臺灣博碩士論文加值系統

本研究主要目的在探討在職人員工作態度、組織溝通、組織承諾與組織績效之關係。由於企業面對快速變化、激烈競爭與多元化挑戰性的經營環境之下，組織溝通能力及工作態度對公司績效的研究日益重要。擴大組織溝通研究對象範圍，使組織溝通研究模式更加完整可以提高員工競爭力。組織成員的共識以可達成組織目標，組織溝通與工作態度影響著公司績效，它們是一個重要關鍵的因素。
本研究研究方法，主要透過描述性統計了解目前在職人員在工作態度、組織溝通、與組織績效之現況，並且透過變異數分析了解不同背景變項在工作態度與組織績效之差異；接著再進一步探討在職人員工作態度、組織溝通、組織承諾與組織績效之關係，透過關係的確認，利用迴歸分析找出影響工作態度主要的因素並了解組織支持所扮演的角色。本研究結果如下：
1. 工作態度對組織溝通具有正向影響。
2. 工作態度對組織績效具有正向影響。
3. 組織承諾存在「部分中介效果」，亦即工作態度會直接影響組織績效，同時也會透過組織承諾，間接影響組織績效。工作態度會直接影響組織績效，同時也會透過組織溝通，間接影響組織績效。工作態度、組織溝通、組織承諾的感受越正向時，其組織績效亦越高。研究結果認為應由能影響上述因子的工作態度著手，才能提員工的溝通能力，及促進組織的績效。因此本研究針對南港軟體園區廠商、公司及組織幹部提出以下建議：
1.可針對員工作定期的工作滿意度調查，藉以強化公司成員對組織的滿意度。
2.建立明確的公司溝通機制，以提升幹部的組織績效。
3.培養堅強的工作團隊，透過良好的工作態度，有效提升工作表現。

關鍵詞：工作態度、組織績效、組織溝通、組織承諾

The main purpose of this study is to explore the service personnel work attitude, organizational communication, organizational commitment and organizational performance of the relationship. Due to the current corporate face of rapidly changing, highly competitive and having diversified under challenging business environment, research organizations ability to communicate attitude on corporate performance is increasingly important to expand the scope of the study of organizational communication, organizational communication research to make a more complete model to improve competitiveness. Organization members to reach consensus on organizational goals, organizational communication resulting in work attitude and performance of the company is an important key factor.
In this study, research methods, mainly through descriptive statistics to understand the current incumbents in work attitude, organizational communication, related to organizational performance of the current situation and analyze how different background variables of attitude and Organizational Performance Through variation Variance; then further explore the service personnel work attitude, organizational communication, organizational commitment and organizational performance of the relationship, by identifying relationships using regression analysis to identify the main factors affecting the attitude and understand the role of organizational support. According to the study we found that the results were as follows:
1. The attitude has a positive impact on organizational communication.
2. The attitude has a positive impact on organizational performance.
3. organizational commitment "Some intermediary effect", that attitude will directly affect the organization's performance, but also through organizational commitment, indirectly affect organizational performance. Attitude will directly affect the organization's performance, but also communicate through the organization indirectly affect organizational performance. Attitude, organizational communication, organizational commitment when you feel more positive, which is also higher organizational performance. The result should be that the major impact of these factors can work attitudes begin to mention the staff communication skills, and promote the performance of organizational performance.
Therefore, this study for the Nankang Software Park manufacturers, companies and organizations of cadres made the following recommendations:
1. Members may work for a regular job satisfaction surveys, in order to strengthen the company's satisfaction with the members of the organization.
2. Establish a clear corporate communication mechanisms to improve work performance cadres.
3. strong team culture through a good working attitude, effectively improve work performance.








Keywords: Organizational Commitment, Job Stress, Work Attitude, Job Satisfaction, Organizational Performance

誌謝詞 ............................................................................................................................ II
摘要 ................................................................................................................................ i
ABSTRACT ................................................................................................................... ii
目錄 ............................................................................................................................... iv
表目錄 ........................................................................................................................... vi
圖目錄 ............................................................................................................................. i
第一節 緒 論 ...................................................................................................... 1
第一節 研究背景與動機 .................................................................................... 1
第二節 研究目的 ................................................................................................ 1
第三節 研究範圍限制 ........................................................................................ 2
第四節 研究流程 ................................................................................................ 2
第二章 文獻探討 ................................................................................................ 4
第一節 工作態度 ................................................................................................ 4
第二節 組織溝通 ................................................................................................ 9
第三節 組織承諾 .............................................................................................. 16
第四節 組織績效 .............................................................................................. 26
第三章 研究方法與設計 .................................................................................. 31
第一節 研究架構與假設 .................................................................................. 31
第二節 研究流程 .............................................................................................. 33
第三節 研究對象 .............................................................................................. 34
第四節 研究工具 .............................................................................................. 34
第五節 資料分析方法 ...................................................................................... 41
第四章 研究結果 .............................................................................................. 42
第一節 問卷信度分析 ...................................................................................... 42
第二節 描述性統計 .......................................................................................... 43
第三節 不同背景變項在工作態度的差異比較 .............................................. 46
第四節 不同背景變項在組織承諾的差異比較 .............................................. 53
第五節 不同背景變項在組織溝通的差異比較 .............................................. 60
第六節 不同背景變項與組織績效的差異比較 .............................................. 67
第七節 工作態度、組織承諾、組織溝通與組織績效之相關及迴歸分析 .. 74
第五章 結論與建議 .......................................................................................... 78
第一節 假設檢視 .............................................................................................. 78
第二節 討論與建議 .......................................................................................... 81
第三節 未來研究建議 ...................................................................................... 84
參考文獻 ...................................................................................................................... 85
v
中文文獻 .............................................................................................................. 85
英文文獻 .............................................................................................................. 87
附錄 .............................................................................................................................. 93
工作態度、組織溝通、組織承諾與組織績效之調查問卷 .............................. 93
南港軟體園區簡介 .............................................................................................. 98

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