, in order to maintain a competitive edge, the companies must maintain flexibility and adaptability .Therefore, project tasks are used for achieving their goals. When the managers assign project tasks for employees, he don't give clear role expectations or specific job description, it will result in role ambiguity. role ambiguity will make employees produce Job stress and Job dissatisfaction. The past research has been confirmed that employees perceived job dissatisfaction, does induce employees to generate Exit behavior、Voice behavior、Loyalty behavior、Neglect behavior. Perceived job dissatisfaction is belong to their attitude of the employees' intrinsic level required by the external factors.
From the literature of the present study, we found that role ambiguity and perceived job dissatisfaction would effect employees' Exit、Voice、Loyalty、
Neglect behavior. In the past study, there is no scholar has explored the relationships of that variables. Follow the clues, this study will put perceived job dissatisfaction be an intermediate variable, to explore role ambiguity and employees' EVLN behavior. Further, we use affective events theory and S-O-R theory to construct academic basic of the researcher framework.
In a sample of 168 employees, this study found the following conclusions:
(1) Perceived job dissatisfaction plays a partial mediating role between role ambiguity and Exit behavior.
(2) Perceived job dissatisfaction does not play a partial mediating role between role ambiguity and Voice behavior.
(3) Perceived job dissatisfaction plays a partial mediating role between role ambiguity and Loyalty behavior.
(4) Perceived job dissatisfaction plays a partial mediating role between role ambiguity and Neglect behavior.
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