臺灣博碩士論文加值系統

本研究之目的在探討不同世代對於工作價值觀、組織承諾、及高
績效工作系統的重視程度。以台灣工作者為研究對象，並且以年齡區
分出4 個世代。總計回收有效問卷417 份。
研究方法為為問卷調查，統計方法為單因子變異數分析、雪費檢
定、及獨立樣本t 檢定。研究結果發現50~59 歲的族群對利他服務的
重視高於20~29 歲；50~59 歲的族群對誠信友誼的重視高於30~39歲；
20~29 歲的族群對社會尊重、物質報酬、及領導權力的重視高於30~39
歲、40~49 歲、及50~59 歲；20~29 歲的族群對權勢地位的重視高於
30~39 歲及50~59 歲；20~29 歲男性對心靈成長及權勢地位的重視高
於20~29 歲女性；50~59 歲女性對心靈成長的重視高於50~59 歲男性
50~59 歲族群之組織承諾高於30~39 歲；高績效工作系統方面，20~29
歲的族群較重視員工培訓。
本研究建議企業組織可以將員工培訓與績效考核連結，這樣可同
時照顧到20~29 歲族群所重視的外在酬賞以及公司制度；30~39 歲族
群則是因組織承諾較低，企業需慎防此族群出現離職或跳槽的現象；
40~49 歲族群因統計結果沒有出現任何顯著性因此不做管理上的建
議； 50~59 歲族群的管理策略需使其了解自己所做的工作對於社會
是有意義的，並且能夠回饋社會，從而使內在酬賞得到滿足。

The purpose of the research is to study the emphasis of work values,
organizational commitments and high performance work systems of
different generations. The research subjects target on workers in Taiwan,
who are divided into four generations by ages. Recovered effective
questionnaires are 417 in total.
Research methodology applies questionnaires, and the statistical
methods include One-Way ANOVA (Analysis of Variance), Scheffe, and
t-test. The results find that group within 50 to 59 years old has higher
emphasis on altruistic service than group of 20 to 29 years old, and they
also have higher values on integrity friendship than group of 30 to 39
years old. Group within 20 to 29 years old emphasizes more on social
respects, material rewards and leadership than groups of 30 to 39, 40 to
49 and 50 to 59 years old. Group of 20 to 29 years old values power
position higher than group of 30 to 39 and 50 to 59 years old. The men
from group within 20 to 29 years old emphasizes more on Spiritual
growth and power position than the women from groups of 20 to 29. The
women from group within 50 to 59 years old emphasizes more on
Spiritual growth than the men from groups of 50 to 59.Group of 50 to 59
years old has higher organizational commitments than the group of 30 to
39 years old. As in the high performance work systems, group of 20 to 29
years old emphasizes on more employee training.
The research suggests that business organizations can combine
employee training and performance assessment to simultaneously taking
into account of the external rewards and company policies of group of 20
to 29 years old. For group of 30 to 39 years old, the enterprise needs to
guard against their job-quitting or job-hopping due to their lower
organizational commitments. No management advice for group of 40 to
49 years old because there are no significant statistical results.
Management strategies for group of 50 to 59 should make them
understand what they are doing is meaningful to the society and can
feedback the society to satisfy their intrinsic rewards.

指導教授推薦書
口試委員審定書
致謝..........................iii
中文摘要.......................iv
英文摘要........................v
第一章 緒論.....................1
第一節 研究背景與動機............1
第二節 研究目的與問題............2
第二章 文獻探討..................3
第一節 工作價值觀................3
第二節 組織承諾..................7
第三節 高績效工作系統...........10
第三章 研究方法.................14
第一節 研究設計.................14
第二節 問卷信效度分析...........17
第四章 研究結果................26
第一節 樣本敘述性統計分析........26
第二節 研究變數分析.............28
第三節 討論....................38
第五章 結論與建議...............42
第一節 研究結論.................42
第二節 管理意涵.................44
第三節 研究限制及後續研究建議.....46
參考文獻........................47
附錄一 研究問卷.................55

圖目錄
圖1 工作價值的形成及影響因素之關係王叢桂（1993）.........4

表目錄
表3-1 工作價值觀、組織承諾、高績效工作系統之信度比較表...17
表3-2 工作價值觀、組織承諾、高績效工作系統之KMO 與BARTLET
球形檢定.............................................19
表3-3 內在酬賞七個構面之主成分分析.....................20
表3-4 外在酬賞各構面之主成分分析.......................22
表3-5 組織承諾之主成分分析............................23
表3-6 高績效工作系統之主成分分析.......................24
表3-6（續）高績效工作系統之主成分分析...................25
表4-1 樣本個人資料分析................................27
表4-2 內在酬賞單因子變異數分析表.......................29
表4-3 外在酬賞單因子變異數分析表.......................31
表4-4 內外在酬賞單因子變異數分析表.....................32
表4-5 20~29 歲內外在酬賞獨立樣本t 檢定.................33
表4-6 50~59 歲內外在酬賞獨立樣本t 檢定.................33
表4-7 組織承諾單因子變異數分析表.......................34
表4-8 高績效人力系統單因子變異數分析表.................35
表4-8 高績效人力系統（續）單因子變異數分析表............36
表4-8 高績效人力系統（續）單因子變異數分析表............37

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