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研究生:曾建翔
研究生(外文):Zeng, JianSiang
論文名稱:工作投入與組織承諾之關聯—以工作滿意為中介變項
論文名稱(外文):The Relationship between Job Involvement and Organizational Commitment-Job Satisfaction as a Mediator
指導教授:楊新生楊新生引用關係張善智張善智引用關係
指導教授(外文):Yang, SingSangChang, ShanChih
口試委員:鄭盛樹蕭仁傑
口試日期:2011-05-30
學位類別:碩士
校院名稱:育達商業技術學院
系所名稱:企業管理所
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:2011
畢業學年度:99
語文別:中文
論文頁數:94
中文關鍵詞:工作投入組織承諾工作滿意
外文關鍵詞:Job InvolvementOrganizational CommitmentJob Satisfaction
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在近代人力資源管理領域中,組織承諾的研究日益受到重視,因為它能預測員工生產力,然而文獻顯示工作投入以及工作滿意是預測組織承諾的重要變數, 所以本文就工作投入對於組織承諾的影響—以工作滿意為中介變數進行分析,本研究共計發放500份問卷,回收450份問卷,有效問卷423份。研究結果顯示工作滿意為工作投入與組織承諾之中介變數,顯示投入度愈高的員工能夠產生較高之績效,進而提高其自尊與工作滿意,因而提高其組織承諾,而工作投入受個人特質影響甚大,因此建議企業界在人員招募之時應將個人特質作為參考依據。
In recent human resource field, organization commitment becomes very important because it could predict employee productivity. However, job involvement and job satisfaction are the variables to predict organization commitment. The research surveyed 450 questionnaires and 425 returned. The results found that job satisfaction is the mediator between job involvement and organization commitment. The more job involvement employees have, the more organization commitment the employees have. The research explores that employee characteristic should be considered when companies recruit new employees.
書 名 頁 i
論文口試委員審定書 ii
授 權 書 iii
中文摘要 v
英文摘要 vi
謝  誌 vii
目 錄 viii
表 目 錄 x
圖 目 錄 xii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究的重要性 2
第三節 研究目的 3
第四節 研究流程 3
第二章 文獻探討 5
第一節 工作投入 5
第二節 組織承諾 16
第三節 工作滿意 30
第三章 研究假設 43
第四章 研究方法 45
第一節 研究架構與假說 45
第二節 研究變項之操作性定義與測量工具 46
第三節 研究樣本及資料蒐集 48
第四節 資料分析方法 49
第五章 研究分析 51
第一節 敘述統計分析 51
第二節 效度分析 54
第三節 信度分析 60
第四節 人口統計變數與工作投入之實證結果 61
第四節 工作滿意與組織承諾的關聯性驗證 75
第五節 工作滿意中介效果 76
第六章 結論及建議 78
第一節 研究結果與發現 78
第二節 研究限制 79
第三節 未來研究方向 79
參考文獻 80
一、中文部分 80
二、英文部份 83
附 錄 一:本研究調查問卷 91
自 傳 94


一、中文部分
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白景文 (1997),工作價值觀、領導型態與工作滿意度之相關性研究-以研華集團為例,國立台灣師範大學工業科技教育學研究所碩士論文。
江若嵐 (2005),國際觀光旅館員工組織公帄、工作滿意度、組織承諾與組織公民行為關係之研究,銘傳大學觀光研究所碩士論文。
余慶華 (2001) ,消費金融從業人員之工作投入、工作滿足、薪酬福利與工作績效之相關研究-以高雄地區銀行為例,碩士論文。
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張志毓 (1997),國民小學教師組織承諾與專業承諾研究。臺北市立師範學院國民教育研究所碩士論文。
張春興 (2004),現代心理學,東華書局。
張笠雲 (1985),「社會變遷中各類社會支持系統功能的討論」,加強家庭教育促進社會和諧學術研討會論文集,頁141-151。
張惠英 (2002),國民小學教師工作價值觀、工作生活品質與組織承諾關係之研究,國立屏東師範學院國民教育研究所碩士論文。
張華蘋 (2006),護理人員工作投入與工作滿足相關性之探討,中臺科技大學醫護管理研究所碩士論文。
張瑞春 (1998),組織變革中組織氣候對工作投入、組織承諾及工作滿足之研究, 國立中山大學人力資源管理研究所碩士論文。
梁進龍,毛筱艷 (2002),溝通滿意度與工作投入關係之研究,南華大學傳播與管理研究,第2卷,第1期,第23至46 頁。
許士軍 (1977),工作滿足、個人特徵與組織氣候---文獻探討及實證研究。國立政治大學學報,35 ,13-56頁。
許瑞芳 (2001),國民小學啟聰教育教師工作滿意度調查研究。國立彰化師範大學特殊教育學系在職進修專班碩士論文。
陳津美(2001),納稅義務人參與與稅務人員工作投入關係之研究,中國文化大學國際企業管理研究所博士論文。
陳海鳴、余靜文 (2000),「企業文化發展與組織承諾的關聯性研究–被購併企業. 續留員工的觀點」,管理與系統,7(2),頁249-270。
黃太和(1983),「資訊電子業開發人員選用與培訓之研究」,碩士論文,國立台灣大學商業學研究所。
黃培文 (2004),工作適性的組織、群體及職務層次對工作滿意、工作績效與工作轉換意圖的同時效果–以台灣旅館餐飲部員工為例,博士論文,國立中山大學人力資源管理研究所。
黃新福、孫淑芬 (2005),組織變革對員工工作滿意與工作投入之影響研究-以台北捷運工程局為例,2005 年第三屆管理思維與實務學術研討會,銘傳大學。
黃瓊慧(1995),影響中年職業婦女工作投入相關因素之研究─以高雄地區製造業及服務業為例,碩士論文,高雄;國立中山大學人力資源管理研究所。
葉晶雯 (2004),台灣地區研發人員生涯需求、生涯發展方案、工作滿意與離職意願之研究,未出版之博士論文,銘傳大學管理科學研究所。
詹益鉅 (2001),桃園縣國民小學校長轉型領導行為、學校文化與教師組織承諾關係之研究,國立臺北師範學院國民教育研究所碩士論文。
鄞慧君 (2002),海陸輪調制度對海陸勤人員工作滿意與組織承諾之相關探討–以A公司海陸勤人員為例,中山大學人力資源管理研究所之碩士論文。
賴秋芬(2010),主管與部屬交換關係品質與人力資源管理措施對工作投入與工作績效之影響-以A 公司為例,國立中央大學人力資源管理所碩士論文。
劉春榮 (1993),國民小學組織架構、組織承諾與組織效能關係之研究,國立政治大學教育研究所博士論文。
蔡寬信 (1993),國民小學學校組織氣氛、教師內外控信念與教師組織承諾關係之研究,國立政治大學教育研究所碩士論文。
藍采風、廖榮利 (1998),組織行為學。三民書局。
顏文欽 (1997),員工分紅入股滿意度、工作投入與離職意向關係之研究–以半島體業之上市公司為例,私立東吳大學企業管理研究所碩士論文。
羅俊龍 (1995),教師個人變項與工作價值觀、工作滿足、組織承諾關係之研究–宜蘭縣公立國民中學現任教師實證研究,東吳大學商學院企業管理學系碩士班碩士論文。



二、英文部份
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