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研究生:楊玉珊
研究生(外文):Yi-san Yang
論文名稱:比較人格特質對工作滿意、組織承諾之影響-以緬甸製造業為例
論文名稱(外文):Comparative Study of the Effects of Personality Traits on Job Satisfaction and Organizational Commitment——A Case Study of Manufacturing Industry
指導教授:李再長李再長引用關係
指導教授(外文):Tzai-zang Lee
學位類別:碩士
校院名稱:國立成功大學
系所名稱:工業與資訊管理學系碩博士班
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
畢業學年度:96
語文別:中文
論文頁數:90
中文關鍵詞:工作滿意度組織承諾五大人格特質
外文關鍵詞:the Big-five model of personalityjob satisfactionorganizational commitment
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近年來,不少華人在緬甸建立了規模龐大的工廠。隨著這些知名企業的進駐,相關之人力管理資源問題也漸漸的浮上檯面。這些公司不但聘用了緬甸員工,也會把當地華人員工一併延攬到企業組織中一同管理。然而,緬甸員工與當地華人員工彼此存在差異化,無論是在工作態度、工作表現、工作績效與處事積極程度上都具有明顯不同的行為模式和處理問題的態度。
過去,組織承諾以及工作滿意度在學術界中常被用來探討員工的工作態度。因為組織承諾是員工認同組織的一種情感的呈現,而工作滿意度則被用來衡量員工對目前工作是否足以達到個人理想標準的指標。本研究以五大人格特質作為核心,探討工作滿意、組織承諾等變項的關係。使用問卷調查的方式針對當地知名企業之員工進行研究,以分發問卷進行研究,有效問卷回收率為39.37%。
研究結果顯示,華人員工與緬甸員工間的五大人格特質的構面,對組織承諾與工作滿意度有相當的影響力,並且證明組織承諾與工作滿意度間也存在著密切的相關性;透過本研究實證得到華人員工符合外向型-具有較高組織承諾和工作滿意度,緬甸員工則是屬於認真盡責型-具有較高的組織承諾和工作滿意度;而不同族群組織承諾與工作滿意度分析上,華人員工的工作滿意與組織承諾的典型相關係數平方(ρ2=0.567)遠高於緬甸員工(ρ2=0.376)。由此可以證明在人力資源議題上,相同環境下不同族群的五大人格特質、工作滿意、組織承諾之間的交互影響具有差異性。
In recent years, numerous large-scale factories are established in Myanmar by Chinese-origin entrepreneurs. With these prominent enterprises’ entries, more and more human resources issues are starting to emerge. These companies recruit not only local Myanmar employees but also Chinese-origin ones, both of whom are usually managed by the same corporate system. However, a distinctive difference between Myanmar employees and those with Chinese origin is observed from the aspects of working attitude, performance, effectiveness, involvement, behavior, and problem-solving capability.
In the past, organizational commitment and job satisfaction are often used to measure not only employee’s job attitudes but also job performance. Organizational commitment may be identified as one of the behaviors that employees perform to express corporate recognition. On the other hand, job satisfaction could be used to evaluate whether employee’s current work reaches individual ideal standard. This study employs the Big five model of personality as the core to measure the correlation between job satisfaction, organizational commitment, and other variables by using survey research. 39.37% participants responded to this survey request.
The result of this research shows that the different structure of the Big five model of personality has obvious influences over the organizational commitment and job satisfaction. And close relationship exists between the organizational commitment and job satisfaction. Generally speaking, works of Chinese origin show higher organization commitment and job satisfaction in the basis of personal extrovertism; whereas, based on their responsive spirit, show the same status. In term of relative association, the Chinese workers show much higher values of ρ2=0.567 compared to ρ2=0.376 for the Myanmar workers. In conclusion, the ethnic background and education attitudes may responsible for their difference.
中文摘要 I
Abstract II
誌謝 III
目錄表 IV
表目錄 VII
圖目錄 VIII
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 研究流程 5
第二章 文獻探討 6
第一節 組織承諾 6
一、組織承諾的定義 7
二、組織承諾的影響因素 9
第二節 工作滿意 12
一、工作滿意的定義 12
二、工作滿意之理論 14
三、影響工作滿意之因素 14
第三節 人格特質 19
一、人格特質的定義 20
二、人格特質的分類 20
三、五大人格特質 21
第三章 研究方法 24
第一節 研究架構 24
第二節 研究假設 25
第三節 研究工具 25
一、工作滿意的測量 26
二、組織承諾的測量 27
三、人格特質之測量 29
第四節 研究方法 31
一、 描述性統計分析 32
二、 內部一致性分析 32
三、 相關分析 32
四、 複迴歸分析 33
第五節 問卷信度分析 34
一、工作滿意的信度分析 34
二、組織承諾的信度分析 35
三、人格特質之信度分析 36
第四章 研究結果與討論 38
一、樣本特性描述 38
二、變項之描述性分析 40
三、變項之迴歸分析 43
四、變項之典型相關分析 53
五、研究假設驗證 59
六、小結 63
七、研究限制 67
第五章 結論與建議 68
參考文獻 70
附錄I 緬文問卷 82
附錄II中文問卷 88

表目錄
表1 不同的組織承諾定義 8
表2 工作滿足其他定義 14
表3 人格特質的其他定義 21
表4 五大人格特質因素 23
表5 工作滿意量表 27
表6 組織承諾測試量表 28
表7 人格特質評量表 31
表8 工作滿意度的信度分析 35
表9 組織承諾信度分析 36
表10 人格特質量表信度分析 37
表11 有效問卷數研究變項之關係 38
表12 個人統計變項次數分配表 39
表13 各研究面向上之描述性統計 41
表14 緬甸企業緬甸員工與華人員工之T檢定 42
表15 華人員工-人格特質對工作滿意的影響 45
表16 緬甸員工-人格特質對工作滿意的影響 48
表17 華人員工-人格特質對組織承諾的影響 50
表18 緬甸人員工-人格特質對組織承諾的影響 52
表19 華人員工五大人格特質和工作滿意典型相關分析 54
表20緬甸員工工作滿意和組織承諾典型相關分析 57
表21 研究假設驗證結果 61

圖目錄
圖1 研究流程圖 5
圖2 Steers 的組織承諾模式 9
圖3. Stevens, Beyer & Trice 的組織承諾模式 10
圖4 Morris & Sherman 的組織承諾模式 10
圖5 Mowday 組織承諾模式 11
圖6 Maslow 需求層次理論 15
圖7 工作滿意度前因與後果 18
圖8 決定工作滿意的因素假設 19
圖9 研究架構圖 24
圖10 華人員工工作滿意和組織承諾典型相關分析 55
圖11 緬甸員工工作滿意和組織承諾典型相關分析 58
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