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研究生:葉健宗
研究生(外文):YEH.CHIEN TSUNG
論文名稱:組織承諾對工作壓力與工作滿足間之干擾效應
論文名稱(外文):The Moderating Effect of Organizational Commitment on the Relationship between Work Stress and Job Satisfaction
指導教授:陳木榮陳木榮引用關係
學位類別:碩士
校院名稱:大葉大學
系所名稱:國際企業管理學系碩士在職專班
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:95
語文別:中文
論文頁數:111
中文關鍵詞:志願役軍人組織承諾工作壓力工作滿足
外文關鍵詞:Voluntary Military OfficialsOrganizationalCommitmentWork StressJob Satisfaction
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近年來在政府行政革新與組織再造的呼聲下,國軍組織致力於推動組織變革。然在「精實案」及「精進案」實施過程中,各級軍、士官及士兵在人員的縮減,而業務量卻未減少下,導致人員差勤負荷過重、休假不正常、身心俱疲等,致感受到工作壓力日益沉重,且影響到工作滿足。有鑑於此,本研究擬以「工作壓力」、「工作滿足」及「組織承諾」等三個主題,探討國軍「精進案」對志願役軍人的影響。
本研究藉由描述性統計分析、Pearson相關係數分析、變異數分析及迴歸分析等,來探討志願役軍人的「工作壓力」與「工作滿足」之關係,以及「組織承諾」的干擾影響。茲將所獲得實證結果分述如下:
一、志願役軍人整體面對工作壓力與感受工作滿足(含子構面:工具性滿足、社會性滿足及利己性滿足)之情形,與一般民間企業員工一樣,即工作壓力愈大,則工作滿愈低。
二、將志願役軍人區分高、中及低度工作壓力群進行分析;發現適度壓力下的志願役軍人,其工作滿足不會有明顯的改變。
三、志願役軍人的組織承諾(含子構面:情感性承諾、規範性承諾)對工作壓力與工作滿足間之干擾效果不明顯。
四、志願役軍人面對工作壓力,如在持續性承諾的認知下,能維持一定的工作滿足,顯示持續性承諾有干擾效果。
Because of the administration renovation and reorganization promoted by the government, National armed force makes an effort to advance organization changes. However, in the process of Jingshi program(The ROC Armed Forces Refining Program) and Jingjin program(The ROC Armed Forces Streamlining Program), the military officers, sergeants and soldiers are complaining about their heavy workloads and irregular furloughs which are resulted from the reduction of staff. The increasing work stress of military officials might affect their job satisfaction. The purpose of this research is to explore the influences of Jingjin program on voluntary military officials in terms of work stress, job satisfaction, and organizational commitment.
Descriptive statistics, Pearson correlation, ANOVA, and Regression analysis are used to estimate the moderating effect of organizational commitment between work stress and job satisfaction. The scope and the contributions of this research are highlighted by the following.
1.How the voluntary military officials feel about the work stress and job satisfaction - including instrumental satisfaction, social satisfaction, and egocentric satisfaction - are as well as that of private sector. In other words, the higher the work stress, the lower the job satisfaction.
2.Divided the voluntary military officials into three groups – high, medium, and low work stress, we found that the moderate work stress has no significant influence on the job satisfaction.
3.The organizational commitment of voluntary military officials – including affective commitment and normative commitment – has no significant moderating effect between work stress and job satisfaction.
4.To some degree, with the perception of continuance commitment, voluntary military officials could keep job satisfaction. It means continuance commitment do have moderating effect.
第一章 緒論
1.1 研究背景與動機
1.2 研究問題與研究目的
第二章 文獻探討
2.1 工作壓力理論
2.1.1 壓力的定義
2.1.2 工作壓力的定義
2.1.3 工作壓力的來源
2.2 工作滿足理論
2.2.1 工作滿足的定義
2.2.2 影響工作滿足的因素
2.2.3 工作滿足的理論模式
2.3 組織承諾理論
2.3.1 承諾的意義
2.3.2 組織承諾的意義
2.3.3 組織承諾的理論模式
2.4 各構面間互動關係探討
2.4.1 工作壓力與工作滿足之關係
2.4.2 組織承諾的干擾效果
第三章 研究方法
3.1 研究架構
3.2 研究假設
3.3 研究變項的操作性定義
3.3.1 工作壓力
3.3.2 工作滿足
3.3.3 組織承諾
3.4 衡量工具
3.4.1 問卷設計
3.4.2 信度檢定
3.5 資料分析方法
第四章 資料分析
4.1 樣本描述性統計
4.2 各研究變項相關分析
4.3 控制變項
4.4 工作壓力對工作滿足之迴歸分析
4.4.1 工作壓力與工作滿足之影響
4.4.2 工作壓力對工作滿足各子構面之影響
4.4.3 高度、中度、低度工作壓力對工作滿足之影響
4.5 組織承諾之干擾效應
第五章 結論與建議
5.1 結論
5.2 理論與管理涵義
5.2.1 理論涵義
5.2.2 管理涵義
5.3 研究限制
5.4 後續研究建議
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