臺灣博碩士論文加值系統

根據市場發展趨勢及相關重要研究報告指出，亞太地區是二十一世紀經濟貿易發展的重心，高雄港因擁有良好的地理位置、優越的港口條件與完善的港埠設施，政府亦積極發展高雄港成為亞太地區港口的海運中心、貨櫃轉運基地及全球生產分銷發貨中心。各家海運公司為配合高雄港區的整體規劃與國家經濟發展的需求，均致力於提升經營效益，及提供最便捷、最高品質的服務予客戶。組織最重要的資源是人才，如何善用組織最重要的資源，使其能全力以赴的為組織工作便成為組織重要的課題，因此，如何強化人力素質、提高工作績效及服務品質便成為各家海運公司最重要的期許。因此，本研究以個案公司海陸勤人員之個人變項為自變項，工作滿足與組織承諾為依變項，探討個人變項、工作滿足與組織承諾彼此之間的相關性，藉以了解個案公司海陸勤人員因在工作滿足上程度的不同，對組織承諾產生的影響。
本研究採用問卷調查的方式，所回收之有效樣本110份，經統計方法分析後，得到以下結果：
1.不同的教育程度在工作滿足之外在滿足構面及組織承諾之留職承諾構面上具有顯著差異。
2.不同的年齡在組織承諾之留職承諾構面上具有顯著差異。
3.不同的陸上年資在組織承諾之留職承諾構面及認同承諾構面上具有顯著差異。
4.工作滿足的三個構面對組織承諾的三個構面均具有顯著的正相關存在。
5.工作滿足的三個構面對組織承諾的三個構面均具有顯著的影響。
依據上述研究結果，組織應健全內部管理制度，強化員工的向心力，提升員工之工作滿足以增強其對組織之忠誠度，進而提升工作績效及增強組織競爭力。

The Asia Pacific Region has become the center for development of the world and trade in 21st century. Kaohsiung Port enjoys a pivotal location within the region and the local government is determined to capitalize on its geographic advantages. Kaohsiung is already a major container transshipment hub. With frequent links to ports all over the world, Kaohsiung is also set to become one of the world’s leading production and distribution centers. The most important resource of organization is “human resource”, so how to make people work for organization hardly is important for organization. Every shipping company aims to offer the most efficient service with highest quality to enable its customers. So how to reinforce the quality of manpower, improve job performance and service quality are the most important targets for shipping company. Therefore, this study used individual variables of sea-land transfer personal reshuffle as independent variables, job satisfaction and organizational commitment as dependent variables to probe into the relation among the individual variables, job satisfaction and organizational commitment.
This thesis did the analysis through issuing questionnaires. Effective questionnaires sent back are 110. By using statistical method, the results of this research indicate that:
1.The different education to extrinsic satisfaction and continuance commitment comes out remarkable discrepancy.
2.The different age to continuance commitment comes out remarkable discrepancy.
3.The different land experienced year to normative commitment and continuance commitment comes out remarkable discrepancy.
4.Three factors of job satisfaction have positive relation to three factors of organizational commitment.
5.Three factors of job satisfaction have impact on three factors of organizational commitment
According to the results of research, the organization needs to strengthen internal management system, fortify employees’ loyalty, to enhance job satisfaction of employee to increase the employees’ commitment. Therefore, the organization can promote the job performance and reinforce its competition.

第一章 緒論1
第一節 研究動機1
第二節 研究目的4
第三節 研究流程5
第二章 文獻探討6
第一節 工作滿足及其相關研究6
第二節 組織承諾及其相關研究15
第三節 工作滿足與組織承諾之關係25
第四節 工作輪調26
第三章 研究設計32
第一節 研究架構32
第二節 研究假設33
第三節 研究變項的操作性定義與測量34
第四節 資料蒐集方法與研究樣本39
第五節 資料分析方法42
第六節 研究限制44
第四章 資料分析與結果45
第一節 各研究變項之描述性統計分析45
第二節 各相關變項之差異分析46
第三節 各研究變項之相關分析55
第四節 相關研究變項之迴歸分析56
第五章 結論與建議59
第一節 結論59
第二節 建議64
參考文獻67
附錄：問卷73

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