臺灣博碩士論文加值系統

經濟學理論中，設備、資金與人才是經濟產出最基礎也最重要的三項指標，21世紀迅速變化的知識市場中，擁有創新與創意的人才儼然成為企業核心競爭價值。世界上大集團公司對於人才培養列為公司無形的資產，如：Google以人才知識建立企業價值，然而，以半導體代工及封裝測試聞名的台灣，因外界市場經濟壓力下在2008~2009及2011年呈現負成長。人才是公司最重要的資產，基於全球大環境的影響，本研究以工作不安全感為自變數，組織承諾做為依變數，由工作滿意度及社會支持做為調節變數，深入探討影響組織承諾的因素，進而與其他研究整合，找出員工最基本需求，協助企業如何留住人才。
本研究以某半導體封裝測試廠員工為研究對象，使用便利抽樣方式進行，總共發出問卷600份，有效問卷為530份，經過研究分析後，有以下主要發現：
1.社會支持之主管支持、家人支持、同事支持三大構面，對組織承諾與工作不安全感具有
顯著調節作用。
2.工作滿意度之內在因素、外在因素，二大構面對組織承諾與工作不安全感具有顯著調節
作用。

The theory of economic has indicated that Equipment, Capitals and People are the most important and basic of the three indicators for output of economic .To retain the person who is creative and innovative is core value to enterprise for competition in 21st century’s market of which knowledge is changing rapidly. Large corporations in the world set talent cultivation as intangible assets, such as Google who build enterprise value by knowledge from talent person. However, the Taiwan who was known by semiconductor OEM and assembly and testing due to the economic pressures of the outside market showed negative growth in 2008 and 2009 and 2011.Talent is most important assets for company. Based on the impact of the global environment, this study used job insecurity as the independent variable, organizational commitment as the dependent variable, job satisfaction and social support as a moderator, in-depth to explore the impact of organizational commitment factors, and then integrated with other research to identify the basic demands of employees for helping enterprises to retain talents.
In this study, it used convenience sample by employees who are from a Semiconductor Assembly and Testing company for surveying total 600 questionnaires. Valid questionnaires were 530. After research and analysis, the following major findings:
1.Supervisor supporting of social supporting, family supporting, and
colleagues supporting has influenced the organizational commitment
and job insecurity obviously.
2.Both of the internal factors and external factors of job
satisfaction has influenced organizational commitment and job
insecurity obviously.

目　　錄
摘　　要 i
英文摘要 ii
誌　　謝 iii
目　　錄 v
表目錄 ix
圖目錄 xi
一、 緒論 1
1.1 研究背景 1
1.2 研究動機 2
1.3 研究目的 4
1.4 研究流程 4
二、 文獻探討 6
2.1 工作不安全感 6
2.1.1 工作不安全的定義 6
2.1.2 工作不安全感相關理論 8
2.1.3 工作不安全感之相關研究 10
2.2 組織承諾 14
2.2.1 組織承諾的定義 14
2.2.2 組織承諾的分類 15
2.3 工作滿意度 19
2.3.1 工作滿意度之定義 19
2.3.2 工作滿意度之理論 20
2.4 社會支持 23
2.4.1 社會支持的定義 23
2.4.2 社會支持的理論 26
2.4.3 社會支持的來源 29
2.4.4 社會支持的功能類型 30
2.4.5 社會支持的相關研究 31
三、 研究方法 34
3.1 研究架構及假說 34
3.1.1 研究架構 34
3.1.2 研究假說 35
3.2 問卷設計 37
3.2.1 組織承諾 37
3.2.2 工作不安全感 39
3.2.3 工作滿意度 40
3.2.4 社會支持 42
3.2.5 個人基本資料 44
3.3 資料分析方法 45
3.4 問卷前導測試 47
3.5 研究對象 47
3.6 問卷發放及回收狀況 47
四、 研究分析與結果 49
4.1 樣本特性描述 49
4.2 問卷信度分析 52
4.2.1 工作不安全感信度分析 52
4.2.2 組織承諾信度分析 53
4.2.3 工作滿意度信度分析 53
4.2.4 社會支持信度分析 54
4.3 回歸分析 54
4.3.1 各面項對「組織承諾」之影響情形 54
4.3.2 各面項對「工作不安全感」之影響情形 55
4.4 調節分析 56
4.4.1 價值性之調節分析 56
4.4.2 努力性之調節分析 59
4.4.3 留職性之調節分析 61
五、 結論 64
5.1 研究結論 64
5.1.1 研究結論－價值性 64
5.1.2 研究結論－努力性 66
5.1.3 研究結論－留職性 68
5.1.4 研究結論－總結 69
5.2 學術及管理意涵與建議 71
5.2.1 學術意涵 71
5.2.2 管理實務意涵 71
5.3 後續研究建議與研究限制 73
六、 附錄（研究問卷） 75
七、 參考文獻 79
7.1 英文文獻 79
7.2 中文文獻 87

7.1英文文獻

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7.2中文文獻

丁虹, 司徒達賢, et al. (1988). "企業文化與組織承諾之關係研究." 管理評論 7: 173-197.

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李元墩, 鍾志明, et al. (2000). "台灣企業員工組織承諾衡量模式建構之研究." 成功大學學報, 第三十五卷人文社會篇: 133-157.

李青芬, 李雅婷, et al. (2002). "組織行為學." 台北市: 華泰.

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張永隆 (2005). "領導型態, 工作滿足, 組織承諾與離職意願關係之研究-以大桃園地區美髮業員工為例." 未出版, 國立東華大學企業管理系碩士在職專班碩士論文, 花蓮縣.

郭哲君 (2010). "體育志工社會支持, 工作滿意對幸福感之影響研究—以 2010 年全國大專校院運動會志工為例."

郭珮怡 (2008). "高科技產業員工社會支持與幸福感關係之研究."

陳志忠 (2007). "碩士在職進修班學生角色衝突, 社會支持與工作滿意度關係之研究."

劉春榮 (1994). "國民小學組織結構, 組織承諾與學校效能關係研究."

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研究." 未出版之國立政治大學教育研究所碩士論文, 臺北.

鄭得臣 (1985). 領導型態, 角色壓力, 核心生活興趣與組織承諾的關係, 國立政治大學心理研究所碩士論文, 未出版, 臺北市.

蕭文龍 (2009). 多變量分析最佳入門實用書: SPSS+LISREL (SEM), 台北: 碁峰.