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研究生:陳碧燕
研究生(外文):Pi-yen Chen
論文名稱:求職者工作壓力、工作滿意與組織承諾之關聯性研究-以高雄市就服站為例
論文名稱(外文):The Relationships among Job Stress, Job Satisfaction and Organizational Commitment of Job Seekers- The Case of Public Employment Service Center in Kaohsiung
指導教授:翁銘章翁銘章引用關係楊書成楊書成引用關係
指導教授(外文):Ming-Jang WengShu-Chen Yang
學位類別:碩士
校院名稱:國立高雄大學
系所名稱:國際高階經營管理碩士在職專班(IEMBA)
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:96
中文關鍵詞:就業服務站工作壓力工作滿意組織承諾
外文關鍵詞:Public Employment Service CenterJob StressJob SatisfactionOrganizational Commitment
相關次數:
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本研究針對曾經或正於高雄就業服務站之求職者進行問卷調查,因為此類求職者可能擔負之工作壓力與工作滿意與一般在職者有所差異,基此,本文針對此類求職者於工作壓力、工作滿意與組織承諾之影響做一深入之探究。共發放問卷550份,回收510份問卷,發放期間為2014年1月至4月,有效問卷453份,無效問卷為57份,有效回收率為82.5%。問卷資料經由敘述性統計分析、信度分析、效度分析、差異性分析以及相關分析來論證實證結果。
研究結果發現,前往就業服務站女性求職者有較高之工作壓力,年齡越高者有越高之工作滿意及組織承諾,而教育程度較低者更願意為公司、組織承諾付出。
在「工作壓力」、「工作滿意」、「組織承諾」三個構面之相關程度,可以發現「工作壓力」對於「組織承諾」並沒有顯著之相關,而「工作滿意」對於「組織承諾」有顯著之相關,最後「工作壓力」對於「工作滿意」並沒有顯著之相關。
另就政策建議方面,就業服務站可以更深入了解求職族群之工作滿意及組織承諾組成要素,在面對較弱勢的求職者,應該提供更完整的自我探索的調查及課程並進而提供輔導。同時,強化媒合工作內容,就業服務站在工作職位、工作項目、產業的選擇上,應朝向大眾化的方式拓展,甚至應不排除與民間求職網站合作,在免除利益關係的前提下進行策略聯絡。最後,應迎合求職族群特性,擬定多元管道輔助就業。
This study explores the impacts of job stress, job satisfaction, and organizational commitment on the job seekers. As the effects of stress and satisfaction on job seekers might differ from those on the regular employees, this study bases its analysis on the questionnaire conducted at Public Employment Service Center (PESC hereafter) in Kaohsiung. We distributed 550 copies of the questionnaires and 510 copies were returned during the period of January 2014 and April 2014. Among the returned copies, the total number of effective surveys is 453, which makes a response rate of 82.5%. The collected data then underwent a series of analytic procedures that include descriptive statistical analysis, reliability analysis, validity analysis, and other related analytic models for yielding effective outcomes.
According to our research, female job seekers usually experience higher levels of job stress, senior seekers tend to have job satisfaction and organizational commitment, and less-educated seekers are more willing to make commitment and contribution in the workplace.
In terms of the relativity among the three constitutive facets, although it seems difficult to find any linkage between “job stress” and “organizational commitment,” we find that the connections of “job satisfaction” and “organizational commitment” are very strong, whereas “job stress” and “job satisfaction” are loosely related.
On the practical side, this study could offer some suggestions for the improvement of current policies on job-searching services. Firstly, PESC must understand and make the best use of the relationships between job satisfaction and organizational commitment. As job seekers coming from diverse social backgrounds tend to have different levels of satisfaction and commitment, PESC should be able to provide a thorough self-discovery program, survey, and consultation to especially those who are considered “weak” or “non-mainstream” job seekers. Secondly, the PESC should diversify and popularize their search engines to generate matching results that offer more comprehensive options in terms of positions, responsibilities, and industries. In doing so, the centers could seek strategic alliances with public online search engines or other virtual communities for mutual benefits. Finally, the PESC should pay attention to the specificity of different job seekers by developing a more pluralistic and diversified consultation service.
摘要 I
Abstract II
目錄 IV
圖目錄 V
表目錄 VI
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 研究流程 4
第二章 文獻探討 7
第一節 工作壓力的概念與內涵 7
第二節 工作滿意的概念與內涵 13
第三節 組織承諾的概念與內涵 18
第四節 工作壓力、工作滿意與組織承諾關係相關研究 22
第三章 研究方法 24
第一節 研究架構 24
第二節 研究對象及資料收集方法 26
第三節 研究設計與名詞定義 26
第四節 研究工具與資料分析方式 31
第四章 研究分析 33
第一節 樣本分佈 33
第二節 敘述性統計 36
第三節 信效度分析 39
第四節 差異性分析 43
第五節 相關分析 66
第五章 研究結論與建議 71
第一節 研究結論 71
第二節 政策建議 73
第三節 研究限制與未來研究建議 74
參考文獻 76
附錄-問卷 83
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