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研究生:李敏
研究生(外文):Min Lee
論文名稱:直屬主管信任對員工組織承諾與工作投入之影響
論文名稱(外文):Trust of Direct Leaders Influences Organizational Commitment and Job Involvement
指導教授:何金銘何金銘引用關係
指導教授(外文):Chin-Ming Ho
學位類別:碩士
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:95
中文關鍵詞:工作投入組織承諾直屬主管信任
外文關鍵詞:the trust of direct leadersjob involvementorganizational commitment
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本研究就是以部屬的角度來看直屬主管信任,並探討對員工組織承諾及工作投入的影響。由於直屬主管信任是提升員工組織承諾與工作投入的關鍵因素之一,當員工收受到直屬主管關懷時,則凝聚力會產生,團隊才能互助合作。因此,組織運作與工作任務的達成,必需先要有直屬主管信任做為基礎,方能發揮最大的效益。本研究在獲得936份有效問卷後,利用單因子變異數分析、相關分析及層級迴歸分析獲得驗證結果,並根據統計結果提出研究結論與建議。


本研究結果發現,個人變項在直屬主管信任、組織承諾及工作投入上,以性別較無顯著差異,而在婚姻、年齡、工作年資、教育程度及工作職級上多有顯著差異存在。其次,在相關分析的研究結果發現,直屬主管信任、組織承諾及工作投入三變項之間具有高度的正相關,意謂著直屬主管信任的程度越高,則員工對組織的承諾越高並會有較高的工作認同及投入程度。另外,在以「與直屬主管共事年資」為干擾變項,驗證其是否具有干擾效果於直屬主管信任對組織承諾及工作投入的影響,其驗證結果為,除認知型信任對價值承諾與努力承諾具有干擾效用之外,對其餘各變數間皆無干擾效用。由以上研究結果彙總發現,本研究結果在差異分析及相關分析上,假設大致獲得成立,而在干擾效用分析上,則假設大致不成立。


最後,針對本研究結果提出建議,以供企業在管理上有不一樣的思維及管理方向。組織並應重視如何提高直屬主管的信任,加強主管與部屬的互動過程,並提高員工對組織的承諾及提高工作投入的程度,以利組織的發展。
This research was to learn the trust of direct leaders from the points of the
staff, and to discuss how to influence organizational commitment and job
involvement. Since trust of direct leaders was one of the key factors to increase
organizational commitment and job involvement, the cohesion will turn up when the
staff accept the concern from directors, and the group can collaborate. Therefore, the
operation of an organized system and the achievement of assignment were necessary
to base on the trust of direct leaders, then it brought the maximum beneficial result.
After getting nine hundred and thirty-six available questionnaires, this research used
the methods of Analysis of One-Way Factorial Variance, Correlation Analysis, and
Analytical Regression Process to get the verification. According to the statistics, I
addressed the conclusion and recommendation of this research.

In the discovery of the result, individual variables were including the trust of
direct leaders, organizational commitment and job involvement. There wasn’t
any noticeable difference in sex, but it existed in marriage, age, work experience,
education level and position. Moreover, according to the result of the research in
Correlation Analysis, the trust of direct leaders, organizational commitment and job
involvement caused high positive correlation . It means the degree of the trust of
direct leaders is higher, and the staff would have higher organizational commitment,
and degree of job identification and involvement. In addition, the work experience
with directors was interference variables, and to prove if there was the interference
effect in the trust of direct leaders from organizational commitment and job
involvement, the verified result revealed that there wasn’t any interference effect in
any other factors, except Cognition-based Trust could effect the value and effort
commitment . In terms of the collection of this research results, the assumptions
approximately existed in Correlation Analysis, and on the contrary, they didn’t exist in
interference effect.

In conclusion, I had some recommendation for this research to provide the
enterprise some different ideas and directions of management. The organization
should emphasize how to increase the trust of direct leaders, enhance the interaction
between the management and the staff, lift organizational commitment from the
personnel, and raise the degree of job involvement for the advantage of the
organization development.
目 錄

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 研究步驟----------------------------------------------------------------------4

第二章 文獻探討---------------------------------------------------------------------------------6
第一節 直屬主管信任的定義及其相關研究-------------------------------------6
第二節 組織承諾的定義及其相關研究-------------------------------------------10
第三節 工作投入的定義及其相關研究-------------------------------------------14
第四節 變數間的相關性文獻探討-------------------------------------------------18

第三章 研究方法--------------------------------------------------------------------------------20
第一節 研究架構及變項操作性定義---------------------------------------------20
第二節 研究假設---------------------------------------------------------------------22
第三節 變項衡量工具---------------------------------------------------------------23
第四節 資料蒐集方法---------------------------------------------------------------32
第五節 資料分析方法---------------------------------------------------------------34

第四章 實證分析-------------------------------------------------------------------------------35
第一節 樣本描述性統計分析-----------------------------------------------------35
第二節 各變數構面在個人變項上之差異分析--------------------------------36
第三節 各研究變數之間的相關分析--------------------------------------------49
第四節 直屬主管信任對員工組織承諾與工作投入之影響-----------------51
第五節 與直屬主管共事年資對各變數的構面之效果分析-----------------54

第五章 結論與建議----------------------------------------------------------------------------64
第一節 結論--------------------------------------------------------------------------64
第二節 建議--------------------------------------------------------------------------72
第三節 對後續研究之建議-------------------------------------------------------72

參考文獻-----------------------------------------------------------------------------------------72

附錄一 研究問卷-------------------------------------------------------------------------------81
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1. 技術策略、直屬主管信任與團隊績效關聯性之研究-以高科技產業研發團隊為例
2. 程序公平、分配公平對主管信任與工作投入之影響—績效考核價值觀的調節作用
3. 分配公平、程序公平對主管信任與工作投入影響之研究-關係的調節效果
4. 非營利組織員工人格特質、組織承諾與工作投入之相關研究
5. 公營企業員工參與制對工作滿足、組織承諾與工作投入之實證研究
6. 社會工作者組織承諾與工作投入關聯性研究-以非營利組織在職訓練為中介變數
7. 訓練制度與訓練認知對員工職能提升、組織承諾與工作投入之影響
8. 威權領導與工作績效-主管信任的中介與德性領導的調節效果
9. 非營利組織領導型態、工作特性、組織承諾與工作投入關係之研究-以身心障礙社會福利機構為例
10. 國小行政教師與其主管的關係品質對主管信任與承諾之影響:心理契約與角色衝突的中介效果
11. 組織氣候、組織承諾、服務導向組織公民行為與工作投入關係之研究-以量販店為例
12. 薪酬制度知覺、工作投入、組織承諾與留任意願間關係研究─以航空業為例
13. 企業經理人之工作滿足.工作投入.組織承諾與離職意圖研究
14. 主管領導行為與員工工作投入關係之研究-以內外控人格特質和自我效能為干擾變數
15. 轉換型領導對工作績效之影響-以工作投入為中介變項
 
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