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研究生:蘇珈珏
研究生(外文):Su, Chia-Chueh
論文名稱:績效準則、制度信任對主管部屬關係與工作投入影響之研究-以金融業為對象
論文名稱(外文):A Study of the Associations among Performance Evaluation Criteria, Leader-Member Relationship and Work Involvement--Example of The Banking Industry
指導教授:余坤東余坤東引用關係朱經武朱經武引用關係
指導教授(外文):Ye, Kung-DonChu, Ching-Wu
口試委員:陳義勝
口試委員(外文):Chen, Yi-Sheng
口試日期:2016-06-23
學位類別:碩士
校院名稱:國立臺灣海洋大學
系所名稱:航運管理學系
學門:運輸服務學門
學類:運輸管理學類
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:74
中文關鍵詞:績效準則制度信任主管部屬關係工作投入
外文關鍵詞:performanceevaluation criterialeader-member relationshipwork involvement
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本研究旨在探討績效準則、制度信任、主管部屬關係、工作投入之現況及其整體關係模式。

研究採問卷調查法,以金融業從業人員為研究對象,問卷發放期間為民國104年12月至民國105年3月為止,一共發出問卷170份,總回收165份,其中有效問卷計160份,無效問卷計5份,回收率為97.06%,有效問卷回收率為94.12%,所得資料以敘述性統計分析、探索性因素分析、信度分析、相關分析及迴歸分析等方法進行檢驗。

主要實証結果如下:
1. 績效準則對制度信任有顯著的影響。此表示若員工愈能充分瞭解為什麼要訂這些績效準則的指標,或愈能掌握提高績效的資訊,則會使員工對績效制度的信任呈正向的關係;當績效準則與個人努力的關聯性愈高時,有助於提高對績效制度的信任。
2. 制度信任會顯著影響主管部屬關係。表示若員工對於績效制度的信任程度愈高,則會使主管部屬關係呈正向的關係
3. 制度信任會顯著影響工作投入。表示若員工對於績效制度的信任程度愈高,則會使工作投入呈正向的關係
4. 在制度信任對績效準則、主管部屬關係與工作投入的影響中,制度信任的中介效果是顯著的。

本研究並依據文獻探討及實證研究結果,提出建議,供金融業及未來相關研究之參考。
The purpose of the research is to explore the associations among performance evaluation criteria, system trust, leader-member relationship and work involvement.
Questionnaires were sent to employees in the financial sector, during the period from December 2015 to March 2016, we issued a total of 170 questionnaires, 165 copies were collected and 160 samples are valid, which yielded 94.12% applicable rate. The returned questionnaires were analyzed by descriptive statistics analysis, exploratory factor analysis, reliability analysis, correlation analysis and regression analysis.
Major findings are as follows:
1. Performance criteria have a significant impact on institutional trust. This means that if employees can more fully understand why these performance indicators set guidelines, or more able to grasp the information to improve performance, the employees will trust the system performance was a positive relationship; when the performance criteria and the relevance of the higher personal efforts help improve confidence in the performance of the system.
2. Institutional trust will significantly affect the leader-member relationship. This means that if the employees for the higher degree of trust in the performance of the system, then make the leader-member relationship was positive relationship.
3. Institutional trust will significantly affect work involvement. This means that if the employees for the higher degree of trust in the performance of the system, it will work engagement was positive relationship.
4. The mediating effects performance in institutional trust on performance evaluation criteria, leader-member relationship and work involvement are also verified.
Based on the findings of the research, some recommendations were provided for the reference of a financial industry and future research.

目錄
謝辭 I
摘要 II
Abstract III
目錄 V
表目錄 VI
圖目錄 VII
第一章 緒論 1
1.1研究背景 1
1.2 研究動機 3
1.3研究目的 5
1.4研究流程 6
第二章 文獻探討 7
2.1績效準則 7
2.2制度信任 11
2.3主管部屬關係 15
2.4工作投入 18
第三章 研究設計與研究方法 24
3.1 研究架構 24
3.2 研究變項之定義與衡量 25
3.3 研究假設 33
3.4 研究對象與抽樣方法 37
3.5 資料分析方法 38
第四章 研究結果 40
4.1信度分析 40
4.2 樣本基本資料分析 41
4.3研究假設驗證 43
第五章 結論與建議 57
5.1研究結果討論 57
5.2管理實務建議 60
5.3研究限制與建議 62
參考文獻 64
中文部份 64
英文部份 67
附錄:問卷 72






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