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研究生:馬珮玲
研究生(外文):Pei-Ling Ma
論文名稱:員工之工作投入與組織承諾對工作績效之探討-以鍋爐維修業為探討對象
論文名稱(外文):The Exploration of Job Involvement and Organizational Commitment on Job Performance – The Boiler Maintenance Industry Case Study
指導教授:王甸國王甸國引用關係
指導教授(外文):Tien-Kuo Wang
學位類別:碩士
校院名稱:立德大學
系所名稱:生產事業管理研究所
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:2011
畢業學年度:99
語文別:中文
論文頁數:89
中文關鍵詞:派遣員工工作投入組織承諾鍋爐維修業工作績效
外文關鍵詞:Dispatch workersorganization commitmentworking performanceboiler repair industry.working involvement
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產業面臨景氣衰退以致就業市場不振,業者彈性勞動僱用活動受到重視。傳統鍋爐維修業者也因派遣員工的運用產生了新的人力配置與運用議題,鍋爐維修業者所注重的是如何提昇員工的工作意願,藉由創造出最佳的工作投入與組織承諾,提升工作績效,因此為瞭解不同雇用型態員工之工作投入與組織承諾是否對於工作績效具有關連性影響,故本研究以員工雇用型態、組織承諾、工作投入與工作績效等因子即為研究探討的重點。
本研究以中部地區鍋爐維修公司之現場工作人員為主,採分層隨機抽樣調查方式進行,共寄出255份問卷,回收224份,有效問卷共211份,針對回收問卷以SPSS統計軟體進行分析後發現鍋爐維修業的:一、員工工作投入、組織承諾與工作績效良好;二、年齡高者任務績效較佳,正式員工的工作投入和工作績效較佳,年資越資深者工作投入、組織承諾、工作績效都較高;三、派遣員工之工作投入與工作績效較差;四、工作投入、組織承諾與工作績效彼此之間存在顯著正相關;五、員工之工作越投入其組織承諾越高;六、員工之組織承諾越強其工作越投入;七:員工之工作越投入、組織承諾越高,其工作績效越好。
根據上述研究結論,本研究針對鍋爐維修業之管理人員一共提出四點建議,包括:一、善用資深員工、維持產線穩定;二、派遣員工運用必須適量,避免整體績效降低;三、培養派遣員工與正式員工的團隊默契;四、強化員工之工作投入,特別是工作比重;五、改善員工之組織承諾、提升工作績效。
Due to the economic recession of industry, the demand of labor market has been declined in a long while. Therefore, the flexible employment policy has become an important issue for companies. The traditional boiler industry also faces the same labor allocation issue about dispatch workers. To understand if there is correlations between working involvement and organization commitment from different type of workers, this research uses employment type, organization commitment , working involvement and working performance as the 4 analysis levels to see its inter influences.
The purpose of this research is to investigate on-line workers in boiler repair companies from the central region of Taiwan. Using stratified random sampling method, we sent out 255 questionnaires, received 224 questionnaires back and final collected 221 effective samples. Through SPSS analysis, this research obtains the conclusions as below: 1.There are correlations between working involvement, organization commitments and performances. 2.Older workers have better performances; official workers have better involvement and performance; and senior workers have better involvement, organization commitment and performance. 3. Dispatch workers have worse involvement and performance .4.There are obvious correlations between working involvement, organization commitment and performance. 5.The more involvement form workers, the higher the organization commitment. 6.The higher the organization commitment, more involvement form workers. 7.The more involvement form workers and the organization commitment , the better the performance from workers.
Base on the conclusions above, this research provides the suggestions to the boiler repair companies :1.Use senior workers to keep the stable of production lines. 2.Use dispatch workers properly, avoid its bad influences to whole performance. 3. to cultivate dispatch workers and the official workers ' team tacit understanding 4.Enhance the involvement from workers by the adjustment of working loading and sharing. 5.Improve the organization commitment from workers and raise their performance.
摘要......................................................I
ABSTRACT.................................................II
誌謝....................................................III
目錄.....................................................IV
表目錄....................................................V
圖目錄...................................................VI
第壹章 緒論..............................................1
第一節 研究動機...........................................1
第二節 研究目的...........................................4
第三節 研究流程...........................................5
第四節 名詞釋義...........................................6
第貳章 文獻探討...........................................8
第一節 鍋爐維修業.........................................8
第二節 派遣員工對工作投入與組織承諾之影響................10
第三節 組織承諾..........................................16
第四節 工作投入..........................................24
第五節 工作績效..........................................29
第參章 研究方法.........................................35
第一節 研究架構..........................................35
第二節 假設建立..........................................36
第三節 變項操作性定義....................................38
第四節 資料蒐集與分析....................................42
第五節 研究範圍與限制....................................44
第肆章 研究分析.........................................45
第一節抽樣過程與樣本背景.................................45
第二節工作投入、組織承諾與工作績效分析...................48
第三節相關性及迴歸分析...................................63
第伍章 結論與建議.......................................69
第一節 研究假設驗證......................................69
第二節 結論與建議........................................72
參考文獻.................................................77
附錄一...................................................83
簡歷.....................................................89
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