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研究生:高敏馨
研究生(外文):Ming-Shin Kao
論文名稱:生涯承諾對組織承諾之關係研究--正式員工與派遣員工之跨群體分析
論文名稱(外文):The Relationships among Career Commitment, Job Involvement, and Organizational Commitment:Using the Employ Type as a Moderate Variable
指導教授:陳玉樹陳玉樹引用關係
指導教授(外文):Yu-Shu Chen
學位類別:碩士
校院名稱:國立中正大學
系所名稱:成人及繼續教育所
學門:教育學門
學類:成人教育學類
論文種類:學術論文
論文出版年:2005
畢業學年度:94
語文別:中文
論文頁數:118
中文關鍵詞:多群體分析工作投入組織承諾勞動派遣生涯承諾
外文關鍵詞:dispatched workcareer commitmentmulti-group analysisorganizational commitmentjob involvement
相關次數:
  • 被引用被引用:11
  • 點閱點閱:680
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:5
企業採用彈性人力資源策略以因應快速變動的產業環境,促成勞動市場結構的改變。派遣勞動的盛行,造成員工僱用型態的多元化,進而影響員工的工作相關承諾 (work-related commitment)。回顧文獻,有關工作相關承諾的研究,大多以正式員工為其研究對象,鮮少探究派遣員工。以僱用型態為干擾變項來對員之工作相關承諾進行跨群體比較的研究更是付諸闕如。因此,本研究以選擇--吸收—耗損理論為基礎,探討生涯承諾、工作投入與組織承諾之結構關係,並基於社會比較理論,以不同僱用型態為干擾變項,進行模式之跨群體比較。本研究以1500大企業的員工為研究對象,進行問卷調查,共回收有效問卷974份 (正式員工512份、派遣員工462份)。

本研究以結構方程模式來進行資料分析,其結果顯示(a)在未加入「僱用型態」之干擾變項時,生涯承諾對組織承諾有正向影響,而亦會透過於工作投入對組織承諾有正向影響;(b)加入「僱用型態」之干擾變項時,卻造成生涯承諾對組織承諾不具直接影響,而必須透過生涯承諾對組織承諾有正向影響。研究結果可瞭解不同僱用型態員工其生涯承諾、工作投入及組織承諾之結構關係的差異情形,進而提供工作相關承諾理論之修正及組織人力資源規劃之參考。
Companies adopt the huam resource flexiblility strategy to adjut themselves to the quick changing business environment. It resulted in the big change of the labor market. The pervailence of dispatched work which influcned employees’ work related commitment made the employ types diverse. From the literature review, most researches related to work related commitment foucs on typeal employees rather than dispatched workers. Let alone using employ types as a moderate variable to do multi-gopup analysis for employees’ work related commitment. Therefore, the current study based on the attraction-selection-attrition theory to explore the relationshops among career commitment, job involvement, and organizaitnal commitment; and further, the researcher used the employ types as a moderate variable to do multi-group analysis. The study sampled participants from the Top 1500 fortune companies and got 974 effective questionnaires including 512 typeal employees and 462 dispatched employees. Structrual equeaiton modeling will be used to conduct data analysis.
The results of the study are listed in the following conclusions:(a)not using employ types as a moderate variable to do, career commitment has positive effect on organizational commitment , and through the job involvement, the awareness of career commitment has positive effect on organizational commitment .(b) using employ types as a moderate variable to do, career commitment has not positive effect on organizational commitment , but through the job involvement, the awareness of career commitment has positive effect on organizational commitment .Finally, this research provides new insights for the differences among the relationships of career commitment, job involvement, and organizational commitment between different employ types. The results provide reference for theory building of work related commitment and human resource planning.
第一章 緒論....................................1
第一節 研究背景..................................1
第二節 研究問題陳述..............................4
第三節 研究目的..................................8
第四節 研究重要性................................9
第二章 文獻探討..................................12
第一節 研究核心理論..............................12
第二節 勞動派遣..................................16
第三節 生涯承諾..................................19
第四節 工作投入..................................26
第五節 組織承諾..................................32
第六節 命題推演..................................39
第三章 研究方法..................................45
第一節 研究對象與步驟............................45
第二節 變項之操作型定義..........................51
第三節 研究工具..................................53
第四節 資料分析..................................62
第四章 研究結果..................................65
第一節 基底模式檢定..............................65
第二節 跨群體模式檢定............................75
第五章 研究討論與建議............................84
第一節 研究討論..................................84
第二節 研究意涵..................................90
第三節 研究限制與後續研究建議....................93
參考書目 ........................................95
附 錄.........................................106
附錄一:問卷初稿.................................106
附錄二:專家效度統計表...........................109
附錄三:正式問卷.................................116
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