臺灣博碩士論文加值系統

本研究主要探討台灣電子業研發管理強度對研發人員工作滿足之影響，本研究定義研發管理強度是企業研發主管主動加於研發人員之可控制的管理要求。研發人員的工作滿足是研發主管對管理要求的重要考量因素，本研究希望能了解對研發人員較強的管理要求與研發人員對工作滿足的關係。另一方面，因研發管理的成功與否涉及研發人員的內隱知識，其間的信任關係的強弱是如何影響研發管理強度及工作滿足也是本研究的重要範疇。所以本研究是經由企業對研發人員之設計要求、驗証要求、績效時程要求、人力配置、工作壓力、及制度管理等六部份來評估企業之研發管理強度，並以研發人員對公司的信任、對同事的信任、及對主管的信任來分析信任因素，再以研發人員個人感受的內在滿足、外在滿足、及一般滿足來衡量研發人員的工作滿足狀況。研究結果發現，研發人員的工作滿足是與本研究所定義之研發管理強度中各項目均成正相關的。即企業以適當方式增強研發管理強度時，研發人員的工作滿足程度便愈高，其中也發現當研發人員工作壓力強、研發部門人力配置並不寬裕、研發主管對績效時程要求高等因素很強時仍會增加研發人員的工作滿足。同時信任因素是研發人員工作滿足的更重要基礎，在信任程度較低情形下，更不容易藉研發管理要求來提昇研發人員的工作滿足程度。

This research mainly discusses the influence of R&D management request intensity to R&D employee’s work satisfaction. This research defines the R&D management intensity is the enterprise controllable and request on the R&D employee. In generally, R&D employee’s work satisfaction is an important factor for R&D manager in management decision. Therefore, this research wants to understand the relationship between R&D employee’s work satisfaction and management request intensity. On the other hand, as the success criterior of R&D management is muchly depends on the intrinsic knowledge of R&D employee, the trust relationship between R&D management request intensity and work satisfaction also is our important research category.
Therefore, this research evaluates the R&D design request, verification request, performance & time schedule request, manpower request, work pressure, administration factors in order to establish the level of R&D management request intensity.　Then analysises the trust in the aspects of trust to organization, trust to colleague, trust to supervisor. Finally, this research determine the R&D employee’s work satisfaction by intrinsic satisfaction, extrinsic satisfaction, and general satisfaction.
The result of this study discovers that the R&D employee’s work satisfaction is in positive correlation to the define factors of this research in R&D management request intensity. It indicates that the higher the acceptable management request intensity in enterprise, the higher of R&D employee’s work satisfaction. This research also discovers that there is still in high work satisfaction when R&D employee are in higher work pressure, shortage of manpower, strongly request on performance and time schedule. At the mean time, this research also discovers that the trust is a much higher important factor to R&D employee’s work satisfaction, when there is in low level of trust, there is difficult to increase the work satisfaction effectively by increasing the R&D management request intensity.

中文摘要 I
ABSTRACT II
誌謝 III
目 錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題 3
第三節 研究目的 3
第二章 文獻探討 4
第一節 研發管理對企業的重要性 4
第二節　 研發管理的組織運作 6
一、研發管理的特性 6
二、研發部門的組織管理 11
三、研發管理內容 13
第三節 　研發管理強度 24
第四節 工作滿足 25
一、工作滿足之定義 25
二、工作滿足之相關理論 28
三、影響工作滿足的因素 32
第五節 信任 35
一、社會性交換與經濟性交換 35
二、主管部屬交換理論 35
三、部屬對主管的信任 36
四、對公司信任的概念 36
五、信任之條件彙整 37
六、信任的干擾效果 40
第三章 研究設計 41
第一節 研究架構 41
第二節 研究假設 43
第三節 研究變數定義與測量 45
一、研究管理強度變項 45
二、組織信任變項 46
三、工作滿足變項 47
四、問卷設計架構 48
第四節　 研究對象 50
第五節　 研究樣本的選擇 50
第六節　 資料收集及分析方法 50
第四章 實証研究結果 52
第一節 回收樣本結構 52
第二節 問卷信度與效度分析 56
一、信度分析 56
二、效度分析 57
三、描述性統計分析 60
四、各因子間相關係數表 62
五、研究假設檢定 64
第三節 各研究因子與工作滿足之影響關係 88
一、信任與研發管理強度的相互關係 88
二、信任對工作滿足的影響 90
三、各研究因子對工作滿足的影響程度 93
第五章 結論 94
第一節 研究結論 94
第二節 管理意涵 95
第三節　 研究限制 98
第四節　 後續研究建議 100
參考文獻 101
中文部份 101
英文部分 102
附錄 107

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