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研究生:江婷婷
研究生(外文):Ting-Ting Chiang
論文名稱:研發工程師之金錢倫理觀、工作道德、工作狂、完美主義與工作績效關係之研究
論文名稱(外文):A study on RD&E professionals'' money ethic, work value, workaholism, perfectionism, and work performance.
指導教授:任金剛任金剛引用關係
指導教授(外文):C. K. Jen
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
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:102
中文關鍵詞:RD&E人員完美主義金錢倫理觀薪資滿意工作狂專業承諾工作績效工作道德
外文關鍵詞:RD&E ProfessionalsPerfectionismWork ValueMoney EthicWorkaholismProfessional CommitmentPay SatisfactionWork Performance
相關次數:
  • 被引用被引用:73
  • 點閱點閱:787
  • 評分評分:
  • 下載下載:251
  • 收藏至我的研究室書目清單書目收藏:17
展望台灣未來產業發展的狀況,RD&E人員絕對是一群影響台灣企業走向的人才,是攸關台灣企業在大環境下能否生存的關鍵因素。本研究以RD&E人員為研究對象,探討RD&E人員的工作道德、完美主義、工作狂和金錢倫理觀對專業承諾、薪資滿意、工作績效之影響情形。研究採用問卷調查法,以便利抽樣的方式,共發出2209份,有效回收問卷為1029份,利用Pearson相關分析、區組迴歸分析以驗証本研究之假設,研究結果發現:
一、工作道德、完美主義、工作狂和金錢倫理觀可以有效預測及解釋依變數各構面。
二、工作道德對專業認同、專業投入、留業意願、薪資滿意、工作績效具有顯著正向影響。
三、個人標準對專業認同、專業投入、留業意願、工作績效具有顯著正向影響;個人標準對薪資滿意具有顯著負向影響。
四、關心犯錯的程度對專業投入、工作績效具有顯著負向影響;關心犯錯的程度對留業意願具有顯著正向影響。
五、對行動的懷疑對留業意願、工作績效具有顯著負向影響;對行動的懷疑對專業認同具有顯著正向影響。
六、父母的期待對薪資滿意具有顯著正向影響。
七、父母的批評對專業認同、專業投入、留業意願具有顯著負向影響。
八、非要求的工作對專業認同、專業投入、工作績效具有顯著正向影響。
九、介入他人工作對專業認同、專業投入、工作績效具有顯著正向影響;介入他人工作對留業意願具有顯著負向影響。
十、富有的╱激勵因素對薪資滿意、工作績效具有顯著負向影響;富有的╱激勵因素對專業投入具有顯著正向影響。
十一、賺錢對留業意願具有顯著的負向影響;賺錢對專業認同、專業投入、工作績效具有顯著的正向影響。
十二、非內在的激勵對專業認同、薪資滿意具有顯著正向影響。
RD&E professionals will lead the direction of industries in Taiwan and also are the key factor of affecting business’ survival in the future. This study explores the effects of RD&E professionals’ work value, perfectionism, workaholism, and money ethic on professional commitment, pay satisfaction, and work performance. There are 1029 copies of valid samples obtained out of 2209 copies of bulk samples. The Pearson Correlation Analysis and the Blocked Regression Analysis are used to examine the hypotheses of this research and the findings of this study indicate that:
1. Work value, Perfectionism, Workaholism, and Money Ethic have a significant forecast ability on predicting dependent variables.
2. Work Value has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, pay satisfaction, and work performance.
3. Personal Standards has a significant positive influence on the professional identification and involvement, the willingness to stay in the same profession, and work performance; Personal Standards has a significant negative influence on pay satisfaction.
4. Concern over Mistakes has a significant negative influence on the professional involvement, and work performance; Concern over Mistakes has a significant positive influence on the willingness to stay in the same profession.
5. Doubts about Actions has a significant negative influence on the willingness to stay in the same profession, and work performance; Doubts about Actions has a significant positive influence on the professional identification.
6. Parental Expectations has a significant positive influence on pay satisfaction.
7. Parental Criticism has a significant negative influence on the professional identification and involvement, and the willingness to stay in the same profession.
8. Non-Required Work has a significant positive influence on the professional identification and involvement, and work performance.
9. Control of Others has a significant positive influence on the professional identification and involvement, and work performance; Control of Others has a significant negative influence on the willingness to stay in the same profession.
10. Rich/Motivators has a significant negative influence on pay satisfaction, and work performance; Rich/Motivators has a significant positive influence on the professional involvement.
11. Making Money has a significant negative influence on the willingness to stay in the same profession; Making Money has a significant positive influence on the professional identification and involvement, and work performance.
12. Intrinsic Motivation has a significant positive influence on the professional identification, and pay satisfaction.
目  錄
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 關於RD&E人員 3
第二節 金錢倫理觀 9
第三節 工作道德 23
第四節 完美主義 24
第五節 工作狂 28
第六節 專業承諾 32
第七節 薪資滿意 35
第八節 工作績效 36
第三章 研究方法 39
第一節 研究架構 39
第二節 研究假設 40
第三節 研究對象 43
第四節 研究工具 45
第五節 資料分析方法 50
第四章 結果分析 51
第一節 RD&E人員在各研究構面之觀點分析 51
第二節 工作道德、完美主義、工作狂、金錢倫理觀對專業承諾、
薪資滿意和工作績效之影響力分析 60
第五章 討論與建議 74
第一節 實証結果 75
第二節 結果討論 76
第三節 研究限制 84
第四節 研究建議 84
第五節 管理實務上的意涵 85
參考文獻 86
附錄:研究問卷 97

表 目 錄

表 2-1 金錢量表整理:因素結構、方法學上的特徵、影響及不影響
金錢態度之人口統計因素與人格特質 21
表 2-2 專業承諾之定義 32
表 3-1 問卷發放之產業、公司數及有效回收份數 43
表 3-2 研究樣本背景因素描述性統計表 44
表 3-3 工作道德量表構面名稱及題目一覽表 45
表 3-4 完美主義量表構面名稱及題目一覽表 45
表 3-5 工作狂量表構面名稱及題目一覽表 46
表 3-6 金錢倫理觀量表構面名稱及題目一覽表 47
表 3-7 專業承諾量表構面名稱及題目一覽表 48
表 3-8 薪資滿意量表構面名稱及題目一覽表 48
表 3-9 工作績效量表構面名稱及題目一覽表 49
表 3-10 研究量表Cronbach’s α值整理 49
表 4-1 各變項之平均數、標準差及變數間之相關係數表 53
表 4-2 工作道德、完美主義、工作狂、金錢倫理觀對專業承諾
各構面之區組迴歸分析 62
表 4-3 工作道德、完美主義、工作狂、金錢倫理觀對薪資滿意
各構面之區組迴歸分析 66
表 4-4 工作道德、完美主義、工作狂、金錢倫理觀對工作績效
各題項之區組迴歸分析 68
表 5-1 自變項各構面對依變項各構面之區組迴歸分析彙總表 74
表 5-2 研究假設驗証結果總表 75


圖 目 錄

圖 2-1 金錢信念的預測架構圖 13
圖 2-2 Porter和Garman(1992)財務滿足概念模式 15
圖 2-3 三種工作狂類型的潛在影響模型 31
圖 2-4 Aranya,Pollock和Amernic專業承諾模式 33
圖 3-1 研究架構 39
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