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研究生:郭乃文
研究生(外文):Nai-WenKuo
論文名稱:工作動機、工作投入、及激勵因素對工作滿意度之影響 -以中國上海市台商產業與台灣產業為例
論文名稱(外文):A Comparative Study of the Impacts of Work motivation, Work Values and Work Inputs on Job Satisfaction between Employees of Taiwanese Fimein China and Taiwan
指導教授:蔡明田蔡明田引用關係
指導教授(外文):Min-Tan Chien
學位類別:碩士
校院名稱:國立成功大學
系所名稱:高階管理碩士在職專班(EMBA)
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:2012
畢業學年度:100
語文別:中文
論文頁數:67
中文關鍵詞:工作動機工作投入工作滿意度激勵因素
外文關鍵詞:Work motivationJob involvementJob satisfactionIncentives
相關次數:
  • 被引用被引用:56
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本論文之研究目的主要是在探討「工作動機」、「工作投入」和「工作滿意度」等三個構面與員工激勵因素之間的關係。問卷設計主要是以中國上海市台商產業內員工與台灣地區產業內員工來作為研究對象,本次問卷製作總數為發放800份,各發放簡體問卷400份在中國上海市台商獨資產業,發放繁體問卷為400份在台灣地區產業。本次研究主要是透過驗證性基本敘述統計量、信度分析、因素分析、差異性檢定、效度分析、線性結構方程模式、多群組線性結構方程模式,作為驗證各項研究變數與探討彼此之間影響關係。
研究結果發現到工作動機(不確定感)對於員工之工作投入有顯著的正(負)向影響;員工之激勵因素(不確定感)對工作投入,有顯著的正(負)向影響;工作動機透過激勵因素之中介效果,有顯著的正向影響。
本研究建議在兩岸三地傳統產業之工作中,公司之高階主管在改變員工個人的工作投入觀念上,可以利用公司願景發展使員工的工作動機正常化,例如機械廠在招聘廠務部門技術員工時除了需要具備有專業技術能力外,還得從中篩選出具備有高度企圖心與有強烈工作動機意願的員工,才能夠提升員工自己在職場中工作態度之認知與強烈之工作進取心。正試錄取到職後之員工,對於每天工作部門主管所分配之任務,自然就會直接產生強烈之工作投入意願,最後員工之工作績效表現將會獲得部門主管認可與主管對於該員工績效表現也將產生高度工作滿意度之認定,公司整體營運績效產值則會上升,如此所有產業才可以在常年營運中永續經營。

The main purpose of this thesis is to explore the work motivation, job involvement and work satisfaction of the relationship between the three dimensions of employee motivation factors. The design of the questionnaire are mainly employees of the employees in Taiwan within the industry in Shanghai, China Taiwan Business Industry as a research object, the total number of questionnaires produced for the award of 800, the issuing simplified questionnaire 400 in Shanghai, China, Taiwan-owned industries, and to disseminate Traditional survey of 400 industries in Taiwan.
This study through confirmatory basic descriptive statistics, reliability analysis, factor analysis, the differences in test validity analysis, linear structural equation modeling, multi-group linear structural equation modeling as a validation of the study variables and explore the impact of each other. Study found that work motivation (uncertainty) is put into the work of the employees have a significant positive (negative) impact; employee motivational factors (uncertainty), job involvement, significant positive (negative) impact; work motivation through the mediating effect of incentives, a significant positive impact.
This study suggests that in the work of the three traditional industries, company executives can take advantage of the concept of change employee personal investment company vision of development so that the normalization of the work motivation of employees, such as mechanical plant technical staff in the recruitment of the factory service department requires technical expertise, have screened issued in both a high degree of ambition and willingness to have a strong work motivation of employees to be able to improve employee work attitudes in the workplace, cognitive and strong work initiative. Positive test after admission for duty staff, the tasks assigned by the department head of the working day, will naturally direct result strongly the work put into the wishes, the last staff job performance will be recognized by the department head who is in charge of the performance of the employees will also have a high degree of job satisfaction identified, the company's overall operating performance of the output value will rise, so industry can be sustainable in the year-round operation.

摘要 I
ABSTRACT II
誌謝 IV
目錄 VI
圖目錄 VIII
表目錄 IX
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍 4
第四節 研究流程 5
第二章 文獻探討 6
第一節 工作動機 6
第二節 工作投入 11
第三節 激勵因素 13
第四節 工作滿意度 19
第五節 各構面關係之探討 23
第三章 研究方法 28
第一節 研究架構 28
第二節 操作性定義與衡量 28
第三節 研究假說 32
第四節 問卷設計與研究對象 32
第五節 資料分析方法 34
第四章 實證分析 36
第一節 基本敘述統計量 36
第二節 信度分析 37
第三節 因素分析 39
第四節 差異性檢定 42
第五節 效度分析 44
第六節 線性結構方程模式 46
第七節 多群組線性結構方程模式 50
第五章 結論與建議 51
第一節 結論 51
第二節 研究限制與後續研究建議 53
參考文獻 55
附錄一 問卷(繁體) 62
附錄二 問卷(簡體) 65



圖目錄
圖1-1研究流程 5
圖3-1研究架構 28
圖4-1工作動機構面-f1_1及f1_2區別效度 44
圖4-2各構面關係之簡化圖形 46
圖4-3修正線性關係模式 48
圖4-4修正後之路徑關係 49


表目錄
表2-1工作動機相關定義整理 10
表2-2工作投入相關定義整理 13
表2-3激勵因素相關定義整理 14
表2-4工作滿意度相關定義 23
表2-5相關工作動機與工作投入之定義 25
表3-1研究變項與具體題項內容 31
表3-2受訪者填答部份 32
表4-1基本敘述統計量 36
表4-2信度分析 - 工作動機 37
表4-3信度分析 - 工作投入 37
表4-4信度分析 - 激勵因素 38
表4-5信度分析 - 工作滿意度 38
表4-6因素分析 - 工作動機 39
表4-7因素分析 - 工作投入 40
表4-8因素分析 - 激勵因素 40
表4-9因素分析 - 工作滿意度 41
表4-10差異性檢定 - 工作動機 42
表4-11差異性檢定 - 工作投入 42
表4-12差異性檢定 - 激勵因素 43
表4-13差異性檢定 - 工作滿意度 43
表4-14兩個以上因素之各構面區別效度 45
表4-15模式的路徑係數 46
表4-16未修正線性關係模式適合度評估 47
表4-17修正線性關係模式適合度評估 48
表4-18模式的路徑係數 49
表4-19台商群組-模式的路徑係數 50
表4-20大陸群組-模式的路徑係數 50


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