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研究生:王宜君
論文名稱:組織認同、工作投入與個人工作績效之關係-以薪酬福利為干擾變項
論文名稱(外文):Organizational Identification, Job Involvement and Job Performance: Using the Reward as a Moderate Variable
指導教授:任慶宗任慶宗引用關係
學位類別:碩士
校院名稱:佛光大學
系所名稱:管理學系
學門:商業及管理學門
學類:財務金融學類
論文種類:學術論文
畢業學年度:97
語文別:中文
論文頁數:73
中文關鍵詞:組織認同工作投入工作績效薪酬福利
外文關鍵詞:Organizational IdentificationJob InvolvementJob PerformanceReward
相關次數:
  • 被引用被引用:19
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:5
在目前知識經濟時代的競爭下,企業所面臨的競爭環境日益激烈,為能在市場上生存進而不斷成長,必須有賴於企業中員工不斷的努力;員工對組織的認同及工作投入程度,對企業都具有重要的意涵,而「績效」也一直是企業經營最為關切的主題。
因此,本研究希望能透過文獻探討及假說驗證,達到以下之目的:1.探討組織認同、工作投入、薪酬福利及工作績效間的關係,以更了解銀行從業人員的工作清況。2.探討組織認同、工作投入對工作績效的影響,並針對研究的樣本進行實證研究之變數間的關係。
本研究以本國某地區銀行之員工為研究對象,針對員工之組織認同與工作投入對工作績效之影響,並將薪酬福利作為組織認同與工作投入之干擾變項進行實證探討,採用問卷調查法,發出700 份問卷,回收有效問卷476份,回收率68%,資料分析則採用相關分析與迴歸分析進行研究假說之驗證。
研究結果發現,組織認同與工作投入的關係於驗證結果中產生明顯的正相關,顯示員工的組織認同可反應出在工作投入程度上,但薪酬福利對組織認同與工作投入的干擾效果在驗證結果中卻無顯著正向關係,雖然薪酬福利是員工為企業付出心力的動機,但本研究經實證探討後,發現組織認同並不會透過薪酬福利影響工作投入;在工作投入與工作績效的關係於驗證結果中產生明顯的正相關,顯示員工工作績效會受員工工作投入的程度影響,最後發現組織認同會透過工作投入程度影響工作績效,顯示工作投入是組織認同與工作績效之中介效果的因素。
Today the world is facing the competition among knowledge and economic so companies are confronting with more challenging business environment. In order to survive in the market and to improve the business performance, the continuously hard-working staffs are integral for organizations. Both the identification of organization and level of job involvement have significant meaning for an organization and the job performance is the most concerned issue in business operations.
Therefore, this study applied the method of literature review and hypothesis examination to reach the research goals: (1) to discuss the relationship between organizational identification, job involvement, reward and job performance and to understand the staff working situation of banking industry (2) to estimate the influences of job performance which are caused by organizational identification and job involvement and to examine the research samples through the relationship between research variables.
The research samples of this study are based on the staffs of a local bank in Taiwan. According to the viewpoint of job performance is caused by organizational identification and job involvement, this study used reward as the variable of job identification and job involvement and applied questionnaire as the tool of data collection. The data collection sent out 700 questionnaires and obtained 476 replied questionnaires. The rate of questionnaire response is 68 percent. Also, the data analysis of this study applied the method of correlation analysis and regression analysis as the examination of research hypothesis.
The research result indicates that the relationship between organizational identification and job involvement is positive correlation and this reveals that the organizational identification from staff can be shown on job involvement level. However, reward did not show a positive correlation on organizational identification and job involvement. Although the reward motivates staffs to work hard, this study reveals that organizational identification would not affect job involvement via the reward. Furthermore, the research outcome expresses that job involvement and job performance have a positive correlation and this also shows that job performance is influenced by the level of job involvement. Finally, the study found out that the job performance is affected by organizational identification via job involvement and this indicates that the level of job involvement is key factor of organizational identification and job performance.
摘 要 I
Abstract II
目 錄 III
圖 目 IV
表 目 V
第壹章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 5
第四節 研究流程 6
第貳章 文獻探討 7
第一節 組織認同及其相關研究 7
第二節 工作投入及其相關研究 13
第三節 工作績效及其相關研究 19
第四節 薪酬福利及其相關研究 26
第參章 研究設計 32
第一節 研究架構與假說 32
第二節 研究變項的操作性定義與測量 35
第三節 研究對象與抽樣方法 42
第四節 問卷之因素與信度分析 43
第肆章 研究結果 48
第一節 樣本資料分析 48
第二節 相關分析 50
第三節 組織認同對工作投入之影響 51
第四節 薪酬福利對組織認同及工作投入之干擾效果 52
第五節 工作投入對工作績效之影響 53
第六節 工作投入對組織認同與工作績效之中介效果 54
第伍章 結論與建議 55
第一節 結論 55
第二節 研究貢獻 57
第三節 研究建議與限制 58
參考文獻 59
附 錄 69
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