臺灣博碩士論文加值系統

觀光事業係結合自然資源、文化資產、購物中心、休閒設施、遊樂場所等工商企業之整合性事業；其中，又以提供多方面綜合功能之國際觀光旅館業為最關鍵的一環，其服務品質與經營管理，對於觀光事業之發展影響至鉅（觀光局國際觀光旅館營運報告摘要，2004）。影響服務品質的良莠，主要是在於人力資源的管理與發展，而旅館業聘用暫時性員工（Contingent Workers）以調節淡旺季之人力需求，使得這些非正職員工的工作態度與工作績效，影響著觀光旅館業的服務品質。
本研究旨在探討國內國際觀光旅館其非典型勞動力對於組織公平（分配公平、程序公平、互動公平）與工作態度（工作滿足、組織承諾、工作投入）知覺差異與影響。以問卷調查法，針對國內58家國際觀光旅館發出1,740份問卷，有效回收率為22.70%，並以描述性統計、獨力樣本t檢定、單因子變異數分析、相關分析以及迴歸分析之統計方法進行資料分析。研究發現國際觀光旅館非正職員工個人特徵不同，對組織公平與工作態度會有差異，彙整如下：
(一) 國際觀光旅館非正職員工會因性別、年齡與兼職工作性質，對工作態度之知覺有顯著差異。
(二) 國際觀光旅館非正職員工個人特徵不同，對工作滿足認知會有所差異。
(三) 國際觀光旅館非正職員工會因為年齡、婚姻狀況、服務年資與兼職工作性質而對組織承諾的知覺程度有所差異。
(四) 國際觀光旅館非正職員工會因為年齡、婚姻狀況、教育程度、服務年資與兼職工作性質而對工作投入的知覺程度有所不同。
(五) 組織公平與工作態度有顯著關聯，惟留任承諾與外在工作滿足、組織
公平子構面無顯著關聯。

The tourism business is a complex of natural resource, cultural assets, shopping mall, leisure facilities and arcade. The international tourist hotels are the most important element on account of their integrated functions, their service qualities and managing system will influence the tourism industry greatly (The Tourism Bureau, 2004). The management and development of human resource affect the service qualities very much. The international tourist hotels use the contingent workers to adjust the demand of human resource, the atypical work forces’ job attitudes and performance will definitely influence the service qualities of tourist hotels.
The study investigated the relationship and influence between the organizational justice（distributive, procedural and interactional justice）and job attitudes（job satisfaction, organizational commitment and job involvement）. The study sent 1,740 questionnaires to the atypical workforce of 58 international tourist hotels in Taiwan, and the valid response rate is 22.7%; used the SPSS to analyze the results, included: descriptive statistics, independent sample t-test, one-way ANOVA, Tukey’s post-hoc comparison, Pearson’s correlation coefficient as well as regression. The results are concluded as below:

(1) The atypical work force of international tourist hotels has significantly different perception to Job Attitudes because of different sex, age and job function.
(2) The atypical work force of international tourist hotels has significantly different perception to Job Satisfaction because of different individual characteristics.
(3) The atypical work force of international tourist hotels has significantly different perception to Organizational Commitment because of different age, marital status, seniority and job function.
(4) The atypical work force of international tourist hotels has significantly different perception to Job Involvement because of different age, marital status, level of education, seniority and job function.
(5) The Organizational Justice is significantly related to Job Attitudes; however, the sub segments- Retention Commitment is not significantly related to extrinsic Job Satisfaction and Organizational Justice.

目 次
中文摘要........................................................................................................................ii
英文摘要.......................................................................................................................iii
誌謝...............................................................................................................................iv
目次................................................................................................................................v
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 研究目的................................................................................................6
第三節 重要名詞釋義........................................................................................7
第四節 研究流程................................................................................................8
第五節 研究範圍與限制....................................................................................9
第二章 文獻探討........................................................................................................10
第一節 非典型聘僱..........................................................................................10
第二節 組織公平..............................................................................................15
第三節 工作態度..............................................................................................22
第四節 各變項之相關研究..............................................................................31
第三章 研究方法........................................................................................................36
第一節 研究架構..............................................................................................36
第二節 研究變項定義與衡量..........................................................................37
第三節 研究假設..............................................................................................43
第四節 研究樣本與資料蒐集方法..................................................................44
第五節 資料分析方法......................................................................................47
第四章 資料分析與討論............................................................................................48
第一節 研究樣本與研究變項之描述性統計分析..........................................48
第二節 個人特徵變項對組織公平與工作態度之差異分析..........................53
第三節 組織公平對工作態度之影響分析......................................................64
第四節 個人特徵與組織公平對工作態度之影響分析..................................67
第五章 結論與建議....................................................................................................72
第一節 研究結果與發現..................................................................................72
第二節 管理上的意涵......................................................................................81
第三節 建議......................................................................................................83
參考文獻......................................................................................................................85
附錄
ㄧ、國際觀光旅館非正職員工組織公平與工作態度調查問卷（預試）...............92
二、國際觀光旅館非正職員工組織公平與工作態度調查問卷（正式）...............96
表目錄
表1.1.1 各國部分工時就業者人數比率統計表.........................................................2
表 1.1.2 OECD 國家部分時間工作者及臨時工作者占就業者之比例表..............3
表2.2.1 組織公平綜合構面.......................................................................................20
表 3.2.1 組織公平量表..............................................................................................39
表 3.2.2 組織承諾量表..............................................................................................40
表 3.2.3 工作投入量表..............................................................................................41
表 3.2.4 工作滿足量表..............................................................................................42
表 3.4.1 預試樣本一覽表..........................................................................................45
表 3.4.2 信度分析結果摘要表..................................................................................46
表 4.1.1 國際觀光旅館非典型勞動力樣本特性分析統計表..................................51
表 4.1.2 各研究變項之描述性統計分析表..............................................................52
表 4.2.1 性別與各研究變項之 t 檢定表.................................................................54
表 4.2.2 年齡與各研究變項之單因子變異數分析表..............................................56
表 4.2.3 婚姻狀況與各研究變項之單因子變異數分析表......................................58
表 4.2.4 教育程度與各研究變項之單因子變異數分析表......................................59
表 4.2.5 服務年資與各研究變項之單因子變異數分析表......................................60
表 4.2.6 兼職工作性質與各研究變項之單因子變異數分析表..............................62
表 4.3.1 組織公平與工作態度之相關分析表..........................................................64
表4.3.2 組織公平對工作滿足之迴歸分析表...........................................................66
表4.3.3 組織公平對組織承諾之迴歸分析表...........................................................66
表4.3.4 組織公平對工作投入之迴歸分析表...........................................................66
表 4.4.1 個人特徵變項轉為虛擬變項參照表..........................................................67
表 4.4.2 組織公平對努力承諾之迴歸分析表..........................................................69
表4.4.3 組織公平對價值承諾之迴歸分析表...........................................................69
表4.4.4 組織公平對留任承諾之迴歸分析表...........................................................70
表 4.4.5 組織公平對內在工作滿足之迴歸分析表..................................................70
表 4.4.6 組織公平對外在工作滿足之迴歸分析表..................................................71
表 4.4.7 組織公平對工作投入之迴歸分析表..........................................................71
表 5.1.1 個人特徵與組織公平之差異性假設驗證總表..........................................73
表 5.1.2 個人特徵與工作滿足之差異性假設驗證總表..........................................74
表 5.1.3 個人特徵與組織承諾之差異性假設驗證總表..........................................78
表 5.1.4 個人特徵與工作投入之差異性假設驗證總表..........................................79
表 5.1.5 組織公平對工作態度影響力驗證彙整總表..............................................80



圖目錄
圖 1.1.1 研究流程........................................................................................................8
圖 2.2.1 工作滿足前因後果模式..............................................................................25
圖 2.2.2 組織承諾前因後果模式..............................................................................28
圖 2.2.3 工作投入綜合理論模式..............................................................................30
圖 3.1.1 研究架構......................................................................................................36

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