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研究生:張遠萍
研究生(外文):Yuan-PingChang
論文名稱:組織衝突與管理對工作滿意度關聯之研究–以半導體A公司行政人員為例
論文名稱(外文):A Study of the Relationship Between Organizational Conflict and Conflict Management Strategy on Job Satisfaction
指導教授:黃瀞瑩黃瀞瑩引用關係
指導教授(外文):Jing-Ying Huang
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩士在職專班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2016
畢業學年度:104
語文別:中文
論文頁數:91
中文關鍵詞:組織衝突自我效能工作壓力工作滿意度
外文關鍵詞:Organizational conflictSelf-efficacyWork stressJob satisfaction
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本研究主要探討組織衝突類型與衝突管理方式對工作滿意度的影響,並加入自我效能與工作壓力為調節變項,欲探究其關聯性。研究對象為單一半導體封測公司之行政人員,利用問卷調查,共計發放240份問卷,回收221份問卷,扣除無效問卷,有效樣本數為205份問卷,有效樣本回收率85.4%。

研究結果顯示,衝突類型對員工工作滿意度有顯著影響,組織內任務衝突的程度越高時,員工的工作滿意度會越高。當組織中存在適度任務衝突時,能使組織成員在討論的過程之中,更了解彼此的想法,有助於提高員工工作滿意度。衝突管理方式對員工工作滿意度有顯著影響,採用整合型衝突管理方式,能找到雙方都能接受的方案,使員工的內外在工作滿意度均會提高。採用支配型與讓步型衝突管理方式,在員工的外在工作滿意度亦有顯著正向影響。

自我效能的能力知覺愈高,能弱化任務衝突與關係衝突對外在工作滿意度的負面影響。自我效能的信心程度愈高,會弱化關係衝突對外在工作滿意度的負面影響。決策參與壓力愈高,會強化關係衝突對外在工作滿意度的負面影響。
The objective of this research is to investigate the relationship between organizational conflict and conflict management on job satisfaction with self-efficacy and work stress as the moderator by administration staff in one OSAT company. A cross-sectional study
design was conducted by questionnaire. There are total 240 samples were sent out, 205 effective samples, and the rate of response is 85.4%. Using descriptive statistics analysis, factor analysis, reliability and validity analysis, one-way anova, correlation analysis, simple linear regression and hierarchical regression analysis, the results were found as followed:

1. The type of organizational conflict has a significant effect on job satisfaction.
2. The moderate task conflict has a significant positive effect on job satisfaction.
3. The style of organizational management has a significant effect on job satisfaction.
4. The integtated conflict management type has a significant positive effect on job satisfaction.
5. Self-efficacy has a moderating effect between organizational conflict type and job satisfaction.
6. Work pressure has a moderating effect between organizational conflict type and job satisfaction.
摘要 I
致謝 VI
目錄 VII
表目錄 IX
圖目錄 XI
第一章 緒論 1
第一節 研究背景 1
第二節 研究目的 4
第三節 研究對象與流程 6
第二章 文獻探討 7
第一節 衝突類型 7
第二節 衝突管理模式 12
第三節 自我效能 16
第四節 工作壓力 20
第五節 工作滿意度 25
第三章 研究方法 29
第一節 研究架構與假設 29
第二節 研究變數之操作性定義與衡量項目 32
第三節 問卷設計與抽樣 37
第四節 資料分析方法 37
第四章 資料分析與研究結果 39
第一節 敘述性統計分析 39
第二節 信度與效度分析 41
第三節 變異數分析 47
第四節 相關分析 53
第五節 多元迴歸分析 56
第六節 調節效果分析 59
第五章 結論與建議 75
第一節 研究發現與結論 75
第二節 管理意涵 79
第三節 本研究限制及未來研究方向 80
參考文獻 81
附錄 研究問卷 88
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