臺灣博碩士論文加值系統

台灣鐵路自1887年以來一直是台灣西部長途運輸的大動脈，但是這種局面在2006年12月高鐵通車後將有所改觀。台鐵局近年來經營績效亮麗不再，又面臨台灣高速鐵路競爭，如何定位以及運用競爭優勢來開創自己能夠主宰的新市場？
本研究利用結構方程模式進行分析，目的在探討知覺組織支持、工作滿足、工作投入、組織承諾與組織公民行為間之關係及影響效果，藉由上述分析結果提供台鐵局管理階層透過知覺組織支持對員工工作態度(工作滿足、工作投入、組織承諾)的表現進而促使員工發揮自發性「利組織」行為協助組織發揮競爭優勢。綜合實證分析結果，本研究之主要發現為：
一、 經選擇台鐵局從業人員做為實證研究對象，樣本經由結構方程模式之配適度檢定，顯示整體理論模式配適符合可接受的適合度檢定水準，表示理論模型可獲得支持，故本研究結論認為建構的五個構念間確實存在著直、間接顯著影響關係。
二、在整體模式上，知覺組織支持與組織公民行為沒有直接顯著影響效果，但有間接效果；工作滿足與組織公民行為沒有直接顯著的影響效果，但有間接效果。工作滿足與組織承諾沒有直接顯著的影響效果，但有間接效果。以上三者影響的實證結果推論其原因，台鐵局從業人員比較在意對於工作本身的內在感受，當員工的貢獻與價值獲得組織的支持及肯定，而感受到組織的關懷與重視，員工即會提昇自我認知，而發揮超越職務規範的「自發性」有益於組織的額外角色行為，積極為組織目標付出心力。
三、本研究在整體模式上，在內生變數工作投入與組織承諾均直接正向影響組織公民行為，推論其原因，台鐵局從業人員心態上已感受到從工作中獲得的內涵以及自我提昇的價值，並且積極認同組織的目標與價值，透過對組織的情感聯結，從而促使員工本身對組織產生信心，願意積極主動為組織發展奉獻心力。

For a long period, the Taiwan Railway has played a major role in the transportation services along the western corridor of Taiwan since 1887. This unique operational condition will no longer exist after the high-speed railway of Taiwan begins operating. Taiwan Railway Company’s performance in recent years has not been outstanding, and has had to face the Taiwan High-speed Railway’s competition. How to position and dominate the market is the challenge for the Taiwan Railway Company.
This study uses Structural Equation Modeling (SEM) to analyze the affect among Perceived Organizational Support, Job Satisfaction, Job Involvement, Organizational Commitment and Organizational Citizenship Behavior. The results can be used as a reference for firms and the staff. According to this study result, the main discoveries are:
1. Generally, the whole theory model is acceptable, suitable and can be supported, so these five constructs have a relationship to each other.
2. Regarding the whole model, the direct relationship between Perceived Organizational Support and Organizational Citizenship Behavior does not exist, and only an indirect relationship exists. The direct relationship between Job Satisfaction and Organizational Citizenship Behavior does not exist, and only an indirect relationship exists. The direct relationship between Job Satisfaction and Organizational Commitment does not exist, and only an indirect relationship exists. This is results means that the staff members of Taiwan Railway Company more care more about the inherent impression of their work relatively, and when their contribution and value are approved by the organization, they will promote the self-cognitive and will bring extra behavior spontaneously and put in more effort to benefit the organization.
3. According to this study model, both Job Involvement and Organizational Commitment directly affect Organizational Citizenship Behavior. This result means that they have already experienced the value of self-promotion obtained from the job as a staff member of Taiwan Railway Company, and have approved the goal and value of the organization. Through binding the emotion, it will impel the staff to have confidence in the organization, and will be willing to devote their mental and physical efforts to the organization.

目 錄
頁次
致謝辭-------------------------------------------------------------------------------------- ii
中文摘要----------------------------------------------------------------------------------- iii
英文摘要----------------------------------------------------------------------------------- v
目錄----------------------------------------------------------------------------------------- vii
圖目錄-------------------------------------------------------------------------------------- ix
表目錄-------------------------------------------------------------------------------------- x
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 研究範圍與對象----------------------------------------------------- 3
第三節 研究流程-------------------------------------------------------------- 3
第二章 文獻探討------------------------------------------------------------------------ 7
第一節 知覺組織支持-------------------------------------------------------- 7
第二節 工作滿足-------------------------------------------------------------- 12
第三節 工作投入-------------------------------------------------------------- 18
第四節 組織承諾-------------------------------------------------------------- 22
第五節 組織公民行為-------------------------------------------------------- 28
第六節 各構念間之關係----------------------------------------------------- 34
第三章 研究方法------------------------------------------------------------------------ 41
第一節 研究架構-------------------------------------------------------------- 41
第二節 研究假說-------------------------------------------------------------- 42
第三節 研究變數操作性定義與衡量-------------------------------------- 48
第四節資料蒐集方法--------------------------------------------------------- 51
第五節資料分析方法--------------------------------------------------------- 53
第四章 資料分析與發現--------------------------------------------------------------- 55
第一節 樣本結構之分析----------------------------------------------------- 55
第二節 信度與效度分析----------------------------------------------------- 58
第三節 整體樣本結構方程模式分析-------------------------------------- 66
第五章 結論與建議--------------------------------------------------------------------- 75
第一節 結論-------------------------------------------------------------------- 75
第二節 管理意涵與建議----------------------------------------------------- 79
第三節 研究限制及後續研究建議----------------------------------------- 83
參考文獻----------------------------------------------------------------------------------- 86


頁次
附錄一、本研究問卷-------------------------------------------------------------------- 98
附錄二、第一次問卷前測構念信度--------------------------------------------------- 101
附錄三、第二次問卷前測構念信度--------------------------------------------------- 104
















圖 目 錄
頁次
圖1-1 研究流程-------------------------------------------------------------------------- 4
圖2-1 知覺組織支持前因後果變數模式-------------------------------------------- 10
圖2-2 知覺組織支持前因後果變數關係模式圖----------------------------------- 11
圖2-3 知覺組織支持前因後果變數理論模式-------------------------------------- 11
圖2-4 影響工作滿足變數模式-------------------------------------------------------- 16
圖2-5 影響工作投入變數模式-------------------------------------------------------- 21
圖2-6 組織承諾前因後果變數模式-------------------------------------------------- 25
圖2-7 組織承諾前因後果變數模式圖----------------------------------------------- 26
圖2-8 組織公民行為前因後果變數模式-------------------------------------------- 31
圖3-1 研究架構圖----------------------------------------------------------------------- 41
圖4-1 理論模式與參數結構----------------------------------------------------------- 67
圖4-2 整體理論模式-------------------------------------------------------------------- 70






















表 目 錄
頁次
表2-1 知覺組織支持定義彙整表----------------------------------------------------- 9
表2-2 工作滿足定義彙整表----------------------------------------------------------- 14
表2-3 工作投入定義彙整表----------------------------------------------------------- 19
表2-4 組織承諾定義彙整表----------------------------------------------------------- 23
表2-5 組織承諾相關構面分類彙整表----------------------------------------------- 26
表2-6 組織公民行為定義彙整表----------------------------------------------------- 30
表2-7 組織公民行為相關構面分類彙整表----------------------------------------- 32
表3-1 研究假說彙整表----------------------------------------------------------------- 47
表3-2 知覺組織支持變數操作性定義與衡量-------------------------------------- 49
表3-3 工作滿足變數操作性定義與衡量-------------------------------------------- 49
表3-4 工作投入變數操作性定義與衡量-------------------------------------------- 50
表3-5 組織承諾變數操作性定義與衡量-------------------------------------------- 50
表3-6 組織公民行為變數操作性定義與衡量-------------------------------------- 51
表3-7 台鐵局2006年底年報資料---------------------------------------------------- 52
表4-1 樣本之分佈情形----------------------------------------------------------------- 55
表4-2 知覺組織支持敘述統計分析-------------------------------------------------- 56
表4-3 工作滿足敘述統計分析-------------------------------------------------------- 57
表4-4 工作投入敘述統計分析-------------------------------------------------------- 57
表4-5 組織承諾敘述統計分析-------------------------------------------------------- 57
表4-6 組織公民行為敘述統計分析-------------------------------------------------- 58
表4-7 各構念量表信度分析----------------------------------------------------------- 59
表4-8 知覺組織支持量表驗證性因素分析----------------------------------------- 61
表4-9 工作滿足量表驗證性因素分析----------------------------------------------- 62
表4-10工作投入量表二階驗證性因素分析--------------------------------------- 62
表4-11 組織承諾量表二階驗證性因素分析---------------------------------------- 63
表4-12 組織公民行為量表二階驗證性因素分析--------------------------------- 64
表4-13 工作投入區別效度分析------------------------------------------------------ 65
表4-14 組織承諾區別效度分析------------------------------------------------------ 66
表4-15 組織公民行為區別效度分析------------------------------------------------ 66
表4-16 變數間相關係數分析--------------------------------------------------------- 68
表4-17 整體理論模式衡量模式分析------------------------------------------------ 71
表4-18 各構念對組織公民行為效果分析------------------------------------------ 73
表4-19 理論結構模式路徑係數與假設驗證--------------------------------------- 74

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