跳到主要內容

臺灣博碩士論文加值系統

(44.192.15.251) 您好!臺灣時間:2024/03/05 03:05
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

: 
twitterline
研究生:黃玫霖
研究生(外文):Mei-lin Huang
論文名稱:工作生活平衡、工作滿意度與組織承諾之關係探討
論文名稱(外文):A Study on Relationship among Work-life balance, job satisfaction and organization commitment
指導教授:鄭晉昌鄭晉昌引用關係
指導教授(外文):Jihn-chang Jehng
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所在職專班
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:2014
畢業學年度:102
語文別:中文
論文頁數:56
中文關鍵詞:工作生活平衡工作滿意度組織承諾
外文關鍵詞:Work-life balancejob satisfactionorganization commitment
相關次數:
  • 被引用被引用:9
  • 點閱點閱:1377
  • 評分評分:
  • 下載下載:98
  • 收藏至我的研究室書目清單書目收藏:0
本論文主要目的在彙整過去相關文獻的研究,以及近年員工對工作與生活間平衡的重視之趨勢,藉由問卷調查及統計分析的結果,驗證工作生活平衡、工作滿意度與組織承諾之間的相關性,除了彼此倆倆間的相關,並以工作滿意度為中介變項進行探討,再就分析結果進行討論及管理意涵之說明。
本次問卷共計回收262份,有效問卷258份,無效問卷4份,採用信度分析、相關分析及迴歸分析等統計方法,來進行研究分析,希望藉由本研究之實證結果,以提供管理者在管理策略上之參考運用。
本研究的主要研究結果為:
1.工作生活平衡與工作滿意度具有正向顯著影響。
2.工作滿意度與組織承諾具有正向顯著影響。
3.工作生活平衡與組織承諾具有正向顯著影響。
4.工作滿意度對工作生活平衡與組織承諾具有中介效果。

In the collection of past research literature main purpose of this paper, and the trend in recent years among the staff of the importance of work-life balance, the results of the survey and by statistical analysis to verify the work-life balance, job satisfaction and organizational commitment relevance, in addition to the two inter-related both to each other and to job satisfaction as a mediator conducted to explore further description of the results of the analysis carried out on the discussion and managerial implications are clear.

The total recovery of 262 questionnaires, 258 valid questionnaires copies invalid questionnaires four, using reliability analysis, correlation analysis and statistical methods such as regression analysis, to conduct research and analysis, I hope by the empirical results of this study, in order to provide managers reference to the use of strategic management.

The main findings of this study are:
1 work-life balance and job satisfaction has a positive significant effect.
2 job satisfaction and organizational commitment have significant positive impact.
3 work-life balance and organizational commitment have significant positive impact.
4 job satisfaction and organizational commitment to work-life balance as a mediator.

第一章 緒論 1
第一節 研究動機及背景 1
第二節 研究目的 3
第二章 文獻探討 5
第一節 工作生活平衡 5
第二節 工作滿意度 8
第三節 組織承諾 12
第四節 工作滿意度、組織承諾與工作生活平衡的相關研究 15
第三章 研究方法 18
第一節 研究架構 18
第二節 研究假設 18
第三節 研究對象 19
第四節 研究工具 19
第五節 資料分析方法 20
第四章 研究結果與分析 22
第一節 描述性統計 22
第二節 信度分析 25
第三節 相關分析 25
第四節 迴歸分析 26
第五章 結論與建議 38
第一節 結論 38
第二節 管理意涵 41
第三節 研究限制與後續研究建議 43
參考文獻 44
附錄 54
一、 英文部分
Akerlof, G.A. (1982). Labor contracts as partial gift exchange. Quarterly Journal of Economics, 97: 543-569.
Alderfer, C. P. (1973). Existence, Relatedness and Growth: Human Needs in Organizational Settings, New York, Free Press.
Allen, T. D., David E. L. Herst, Bruck, C. S., &; Sutton, M. (2000). Consequences Associated With Work-to-Family Conflict: A Review and Agenda.
Angle, H. L., &; Perry, J. L. (1981). ”An empirical assessment of organizational commitment and organizational effectiveness”, Administrative Science Quarterly, vol.26, pp. 1-14.
Arnett, D. B., Laverie, D. A. &; McLane, C. (2002). Using Job Satisfaction and Pride As Internal-Marketing Tools, Cornell Hotel and Restaurant.
Batt, R. &; Valcour, P.M. (2003). Human resource practices as predictors of work-family outcomes and employee turnover. Industrial Relations, 42(2): 189-220.
Berry M. Staw (1986). Organizational Psychology and the Pursuit of the Happy/Productive Worker, California Management Review, Vol.28, No.4.
Blau, G. J. &; Boal, K.B. (1987). ”Conceptualizing How Job Involvementand Organizational Commitment Affect Turnover and Absenteeism”, Academy of Management Review, vol.12, no.2, pp. 288-300.
Blum, M. L., &; Naylor, J. C. (1968). Industrial psychology. New York: Harper &; Row.
Buchanan, B. (1974). ”Building organizational commitment: The socialization of managers in work organizations”, Administrative Science Quarterly, vol.19, no.4, pp. 533-546.
Clark, S.C. (2000). Work/family border theory: A new theory of work/family balance, Human Relations, 53(6), 747–770.
Clark, S.C. (2001). Work cultures and work/family balance. Journal of Vocational Behavior, 58: 348-365.
Davis (1951). Human Relations at Work: The Dynamics of Organizational Behavior, pp. 42-48.
Deshpande, L., &; Satish, P. (1996). "The impact of ethical climate types on facets of job satisfaction: An empirical investigation," Journal of Business Ethics, Vol. 15, no. 6, pp. 655-660.
Farrel (1983). Exit, Voice, Loyalty, and Neglect as Responses to Job Dissatisfaction: A Multidimensional Scaling Study. Academy of Management Journal, Dec: 511-14.
Fisher-McAuley, G., Stanton, J. M., Jolton, J. A., &; Gavin, J. (2003). Modelling the relationship between work life balance and organisational outcomes. Paper presented at the Annual Conference of the Society for Industrial-Organisational Psychology. Orlando, FL.
Frone, M. R., and Rice, R. W. (1987). Work-family conflict: The effect of job and family involvement. Journal of Occupational Behavior, 8: 45
Ghiselli, R. F., Lopa, J. L. M. &; Billy, B. (2001). Job satisfaction, life satisfaction, and turnover intent: Among food-service managers. Cornell Hotel and Restaurant Administration Quarterly, 42(2), 28-37.
Goff, S.J., Mount, M.K. &; Jamison, R.L. (1990). Employer supported child care, work/family conflict, and absenteeism: a field study. Personnel Psychology, 43(4): 793-809.
Grusky, D. (1966). Career Mobility and Organizational Commitment. Administrative Science Quarterly, 10, 488-503.
Gutek, B. A., Searle, S. and Kelpa, L. (1991). Rational versus gender role Explanations for work-family conflict, Journal of Applied Psychology,76, 560-568.
Hallowell, R., Schlesinger, L.A. &; Zornitsky, J. (1996). “Internal service quality, customer and job satisfaction: Linkages and implications for management”, Human Resources Planning, Vol. 19, No. 2 pp20-31.
Hayman, J. (2005). Psychometric Assessment of an Instrument Designed to Measure Work Life Balance. Research and Practice in Human Resource Management, 13(1), 85-91.
Herbiniak, L.G., &; Alutto J.A. (1972). “Personal and role-related Factors in the development of organizational commitment”, Administrative Science Quarterly, vol.17, pp. 556-560.
Hill, E. J., Hawkins, A. J., Ferris, M., &; Weitzman M. (2001). Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work and Family Life Balance. Family Relations, 50(1), 49-58.
Hoffman, K.D. &; Ingram T.N. (1992). “Service provider job satisfaction and customer-oriented performance”, The Journal of Services Marketing, Vol. 6 No. 2 pp68-78.
Homans, G.C. (1961). Social Behavior: Its Elementary Forms. N.Y.: Harcourt, Brace &;World.
Homans, G.C. (1976). Fundamental processes of social exchange. In E.P. Hollander &; R.G. Hunt (eds.), Current perspectives in social psychology (4 th ed.): 161-173. New York: Oxford University Press.
Hoppock, R. (1935). Job satisfaction, New York: Harper Brother.
Hubers, C., Schwanen, T., &; Dijst, M. (2011). Coordinating everyday life in the netherlands: a holistic quantitative approach to the analysis of ict-related and other work-life balance strategies. Geografiska Annaler Series B: Human Geography, 93(1), 57-80.
Isen, A. M., &; Reeve, J. (2005). The influence of positive affect on intrinsic and extrinsic motivation: facilitating enjoyment of play, responsible work behavior, and self-control. Motivation &; Emotion, 29(4), 295-325.
Kalleberg, L. E., &; Loscocco, K. A. (1977). Aging Value &; Rewrds: Explaining Age Differences in Job Satisfaction. American Sociological Review, 48(4), 78-60.
Kelly, J. R., &; Kelly, J. R. (1994). Multiple dimensions of meaning in the domains of work, family and leisure. Journal of Leisure Research, 26(3), 250.
Landauer, J. (1997). Bottom-line benefits of work/life programs. HR Focus, 74(7): 3-4.
Lauzun, H. M., Morganson, V. J., Major, D. A., &; Green, A. P. (2010). Seeking work-life balance: Employees' requests, supervisors' responses, and organizational barriers. Psychologist-Manager Journal, 13(3), 184-205.
Locke, E. A. (1976). The Nature and Cause of Job Satidfaction, in Handbook of Industrial and Organizational Psychology. Chicago: Rand- McNally.
Mathieu, J. E., &; Zajac, D. M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108(2), 171-194.
Matzler, K., &; Renzl, B. (2006), “The Relationship between Interpersonal Trust, Employee Satisfaction, and Employee Loyalty”, Total Quality Management &; Business Excellence, Vol. 17, No. 10, 1261-1271.
Mayer, R. C., and F. D. Schoorman, (1992). “Predicting participation and production outcomes through a two-dimensional model of organizational commit-ment”, Academy of Management Journal, 35, pp. 671-684.
Mazerolle, S. M., Pitney, W. A., Casa, D. J., &; Pagnotta, K. D. (2011). Assessing strategies to manage work and life balance of athletic trainers working in the national collegiate athletic association division I setting. Journal of Athletic Training, 46(2), 194-205.
Meyer, J.P. &; Allen, N.J., (1987). A longitudinal analysis of the early development and consequences of organizational commitment. Canadian Journal of Behavioral Science, 19: 199-215.
Meyer J.P. and .Allen, N.J., (1991). A three-component conceptualization of organizational commitment, Human Resource Management Review, 1(1), 61-89.
Meyer, J. P., &; Allen, N. J. (1997). Commitment in the workplace: Theory,research, and application. Thousand Oaks, CA: Sage.
Miller, V. D., Allen, M., Casey, M. K. and Johnson, J. R., (2000). “Reconsidering the organizational identification questionnaire”, Management Communication Quarterly, vol.13, no.4, pp. 626-658
Mowday, R. T., Richard M. S., &; Lyman W. P., (1974). “The Measurement of Organizational Commitment,” Journal of Vocational Behavior, vol. 14, pp. 224-27.
Mowday, R. T., Porter, L. W., &; Steers, R. M. (1982). Employee-organizational linkage: The psychology of commitment, absenteeism, and turnover. New York, Academic Press.
Naumann, E., (1992). A conceptual model of expatriate turnover, Journal of International Business Studies, 23(3), 499-531.
Osterman, P., (1995). Work/family programs and the employment relationship. Administrative Science Quarterly, 40: 681-702.
Porter, L. W. &; Lawler, E. E., (1968). “Managerial Attitudes and Performance”, Homewood, IL: Dorsey Press,.
Porter, L. W., Steers, R. M., &; Mowday, R. T. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 6009.
Porter, L.W., Mowday, R.T. & Steers, R.M. (1979). The measure of organizational commitment. Journal of Vocational Behavior, 14, P.224-247.
Peter, L., &; John, C. (2004). The effect of organisatinal culture and leadership style on job satisfaction and organizational commitment: A cross-national comparison. Journal of Management Development, 23(4), 321-338.
Rashid, Md. Z. A., Ssmbasivan, M. &; Johari, J. (2003). “The influence of corporate culture and organizational commitment on performance”, Journal of Management Development, vol.22, no.8, pp. 708-728
Reichers (1985). A review and reconcept ualization of organizational commitment, Academy of Management Review, 10(3), 468.
Robbins (1992). Designing More Functional Organizations: The 12 Step Model. Journal of Organizational Change Management: 5 ( 4 ).
Robbins (1998). Organization behavior: Concept, controversies, and applications (7th ed.), Englewood Cliffs, NJ: Prentice-Hall.
Robbins, S. P. (2002). “Management(7th ed.)”,New Jersey: Prentice-Hall.
Robbins, S. P. (2003), “Organizational Behavior”, New Jersey: Prentice Hall.
Robbins, S. P., DeCenzo, D. A., &; Coulter M. (2011). Fundamentals of management (7th ed.). Boston: Pearson.
Seal, F. E., &; Knight, P. A. (1988). Industrial/organizational psychology: Science and practice. Pacific Grove of California: Brooks/ Cole.
Seashore, S. E., &; Taber, T. D., (1975). “ Job satisfaction and their correlation,” American Behavioral Scientist, vol. 18, pp. 346.
Smith, P.C., Kendall, L.M., &; Hulin, C.L., (1969). The Measurement of Satisfaction in Work &; Retirement, Chicago: Rand McNally.
Soo Jung, J., Rhokeun, P., &; Zippay, A. (2011). The interaction effects of scheduling control and work-life balance programs on job satisfaction and mental health. International Journal of Social Welfare, 20(2), 135-143.
Staines, G., (1980). Spillover versus compensation: A review of the literature of the relationship between work and nonwork, Human Relations, 33,111-129.
Steers, R.M., (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22: 46-56.
Shaffer M. A. and Harrison D. A., (1998). Expatriates’ psychological withdrawal from international assignments: Work, non-work, family influences, Personnel Psychology, 51, 87-118.
Thompson, J. A., &; Bunderson, J. S. (2001). Work-nonwork conflict and the phenomenology of Time. Work and Occupations, 28(1), 17-39.
Vroom, V.H. (1964). Work and Motivation, New York: JohnWiley &; Sons Inc., 99.
Wardle, L. D. (2012). Dilemmas of indissoluble parenthood: Legal incentives, parenting, and the work-family balance. BYU Journal of Public Law, 26(2), cj;6265-309.
Weiss, D. J., Davis, R. V., England, G. W. &; Lofquist, L. H.(1967). Manual For The Minnesota Satisfaction Questionnaire, Minneapolis: University of Minnesota, Industrial Relations Center.
Whyte, W. H. (1956). The organization man. New York:Simon &; Schuster.

二、 中文部分
丁虹(1987),企業文化與組織承諾之研究,博士論文,國立政治大學企業管理研究所。
丁志達(2000),員工福利規劃新思潮,管理雜誌,第 309 期。
今周刊、一○四人力銀行(2005),台灣10大幸福企業大調查。今周刊第446 期。
王薪為(2006),領導型態、組織氣候、學習型組織與組織承諾關係之研究—以高科技產業為例,碩士論文,國立成功大學企業管理研究所。
方光瑋(2006),如何平衡你的工作與生活?104 職場新貴報。
朱玉敏(2005),非營利組織內部行銷作為、組織承諾與組織公民行為關係之研究,碩士論文,高苑技術學院經營管理研究所。
吳秉恩(1991),組織行為學,華泰文化出版公司。
吳旺運(2010),工作壓力對工作滿意度之影響:以工作生活平衡為中介變項,碩士論文,元智大學經營管理研究所。
吳明鋗(2013),大學教師工作投入、工作壓力、工作滿意度與組織承諾之相關研究─以ESI核心競爭學門為例,博士論文,國立臺灣師範大學科技應用與人力資源發展學系。
吳珮君(2013),主管支持工作家庭平衡氣候與員工組織承諾之關聯:以家庭工作衝突為中介,碩士論文,國立中央大學人力資源管理研究所。
吳靜吉、潘養源、丁興祥(1980),內外控取向與工作滿足及工作績效之關係,國立政治大學學報。
林依潔(2013),高科技產業員工工作壓力對工作生活平衡之影響:以組織承諾為調節變項,碩士論文,真理大學企業管理研究所。
林靜如(1980),國民小學教師工作經驗、內外控信念與組織承諾之關係,碩士論文,國立政治大學教育研究所。
施君蘭(2005),多一點愛給員工的家 讓人才捨不得離開。天下雜誌。
唐曉霙(2012)公務機關主管領導風格、工作滿意度 對組織承諾影響之探討,T&;D飛訊第139期。
張火燦、劉嘉雈、黃名楊(2010),職場靈性影響工作家庭帄衡之研究:整合模式的驗證,台灣管理學刊。
張春興(1992),「心理學」,東華文化出版。
張榮輝(2008),「經濟合作暨發展組織(OECD):高成長中小企業關於創新及智慧財產權的策略議題及政策探討」,中華創業育成協會。
許士軍,(1977),工作滿足、個人特徵與組織氣候─文獻探討與實證研究,政治大學學報,35期。
曹采華(2001),員工特徵對工作滿意,組織承諾,組織公民行為,工作績效的影響─以派遣人員為例,碩士論文,國立中央大學人力資源管理研究所。
黃忠孝(2007)組織承諾與工作滿意關係之研究─以傳統產業為例,碩士論文,長榮大學經營管理研究所。
邱哲民(2008),組織氣候、溝通媒介對溝通滿足及組織承諾之影響─以某公司生產型專案計畫為例,碩士論文,東海大學企業管理研究所。
彭懷真(2012),「工作與組織行為」,巨流圖書公司。
楊秋玲(2007),員工協助方案與工作投入關係之研究:工作-生活平衡中介效果,碩士論文,國立高雄應用科技大學。
楊南輝、張火燦(2008),在性別角色的情境下,社會支持與情緒智力干擾心理契約對工作生活平衡的影響(國科會專題研究計畫成果報告編號:NSC96-2416 -H270-001),中華民國行政院國家科學委員會。
莊翰宇(2012)彈性工作時間與工作家庭衝突及工作滿意關係之研究─員工知覺組織支持的中介作用,碩士論文,國立嘉義大學企業管理研究所。
廖正治(2012)工作投入對工作滿意度之相關分析─以工作家庭衝突為干擾變數之實證研究,碩士論文,國立臺中科技大學企業管理研究所。
葉倩妏(2009),工作負荷、工作家庭衝突與工作滿意度之關聯研究,碩士論文,國立中央大學人力資源管理研究所。
葉育誠(2011),企業社會責任、組織認同、組織承諾與留任傾向之關聯性研究,碩士論文,國立臺北商業技術學院國際商務研究所。
郭楷賢(2013),關係衝突對員工工作滿意度、組織認同與忠誠行為影響之研究─以台灣中小企業為例,碩士論文,玄奘大學企業管理研究所。
盧麗如(2006),組織文化、主管領導風格、員工工作滿意度與組織績效之研究,碩士論文,國立中正大學企業管理研究所。
陳心田(2003),「員工─主管互動、知覺組織支持、組織承諾與組織公民行為:我國科技產業研發人員分析」,交大管理學報,第二十三卷,第一期。
陳國彬(2009),修護人員之人格特質、工作-家庭衝突、組織承諾與工作滿意度的相關研究─以屏東機場航電修護人員為例,碩士論文,國立成功大學工業與資訊管理研究所。
陳維岳(2005),工作特性、工作滿意與組織承諾之關聯性研究,碩士論文,國立中央大學人力資源管理研究所。
賴家民(2010),營造業工地調派與工作時間不穩定性對工作滿意度影響之分析─以工作家庭衝突為中介變項,碩士論文,國立臺灣大學國家發展研究所。
鍾志明(2000),企業文化員工價值觀及組織承諾之關聯性研究─以台灣地區主要企業為例,碩士論文,長榮管理學院經營管理研究所。
蔡佳如(2012)社會支持對組織承諾之影響─以工作生活平衡為中介變項,碩士論文,元智大學領導學程。
蔡婷婷(2006)工作家庭政策、工作家庭衝突與組織承諾之研究,碩士論文,國立中山大學人力資源管理研究所。
蕭如閔(2008),女性護理人員之專業承諾與組織承諾-以工作-家庭平衡中介變項,碩士論文,國防大學管理學院後勤管理研究所。

連結至畢業學校之論文網頁點我開啟連結
註: 此連結為研究生畢業學校所提供,不一定有電子全文可供下載,若連結有誤,請點選上方之〝勘誤回報〞功能,我們會盡快修正,謝謝!
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top