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研究生:魯明哲
研究生(外文):Lu Ming-Che
論文名稱:桃園縣政府員工升遷考核公平對工作滿足及組織認同之研究
論文名稱(外文):Research on effects of fairness in performance appraisal on job satisfaction and organization commitment of Tao Yuan County Government Employees
指導教授:紀俊臣紀俊臣引用關係徐學忍徐學忍引用關係
指導教授(外文):Ji Jiun-ChengHsu Shueh-Zen
學位類別:碩士
校院名稱:元智大學
系所名稱:管理研究所
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:2004
畢業學年度:92
語文別:中文
論文頁數:108
中文關鍵詞:升遷考核公平工作滿足組織認同員工個人屬性
外文關鍵詞:performance appraisaljob satisfactionorganization commitment
相關次數:
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近年來,因社會變遷、科技發達與民眾需求提昇,人們要求政府更具有反應力、責任感及優質的服務品質。所以,建構一個有競爭優勢的政府部門乃時勢所趨。本研究以桃園縣政府之正式公務人員為研究對象,透過問卷調查及統計分析,探討縣政府不同屬性職員對升遷考核公平、工作滿足與組織認同有無顯著差異及其影響因素,研究結果可供桃園縣政府及各級地方政府機關人力資源管理之參考。
本研究期望以微觀的角度,探討人員與組織機關間之互動關係。因此研究之主要目的在回答兩個問題:
一、瞭解升遷考核公平對工作滿足、組織認同之影響。
二、縣政府公務人員之個人屬性不同,對職務升遷考核公平、工作滿足、組織認同之影響。
問卷統計分析依序採用因素分析、信度分析、積差相關分析、正典相關分析及逐步迴歸分析等方法,透過統計數據瞭解各項變數間的相關性,本研究獲致下列結論:
n 桃園縣政府公務人員之升遷考核公平、工作滿足、組織認同等三個變項均為顯著正相關
n 有關縣政府公務人員之個人屬性對升遷考核公平、工作滿足、組織認同等三個變項均有顯著預測能力。
研究結果顯示桃園縣政府員工之升遷考核公平會影響工作滿足、組織認同,且個人屬性亦會影響員工之工作滿足及組織認同。亦即員工會在乎其追求成功的表現,因此組織應重視員工升遷機會與公平性,適度培養其自信心、獨立作業及判斷能力,以使愈來愈多進入縣政府暨所屬機關的員工,發揮其潛在能力,提升服務之效能。
With the social change, technological development and the added demands from the public, people require the government be responsive, responsible and quality services. Therefore building government sector with competitive edge is the trend of the modern time. This research takes the officials of Tao Yuan County Government as the subjects to explore the performance appraisal fairness, job satisfaction and organization commitment of different attributes through questionnaire investigation and statistical analysis, for the significant difference and the influencing factors. The result of the research may be referred for the human resources management of Tao Yuan County Government and the subordinating local agencies.
This research expects to investigate the interaction between the personnel and the organization in microscopic prospect. Therefore, the main purpose of this research is in answering the following two problems:
1. Finding the effect on promotion appraisal fairness on the job satisfaction and organization commitment
2. The effects of personal attributes of county government official on the promotion appraisal fairness, job satisfaction and organization commitment.
The questionnaire statistical analysis adopted, in sequence, factor analysis, confidence analysis, sum-differential analysis, classical correlation analysis and gradual regression analysis and understand the correlation among various variables through statistical data. The research came to the following conclusion:
l All the 3 variables, promotion appraisal fairness, job satisfaction and organization commitment of the officials of Tao Yuan County government are all significant and have positive correlation.
l Regarding the personal attributes of County Government Officials, they have significant prediction ability on the 3 variables, promotion appraisal fairness, job satisfaction and organization commitment.
The conclusion from the research indicated that the fairness of promotion appraisal will affect job satisfaction and organization commitment and personal attributes will also affect job satisfaction and organization commitment. This means, the employees care about the pursuit of accomplishment. Hence, the organization shall attach importance to the promotion opportunity and fairness of employees and properly prepare self-esteem and the ability of independent operation and decision-making. This will help the county government employees to develop their potential and promote service effectiveness.
目     錄
書頁名.......................................... i
審定書.......................................... ii
授權書.......................................... iii
中文摘要........................................ iv
英文摘要........................................ v
誌 謝.......................................... vii
目 錄.......................................... iix
表目錄.......................................... x
圖目錄.......................................... xii
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...................................5
第二章 文獻探討..................................7
第一節 升遷考核公平相關文獻.......................7
第二節 工作滿足相關文獻...........................21
第三節 組織認同相關文獻...........................36
第三章 研究設計..................................46
第一節 研究架構..................................46
第二節 研究對象與範圍............................47
第三節 研究假設..................................49
第四節 問卷設計..................................50
第五節 分析方法..................................54
第四章 研究結果與發現............................56
第一節 樣本資料分析..............................56
第二節 因素分析..................................58
第三節 升遷考核公平、工作滿足、組織認同之相關分析70
第四節 個人屬性對升遷考核公平、工作滿足組織認同之
預測力分析....................................80
第五章 結論.....................................86
第一節 研究發現..................................86
第二節 研究建議..................................91
參考書目..........................................95
附錄(研究問卷)....................................106
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