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研究生:郭奇靈
研究生(外文):Chiling Kuo
論文名稱:新進人員調適策略對工作團隊整合、工作滿意與組織承諾之影響—組織社會化戰術觀點
論文名稱(外文):The Influence of Newcomer Adjustment Strategy on Team Integration, Work Satisfaction and Organization Commitment : Organizational Socialization Tactics Perspective
指導教授:梁世安梁世安引用關係徐純慧徐純慧引用關係
指導教授(外文):Shihan LiangChunhui Hsu
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系
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:2009
畢業學年度:97
語文別:中文
論文頁數:82
中文關鍵詞:組織社會化戰術工作團隊整合工作滿意組織承諾
外文關鍵詞:organization socialization tacticorganization commitmentwork group integrationwork satisfaction
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近年來企業極重視人才的價值,以求培育長久永續經營之實力。也因此在選才方面煞費苦心。然而,根據1111人力銀行的調查,至2008年11月,在仍保有正職工作的新鮮人中,42.89%有年後轉職之計畫,若進一步分析其離職原因,其中又以「工作內容不如預期」(31.44%)占最大比例。在現今求才若渴的環境中,組織除尋找適合的高素質人力之外,更需要協助新進人員順利適應組織文化,展現才能,以達留任優秀人力,提昇組織整體戰力的目標。新進人員的調適過程,可視為一「社會化」(socialization)的過程,其目的在提高新進人員的「社會接受」以促進「工作團隊整合」,進而提昇新進人員「工作滿意」與「組織承諾」。故組織「社會化戰術」在新進人員調適策略中扮演了重要的角色。過往有關組織「社會化戰術」的研究,諸多均將六種戰術「類型」 (type)視為「因素」(factor)討論,惟此為將「類型」誤當「因素」的謬誤。本研究由組織「社會化戰術」的三構念—「脈絡」(context)、「內容」(content)、「社會面向」(social aspects)出發,以此三因素觀點建構模型,探討組織「社會化戰術」對新進人員適應性—「角色澄清」(role clarity)、「工作熟悉」(task mastery)及「工作團隊整合」(work group integration)的影響,並探討此適應性對「工作滿意」(job satisfaction)和「組織承諾」(organizational commitment)的影響。本研究選擇台灣高科技產業中的半導體與通訊產業新進人員為研究對象,進行問卷調查,並以結構方程模式(Structural Equation Model)確證本研究所推演之假說模型。研究結果發現:組織「社會化戰術」對新進人員之「工作熟悉」、「角色澄清」、「工作團隊整合」有正向影響;「工作熟悉」對「角色澄清」有正向影響;「角色澄清」對「工作團隊整合」有正向影響;「工作熟悉」對「工作滿意」有正向影響;「工作團隊整合」對「工作滿意」、「組織承諾」有正向影響。本研究發現,企業在新進人員「社會化」過程中,若能有效運用組織「社會化戰術」做為新進人員訓練策略之參考,當有助於新進人員之「工作團隊整合」,並有效提昇其「工作滿意」與「組織承諾」。
Abstract:For business continuity, enterprises think highly of the value of human resource in recent years. For this reason, enterprises care about recruiting more attentively. According to the investigation of the 111 human resource service website, about 42.89% of the newcomers with a permanent job by the end of November 2008 have a job transferring plan after the Chinese New Year. Further analyzing the reason of leaving, “working content contrary to expectation” with 31.44% of total is the greatest problem. This can be recognized that adaptive process influencing adjustment of newcomers greatly. In the year of high demand for talents, the requirement of enterprises are not only recruiting valuable professionals, but helping them to be adjusted to the culture of organization, bringing their skill into full play; moreover, promoting the total achievement of organization by retaining these newcomers. “Organization socialization tactic” play an important role in newcomer adjustment strategy, because the adjustment process refers to the process of socialization by which organization enhances the social acceptation of newcomers for improving team integration; moreover, heighten work satisfaction and organization commitment. Instead of regarding the six tacticals as factors like previous literature, this research focus on the three major constructs of “organization socialization tactic” - content, context and social aspects. For probing into the adjustment influence upon job satisfaction and organizational commitment, this research study on the influence of “organization socialization tactic” to newcomer adjustment – “role clarity”, “task mastery” and “work group integration” and construct the model with the second-order factor view. This survey and takes the employees in semiconductor and network communication industry of Taiwan as object, which is the majority of the working population. The second-order factor model and path model are validated by using the Structural Equation Modeling. With the result, we discover: the organization socialization tactic will positively effect upon work mastery, role clarify and team integration; work mastery will positively effect upon role clarify; team integration will positively effect upon work satisfaction and organization commitment. In the socialization process of newcomers, The enterprises will get the benefits if the proposed organization socialization tactic can be applied as a reference in the newcomer training strategy. This will help the team integration with newcomers and promote work satisfaction organization commitment effectively.
謝詞 I
中文論文提要 II
英文論文提要 IV
目錄 VI
圖次 VIII
表次 IX
第壹章 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 章節架構 4
第貳章 文獻探討 5
第一節 「新進人員調適」與「組織社會化」 5
第二節 組織社會化程度-新進員工之「適應性」 11
第三節 工作滿意與組織承諾 18
第參章 研究架構與研究設計 27
第一節 研究架構與假說 27
第二節 變數定義與衡量 31
第三節 問卷設計 37
第四節 研究範圍與抽樣設計 37
第五節 資料分析方法 37
第六節 前測樣本分析 38

第肆章 資料分析與討論 43
第一節 樣本資料結構分析 43
第二節 量表信度與效度 48
第三節 模型適配及假說之確證 54
第四節 人口統計變數對各構念的分組差異 61
第伍章 結論與建議 65
第一節 研究結論 65
第二節 研究建議 67
第三節 研究貢獻 70
參考文獻 71
附件一 77
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