摘要

組織每年投入大量預算在人員培訓上，卻可能因無法有效運用於工作中而產生訓用落差的情形，是否會導致新進人員的離職居高不下。故本研究根據JD-R理論觀點，探討新進人員訓用落差知覺與其心理契約違反之關係，並進一步探究透過心理契約違反中介機制對於離職傾向的影響；同時，亦試圖探究師徒功能的調節式中介模式。本研究係以國軍組織新進之軍、士官人員為對象，採取時間隔離區分三階段實施問卷發放及填答，最後共計蒐集362筆有效樣本。透過階層迴歸及拔靴法等分析發現：(一)新進人員訓用落差知覺對其心理契約違反確實具正向影響；(二)心理契約違反在訓用落差知覺與其離職傾向之間具有中介效果；(三)師徒功能可有效弱化訓用落差知覺對心理契約違反的正向影響；同時能降低透過心理契約違反中介機制對其離職傾向間的不利影響。

關鍵字：訓用落差知覺、心理契約違反、師徒功能、離職傾向。

ABSTRACT

Organize invests an enormous budget in yearly personnel training. However, there may be a gap between training and application due to the inability to apply it to work effectively. Whether it will lead to a high turnover rate of newcomers, create a sense of distrust in the organization, and possibly engage in behaviors that are detrimental to the organization. Therefore, based on the perspective of JD-R theory, this study aims to explore the relationship between newcomers' gap between training and application and psychological contract breach; and further explores the influence of mediation mechanisms of psychological contract breach on turnover intention. Simultaneously, it explores the moderated mediation model of the mentoring function. This study focuses on newly recruited officers and non-commissioned officers of the National Army, implementing an online questionnaire survey and filling in three stages. A total of 362 valid samples were collected in the end; through analysis such as hierarchical regression and bootstrapping, results show that: (1) The perception of a gap between training and application among newcomers positively impacts their psychological contract breach. (2) Psychological contract breach mediates the relationship between the gap between training and application and turnover intention. (3) The mentoring functions can effectively mitigate the positive influence of the gap between training and application on psychological contract breach; simultaneously, it can reduce the adverse effects of the mediating role of the psychological contract breach between their turnover intention.

KEYWORDS:  Gap Between Training and Application; Psychological Contract Breach; Mentoring Functions; Turnover Intention.