臺灣博碩士論文加值系統

本研究旨在探討汽車經銷商從業人員人格特質與組織社會化及組織承諾之間的關係。其目的為：一、瞭解汽車經銷商從業人員之人格特質、組織社會化與組織承諾的現況。二、探討汽車經銷商從業人員人格特質、組織社會化與組織承諾之關係。三、探討汽車經銷商從業人員之人格特質、組織社會化對組織承諾的預測力。
本研究以文獻探討建立理論基礎及研究架構，以問卷調查法對本研究係根據僅就臺中地區裕隆體系汽車經銷公司從業人員為研究母體進行抽樣。根據樣本決定公式總計發出435份，回收245份，回收率為56.32％。問卷經初步整理後，捨棄資料殘缺嚴重者及填答有明顯一致現象者，實得有效樣本211份，有效回收率48.50％。
本研究獲致下列結論：
一、汽車經銷商從業人員人格特質偏向內控屬性。
二、汽車經銷商從業人員組織社會化具相當程度共識。
三、四十歲以上者對「工作熟練度」、「組織目標與價值」、「語言」、「整體組織社會化」之同意程度較二十五歲以下者為高。
四、工作年資八年以上者其「組織社會化」程度較工作年資三年以下者為高。
五、服務體系者對於組織社會化中的工作熟練度之同意程度高於管理、財務、營業體系者。
六、主管人員對於組織社會化中之各構面與整體之同意程度高於一般人員。
七、汽車經銷商從業人員組織承諾偏向同意。
八、工作年資八年以上與主管人員之組織承諾較高。
九、人格特質傾向越偏向內控信念時，其組織承諾同意程度越高。
十、組織社會化程度越高，其組織承諾同意程度越高。
十一、人格特質、組織社會化對組織承諾有顯著的預測力。

The study explored the relationship regarding personality characteristics, organizational socialization and the organizational commitment of a selected automotive dealership service corporation. The first purpose was to examine the current status of personality traits, organizational socialization and organizational commitment of corporation’s personnel. The second is to compare the personality characteristics, organizational socialization and organizational commitment. The third is to explore the predictability of organizational commitment against personnel’s personality traits and organizational socialization.
Literature review was conducted to establish a research framework and essential theories. A questionnaire survey was carried out in greater Taichung area with employees of a selected automobile dealerships company as the study samples. A total of 245 out of 435 issued questionnaires were retrieved which made the return rate 56.32 percent. After refined screening, only 211 questionnaires were usable. Thus the valid return rate 48.50%.

The study reached the following conclusions:
1. Most employees’ personality traits exhibit high internal locus of control.
2. Most employees tend to achieve high agreement on organizational socialization.
3. Those over-40-year-old employees rate significantly higher than those under-25-year-olds in working proficiency, organizational goals and values, and language, and overall organizational socialization.
4. Those employees with more than eight years of work experience rate higher than those with three years or less in organizational socialization.
5. Service workers rate higher than workers from management, finance, and sales departments in organizational socialization.
6. Managers rate higher than general employees in organizational socialization in overall and various aspects.
7. Most employees tend to achieve high agreement on organizational commitment.
8. Directors and employees with more than eight years of work experience rate higher than average in organizational commitment.
9. The employees with personality traits as internal locus of control tend to rate higher in organizational commitment.
10. For most employees the higher the level of organizational socialization, the higher the level of organizational commitment.
11. Both personality traits and organizational socialization are significant predictors for organizational commitment.

目錄
頁次
謝誌 I
摘要 III
ABSTRACT V
目錄 VII
圖次 IX
表次 XI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 待答問題 5
第四節 研究範圍與限制 6
第五節 研究方法與步驟 7
第六節 名詞釋義 11
第二章 文獻探討 15
第一節 人格特質之意涵 15
第二節 組織社會化之意涵 21
第三節 組織承諾之意涵 36
第四節 人格特質、組織社會化與組織承諾相關研究 48
頁次
第三章 研究設計與實施 51
第一節 研究架構與假設 51
第二節 研究對象 52
第三節 研究工具 53
第四節 研究實施 56
第五節 資料分析 57
第四章 研究結果與討論 59
第一節 基本資料分析 59
第二節 人格特質認知層面分析 62
第三節 組織社會化層面之分析 67
第四節 組織承諾層面之分析 80
第五節 人格特質、組織社會化與組織承諾之關係 88
第六節 研究發現與討論 94
第五章 結論與建議 105
第一節 結論 106
第二節 建議 111
參考文獻 115
壹、中文部分 115
貳、外文部份 118
附 錄 129

圖次
頁次
圖1-1 研究步驟流程圖 10
圖2-1 Feldman社會化權變理論 24
圖3-1研究架構圖 52

表次

表 2-1 人格特質定義 16
表 2-2 組織社會化程度各學者之探討分析表 35
表 2-3 組織承諾定義 40
表 2-4 組織承諾重要性及影響性 42
表 2-5 組織承諾之分類表 44
表 2-6 人格特質與組織社會化相關研究彙整表 49
表 4-1 樣本資料描述分析 61
表 4-2 人格特質之人數與百分比 62
表 4-3 不同性別之從業人員對人格特質之卡方考驗 63
表 4-4 不同年齡之從業人員對人格特質之卡方考驗 64
表 4-5 不同工作年資之從業人員對人格特質之卡方考驗 65
表 4-6 不同教育程度之從業人員對人格特質之卡方考驗 65
表 4-7 不同任職部門之從業人員對人格特質之卡方考驗 66
表 4-8 不同職務層級之從業人員對人格特質之卡方考驗 66
表 4-9 組織社會化各構面之平均數及排序 68
頁次
表4-10 不同性別之服務人員對組織社會化看法之分析 69
表4-11 不同年齡之從業人員對組織社會化看法之變異數分析 70
表4-12 不同年資之從業人員對組織社會化看法之變異數分析 74
表4-13 不同教育程度之從業人員對組織社會化看法之變異數分析 76
表4-14 不同任職部門之服務人員對組織社會化看法之分析 78
表4-15 不同職務層級之服務人員對組織社會化看法之分析 79
表 4-16 組織承諾各構面之平均數及排序 81
表4-17 不同性別之服務人員對工作滿意度看法之分析 82
表4-18 不同年齡之從業人員對組織社會化看法之變異數分析 82
表4-19 不同年資之從業人員對組織社會化看法之變異數分析 84
表4-20 不同教育程度之從業人員對組織社會化看法之變異數分析 86
頁次
表4-21 不同任職部門之服務人員對組織社會化看法之分析 87
表4-22 不同職務層級之服務人員對組織承諾看法之分析 88
表 4-23 人格特質、組織社會化與組織承諾之相關 89
表 4-24 人格特質對組織承諾之簡單迴歸 90
表4-25 組織社會化各構面對組織承諾之簡單迴歸 91
表4-27 不同背景變項對人格特質之看法假設驗證結果分析 95
表4-28 不同背景變項對組織社會化之看法假設驗證結果分析 97
表4-29 不同背景變項對組織承諾之看法假設驗證結果分析 101

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