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研究生:張啟煌
研究生(外文):Chi-Huang Chang
論文名稱:組織學習文化、組織界限、組織能力與員工滿意度、組織績效關聯性之研究
論文名稱(外文):The relationship between organizatioal culture,organizational boundary,organizational capability,employee satisfaction and organization performance
指導教授:陳正男陳正男引用關係
指導教授(外文):Cheng-Nan Chen
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2003
畢業學年度:91
語文別:中文
論文頁數:127
中文關鍵詞:組織界限員工滿意度組織績效組織能力組織學習文化
外文關鍵詞:organizational capabilityorganizational boundaryorganizatioal cultureemployee satisfactionorganization performance
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本研究旨在探討組織中裡的組織界限&組織能力、組織學習能力對員工滿意是否產生影響,而員工滿意是否對組織績效也產生影響,同時本研究還想探討組織界限&組織能力、組織學習文化對組織績效是否也有直接的影響,期能為企業找到改進組織績效的方法。
本研究採用現場訪談、問卷與次級資料等來做三角驗證(triangulation)與比對,故依照研究目的以及檢定研究假設之需要,採用SPSS 統計套裝軟體進行資料分析,再針對量化問卷的內容來進行質性的問卷,以彌補單一研究方法的缺憾,本研究在質性部份採個案研究法,並針對個案公司做完整且深入的訪談。
研究結果顯示,共有下列六點結論:
1.組織界限&組織能力與員工滿意呈現正向顯著關係
2.組織界限&組織能力與組織績效呈現正向顯著關係
3.組織學習文化與員工滿意呈現不顯著關係
4.組織學習文化與組織績效呈現不顯著關係
5.員工滿意度與組織績效呈現正向顯著關係
6.員工在學歷、服務年資及服務部門等個人特性上其員工滿意有顯著差異
組織界限與組織能力真的會影響員工滿意與組織績效,故組織必須改善組織現有的組織架構與溝通方式,可以從四方面來著手,分別為垂直界限、水平界限、外部界限及地域界限,組織也必須增加組織本身的能力,也可以從四方面來著手,分別為速度、彈性、整合、創新。員工滿意與組織績效的關係在本研究也非常顯著,故企業若欲提升組織在各方面的績效,都可以試著從員工這方面來著手,向員工提倡不斷學習的信念,提升員工滿意的程度,如此一來整個組織的學習能力便可以大大地增強,變成一個真正的學習型組織。
This study discusses the effects of the organizational boundary, organizational capability and organizational culture on employee satisfaction and then the influence of employee satisfaction on organization performance. In addition, this study will explore if the organizational boundary, organizational capability and organizational culture would directly influence the performance of organization. This study adopted three methods including an interview, questionnaires and secondary data to make the triangulation and comparison by SPSS. The interveiew was based on the results of quantitative questionnaires in order to cover the insufficient of single research method.
The results of this study indicated that:
1. The organizational boundary and organizational capability are positively and significantly related to the employee satisfaction.
2. The organizational boundary and organizational capability are positively and significantly related to the organization performance.
3. The organizational culture is not significant related to the employee satisfaction.
4. The organizational culture is not significant related to the organization performance.
5. The employee satisfaction is positively and siginificantly related to organization performace.
6. The characteristices of employees inclue the educational background, seniority and department are siginificantly different on employee satisfaction.
Based on the results of this study, the organizational boundary and capability could influence the employee satisfaction and organization performance. Therefore, organization should improve its structure and communication method. It could be worked by four dimensions include vertical, horizontal, external and regional boundary. In addition, organization should increase their capability. It also could work from speed, elasticity, coordination and innovation. The relationship between employee satisfactioin and organization is siginificant. Thus, if company want to improve the performance of organization, company should try to promote the belief of learning and increase employee satisfaction. By this way, the learning capability of organization could increase and then the company could become a real organization.
表 目 錄I
圖 目 錄III
第一章 緒論1
第一節 研究背景與動機1
第二節 研究目的3
第三節 研究流程4
第二章 文獻探討5
第一節 組織界限&組織能力5
第二節 組織學習文化10
第三節 員工滿意15
第四節 組織績效22
第五節 各構面之間的關係27
第三章 研究架構與方法31
第一節 研究架構與研究假說31
第二節 各構面變數之操作型定義與衡量35
第三節 研究方法40
第四節 問卷前測42
第五節 問卷回收與樣本結構49
第四章 研究結果與分析50
第一節 各構面變項敘述性統計分析50
第二節 各構面之因素及信度分析55
第三節 各構面之變異數分析61
第四節 各構面之間的相關性分析63
第五節 各構面之間的迴歸分析68
第五章 個案研究與分析79
第一節 個案公司介紹79
第二節 個案公司的訪談內容84
第六章 結論與建議92
第一節 研究結論92
第二節 研究建議106
第三節 研究限制108
參考文獻109
附錄一 前測問卷118
附錄二 正式問卷122
附錄三 訪問大綱126
附錄四 富強鑫組織架構圖127

表 目 錄
表2-1 策略性資源的內涵9
表2-2 組織學習的定義10
表2-3 組織文化的定義12
表2-4組織學習文化四層面14
表2-5員工滿意的定義15
表2-6 影響工作滿足之相關因素20
表2-7 衡量管略的財務主題26
表3-1 「組織界限&組織能力」之衡量題項36
表3-2 「組織學習文化」之衡量題項37
表3-3 「員工滿意」之衡量題項38
表3-4 「組織績效」之衡量題項39
表3-5 薪資與福利之前測信度分析42
表3-6主管的領導風格之前測信度分析43
表3-7 工作環境&特性之前測信度分析43
表3-8與工作夥伴的關係之前測信度分析44
表3-9升遷管道&發展之前測信度分析44
表3-10 績效評估&獎勵制度之前測信度分析44
表3-11 組織學習文化之前測因素分析與信度分析45
表3-12 組織界限&組織能力之前測因素分析與信度分析46
表3-13 財務構面之前測信度分析47
表3-14 顧客構面之前測信度分析47
表3-15企業內部流程構面之前測信度分析47
表3-16學習與成長構面之前測信度分析48
表3-17 樣本結構表49
表4-1 研究樣本對員工滿意之意見平均值51
表4-2研究樣本對組織學習文化之意見平均值52
表4-3研究樣本對組織界限&組織能力之意見平均值53
表4-4研究樣本對組織績效之意見平均值54
表4-5薪資與福利之信度分析55
表4-6 主管的領導風格之信度分析55
表4-7 工作環境&特性之信度分析55
表4-8與工作夥伴的關係之信度分析56
表4-9升遷管道&發展之信度分析56
表4-10績效評估&獎勵制度之信度分析56
表4-11組織學習文化之因素分析與信度分析57
表4-12 組織界限&組織能力之因素分析與信度分析58
表4-13 財務構面之信度分析59
表4-14 顧客構面之信度分析59
表4-15 企業內部流程構面之信度分析59
表4-16 學習與成長構面之信度分析60
表4-17 個人特性與員工滿意之變異數分析62
表4-18 組織界限&組織能力與員工滿意之相關分析63
表4-19 組織界限&組織能力與組織績效之相關分析64
表4-20 組織學習文化與員工滿意之相關分析65
表4-21 組織學習文化與組織績效之相關分析66
表4-22 員工滿意與組織績效之相關分析67
表4-23 各構面之相關係數68
表4-24 員工滿意與組織界限&組織能力、組織學習文化之迴歸分析68
表4-25 薪資與福利與組織界限&組織能力、組織學習文化之迴歸分析69
表4-26 主管的領導風格與組織界限&組織能力、組織學習文化之迴歸分析70
表4-27 工作環境&特性與組織界限&組織能力、組織學習文化之迴歸分析70
表4-28 與工作夥伴的關係與組織界限&組織能力、組織學習文化之迴歸分析71
表4-29 升遷管道&發展與組織界限&組織能力、組織學習文化之迴歸分析72
表4-30 績效評估&獎勵制度與組織界限&組織能力、組織學習文化之迴歸分析73
表4-31 組織績效與組織界限&組織能力、組織學習文化及員工滿意之迴歸分析73
表4-32 財務構面與組織界限&組織能力、組織學習文化及員工滿意之迴歸分析74
表4-33 顧客構面與組織界限&組織能力、組織學習文化及員工滿意之迴歸分析75
表4-34 企業流程構面與組織界限&組織能力、組織學習文化76
及員工滿意之迴歸分析76
表4-35 學習與成長構面與組織界限&組織能力、組織學習文化77
及員工滿意之迴歸分析77
表5-1 公司基本資料79
表5-2 公司沿革80
表6-1 研究假設與研究結果總表92
圖 目 錄
圖1-1 本研究之研究程序4
圖2-1 建立無界限的公司5
圖2-2 影響工作滿足的前因與後果變項模型19
圖2-3 連結績效量度的平衡計分卡四構面圖24
圖2-4顧客構面----核心量度24
圖2-5 顧客價值主張25
圖2-6 企業內部流程構面---通則性價值鏈模式25
圖2-7 學習與成長的衡量架構26
圖3-1 本研究之研究架構31
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