臺灣博碩士論文加值系統

　　由於國際觀光旅館的服務特性，使得員工成為國際觀光旅館經營成敗之關鍵。然而，現有研究中對於工作標準化與員工工作滿意度之關係尚待釐清。因此，本研究以國際觀光旅館的員工為對象，目的在發現工作標準化與員工工作滿意度之關係。
　　本研究調查大台北地區１８家國際觀光旅館之員工總計回收有效問卷３６６份，以實際調查資料來驗證本研究之假設。茲將研究結果摘要分析如下：本研究主要之假設為工作標準化與員工工作滿意度成正向之關係。研究結果顯示工作標準化確實與員工工作滿意度成正相關，得到驗證而且具有顯著的解釋能力及預測能力。因此，本研究再加入組織特性(組織規模與組織文化)為干擾變數，結果顯示僅有在強勢的組織文化下會影響到工作標準化與與員工工作滿意度之關係，而且使得工作標準化與員工工作滿意度呈現負相關﹔在組織規模大小的干擾之下，工作標準化與員工工作滿意度之關係並不會受到顯著的影響。然而本研究亦將個人背景資料列為干擾變數，經驗證結果，僅在每月薪資狀況與工作標準化之交互作用下，會使得工作標準化對員工工作滿意度的解釋與預測能力降低，而且關係變的不顯著﹔其於七向個人背景資料並不會對工作標準化與員工工作滿意度之關係產生影響。

Because of the service characteristics, employees play the key success role to uplift competitive ability of International Tourist Hotel. However, there have been controversy and inconsistencies in published literature concerning the relationship between job standardization and job satisfaction. Therefore, the purpose of this study was to verify the relationship between those two variables and to enhance the development of knowledge in job satisfaction.
The sample included 366 employees in 18 International Tourist Hotels in Taipei and the questionnaires were mailed as the instrument of data collection. The main hypothesis was the relationship between job standardization and job satisfaction would be positive. The study found for employees with high job standardization had higher job satisfaction. Furthermore, the study speculates the organizational characteristics (organizational size and organizational culture) moderates the association between job standardization and job satisfaction. Howerer, only the variable of organizational culture was supported. Under the strong organizational culture there are the weak relationship between job standardization and job satisfaction. Finally, the study predicted the biographical variables would be moderated the association between job standardization and job satisfaction. But only the variable of salary was supported.

abc
abc
abc