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研究生:邱惠琪
研究生(外文):Huey-Chi Chiou
論文名稱:新進資管專業人員於社會化階段的工作績效與離職意圖之研究
論文名稱(外文):Toward a Greater Understanding of New MIS Professionals’ Performance and Turnover Intentions at Socialization Stage
指導教授:周子銓
指導教授(外文):Tzu-Chuan Chou
學位類別:碩士
校院名稱:國立高雄第一科技大學
系所名稱:資訊管理所
學門:電算機學門
學類:電算機一般學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:192
中文關鍵詞:組織承諾離職意圖工作績效工作滿足社會化
外文關鍵詞:Job SatisfactionSocializationOrganizational CommitmentPerformanceTurnover Intention
相關次數:
  • 被引用被引用:20
  • 點閱點閱:1910
  • 評分評分:
  • 下載下載:788
  • 收藏至我的研究室書目清單書目收藏:6
  新進人員-特別是剛從學校畢業的社會新鮮人,在進入組織工作時,可能無法立即適應新組織的工作環境及工作內容 (Cheri & Kozlowski, 1992),或許會出現緊張、倍感壓力甚至出現離職意圖 (Van Maanen & Schein, 1979)…等問題,在這樣的情況下,對組織所造成的影響除了金錢及時間上的損失外,更重要的是流失具發展性及潛力的優秀人才,所以必先了解新進人員適應新環境的過程,並協助他們對於新工作環境的快速調適,讓他們能夠順利發揮應有的工作潛力。
  在過去的研究中,社會化對新進人員在工作調適上有很多的探討,例如Van Maanen & Schein (1979); Jones (1986); Feldman & Tompson (1993); Adkins (1995)的研究均顯示,社會化的過程會直接產生工作調適的最終結果(包括:工作滿足、組織承諾、工作績效、離職意圖…等),但這些學者的研究,並未考慮到新進人員對組織調適的整個過程中,是否會有中介效果的存在,才進而產生出這樣的調適結果。所以本研究嘗試探討這些被歸類為調適最終結果的構念(包括:工作滿足、組織承諾、工作績效、離職意圖…等),是否有因果的關係存在,而不全然皆是調適後所產生出來的結果。
因此本研究將從個人因素及組織因素此二大構念著手,以量化研究的問卷調查法來探討在社會化階段下,各構念對新進人員工作調適的影響。而主要研究對象在探討國內資管碩士畢業生在投入職場後,面臨到與學校迥異的環境時,是否能夠順利地發揮所學,並且能夠很快地調適與接受職場環境的衝擊,以及探討調適過程中,是否存在著中介效果,進而產生最後的調適結果。
The newcomers, especially the people just graduated from academy, who’s ready for entering a organization, they probably won’t be able to fit onto the new organization’s environment or they may be extremely nervous and have strongly pressures or even unconsciousness appear the turnover intention or others problems for themselves. Under this condition, the negative affected to the organization are not only the expenses lost but also time wastes. The most critical situation is losing a particular account of full potential excellent workers. So they must comprehend the process of newcomer’s adaptability and adjustability to a new environment lead them into a region where they can easily express themselves advantages in divers work situation.
In the past studies, socialization contains lots of discussion on newcomers, example Van Maanen & Schein (1979); Jones (1986); Feldman & Tompson (1993); Adkins (1995). Investigation show that on socialization processes can directly affect adjustment final outcome (including job satisfaction, organizational commitment, performance, and turnover intention…) but these researchers probably don’t considered about how their adjustment in the whole process if the mediator exist.
This study win based on individual factor and organizational factor, and use quantitative research to discuss under the socialization stage, the new MIS professionals’ performance and turnover intentions. Moreover, discuss about adjustment procession have the mediator and lead to the final adjustment outcome.
目錄 頁碼
中文摘要 I
英文摘要 II
誌謝 III
目錄 V
表目錄 VIII
圖目錄 X
中英文對照表說明XI
壹、緒論 1
一、研究背景1
二、研究動機3
三、研究目的與研究問題4
四、論文結構5
五、研究流程6
貳、文獻探討8
一、社會化8
二、組織社會化策略11
三、資訊找尋及取得18
四、工作調適20
五、與研究架構相關的模式21
六、構念間的關係25
七、個人因素29
八、社會化與調適30
參、研究方法32
一、研究架構32
二、研究假設34
三、構念因素之操作型定義與衡量39
四、研究問卷設計47
五、研究對象與樣本搜集50
六、資料分析方法51
七、統計分析方法52
八、問卷回收與催收55
肆、研究結果與分析58
一、反向題處理58
二、同質性檢驗58
三、基本資料統計分析60
四、因素分析-建構效度62
五、信度 66
六、相關 67
七、簡單迴歸與多元迴歸72
八、本章小結102
伍、結論與建議106
一、結論 106
二、研究貢獻108
三、研究限制109
四、未來研究方向110
參考文獻 112
附錄一 問卷附錄一-1
附錄二 同質性檢驗附錄二-1
附錄三 信度附錄三-1
附錄四 簡單迴歸與多元迴歸附錄四-1
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