臺灣博碩士論文加值系統

台灣於1980年代開始為國際大廠代工，也開啟了半體導產業的發展，而台灣高科技產業發展至今，半體導產業仍為國家經濟發展主要趨勢，其中以晶圓代工產值及市佔率更是位居世界第一。然近年因油價飆漲、原物料、民生物資等急速通膨、環保意識的抬頭及中國大陸的掘起，加上該產業快速競爭特性及推行員工股票分紅費用化等措施，對於產業的發展及員工福利與工作壓力均造成相當程度的衝擊，尤其在資本及技術密集的高科技產業，其所需要的科技人才招募不易且人力流動率高的情形下，相對人員的招募、育才及留才方面的重要性與影響更甚。
本研究參考國內外文獻，對於工作動機、工作滿意度、工作壓力及組織承諾之研究不勝枚舉，但鮮少有關半導體產業員工工作動機、工作滿意度、工作壓力及組織承諾之關係與關連性研究。因此本研究以新竹科學園區某半導體晶圓代工廠的產線直接人員及工程單位間接人員為研究對象，共計發放900份問卷，共回收697份問卷，有效問卷551份問卷，無效問卷146份，有效回收率達61.2%。
結果顯示工作者選擇任職企業的前三大要素一為企業的穩定度高；二為企業的福利佳；三為企業的形象良好，且不同的員工屬性僅部份會影響工作的推力動機、工作壓力、工作滿意度、組織承諾。另晶圓代工廠員工工作滿意度之實際感受與期望差距的重要-表現程度分析的結果，在繼續保持的項目以「上司關係」及「工作伙伴」數量較多；而「薪資報酬」及「陞遷情形」項目大多落在加強改善區；供給過度、優先順序較低的以「工作本身」的數量較多，表示晶圓代工廠之工作滿意度還不夠理想，也就是說，晶圓代工廠目前之工作福利及制度並無法滿足員工的需求。而工作壓力、工作滿意度、組織承諾間有顯著差異，且工作壓力透過工作滿意度增加組織承諾。

Taiwan was to be OEM for many empires in the world since 1980, and it made the Semiconductor industory begun developing over here, too. Up to the present, Semiconductor industory which is still the major industory for national economic development, and the output value and market share is 1st in the world. Inflation due to the market price of fuels riased too high recently, so the goods and materials were expensive. Environmental protection issue concerned by most people. Chinese economic growth more and more fast, and the worldwide semiconductor industory keen competition. The major reward was not stocks any more, and replaced by cash as same as denomination of stocks. All the factors as above which became a challenge in the industry development, employees' benefit and job stress, especially in the companies which need huge fund and high technology. The professional persons difficult hired and were fluid easily, so employees' recruiting, training, and keep the exllent peoples are very important.
After refered to many internal and international documents which contain Work Motive, Job Satisfaction, Job Stress and Organizational Commitment, we found there were much less documents about the domain of semiconductor industry. According this, the study object which were some employees of the semiconductor factories of an empire at Hsin-Chu Science Park. There were 900 copies of investigation form sent out to these people, and 697 copies were reply. After summaried, there were 551 valid copies reply, so the valid reply ratio was 61.2%.
The result indicated that there are top three parameters of the empires which concerned by most job seekers been listed as below:1. High stability; 2. Good welfare; 3. Fine image. Different attribution affect some degree of the result about Work Motive, Job Satisfaction, Job Stress and Organizational Commitment. After analyzed the difference between feeling and expectancy of Job Satisfaction of the employees of the semiconducting manufactories, the items which expected to remain present were "Relationship between leaders and subordinates" and "Work partners", the items which should to been improved were "Compensation" and "Promotion circumtance", and excessive supply and lower priority item was "job self". Summarized the description as above, it indicated that job satisfaction was not well enough. It also meant that the job welfare and job system not corresponded with the demand of the employees of the semiconducting manufactories. There was apparent difference between employees' Work Motive, Job Satisfaction, Job Stress and Organizational Commitment, and the Organizational Commitment been raised by the Job Stress which influenced through Job Satisfaction.

摘 要 i
ABSTRACT ii
目 次 iv
表 次 vi
圖 次 ix
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究期間與限制 4
第四節 研究流程 5
第二章 文獻探討 7
第一節 工作動機 7
第二節 工作滿意度 14
第三節 工作壓力 20
第四節 組織承諾 26
第三章 研究方法 32
第一節 研究架構與假設 32
第二節 研究對象與問卷發放回收 33
第三節 問卷設計 33
第四節 研究分析方法 37
第四章 研究結果 38
第一節 資料結構分析 38
第二節 信度與效度分析 42
第三節 工作動機因素分析 44
第四節 工作動機推力因素之差異性分析 48
第五節 工作滿意度 56
第六節 實際感受滿意度之差異性分析 59
第七節 工作滿意度期望與實際感受之差異性分析 67
第八節 工作壓力 80
第九節 工作壓力之差異性分析 81
第十節 組織承諾 88
第十一節 組織承諾之差異性分析 89
第十二節 工作壓力、工作滿意度與組織承諾之相關分析 96
第十三節 工作壓力、工作滿意度及組織承諾之迴歸分析 96
第五章 結論與建議 100
第一節 結論 100
第二節 建議 105
參考文獻 107
附錄A 117

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