臺灣博碩士論文加值系統

許多外界企業皆面臨到人員離職率的攀升因，人員離職所衍生的企業成本，大約為離職人員年薪的1.2至2倍，並會對留任人員造成許多負面影響。國軍在面臨年金制度改革不確定的狀況下，須減少人員的離職率，進而減少一再重複辦理訓練及招募人才的成本。然國軍就如同一間大型的企業指揮部。
如何應用組織管理與領導的魅力，減少人員離職率，將是管理者的責任。若經營管理者能透過提高工作滿足以降低人員離職率，對指揮部的經營將有所裨益。根據社會交換觀點，當人員知覺到組織對其貢獻與福利的重視時，人員會產生協助組織達成目標的義務感，在此義務感驅使下，人員不僅會表現角色內行為，也較有可能展現有益組織的行為。
本研究的重心在於從人員角度，探討人事制度如何產生交換關係,進而影響人員知覺組織公平，因而進一步影響工作滿意度及組織承諾。本研究彙整上述變數之相關文獻並做關聯性探討，針對某指揮部士兵，以便利抽樣方式進行問卷調查，共回收216份有效問卷，以SPSS及AMOS統計軟體，進行樣本組成分析、敘述性統計、信度分析、效度分析、相關分析及結構方程式等。研究發現:人事制度會影響現役幹部的組織公平及承諾，在工作滿意度對組織公平及承諾的中介變項分析，具有顯著性，代表著人事制度對工作滿意度的影響性。本研究貢獻可提供國軍單位對於如何提升志願役留營意願參考。

Many companies are facing a rise in the turnover rate of employees. The enterprise costs derived from the departure of staff are approximately 1.2 to 2 times the annual salary of the retired staff and will have many negative impacts on the retention of staff. In the face of uncertainty over the reform of the annuity system, military personnel need to reduce the turnover rate of personnel. Continue to reduce the cost of repeatedly training and recruiting talent. The national army is just like a large corporate headquarters.
How to use the charm of organization management and leadership to reduce the turnover rate of personnel will be the responsibility of the manager. If business managers can reduce the turnover rate of employees by improving job satisfaction, they will benefit the operations of the headquarters. According to the social exchange perspective, when people perceive the organization’s emphasis on its contribution and welfare, the staff will have a sense of obligation to help the organization achieve its goals. Driven by this sense of obligation, people not only show the behavior within the role, but also are more likely to show the beneficial behavior of the organization.
The focus of this study is to explore how the personnel system generates exchange relationships from the perspective of personnel and to influence the fairness of people's perception of organization, and further influence job satisfaction and organizational commitment. This study used convenient sampling and there were 216 valid questionnaires returned through paper questionnaires. The statistic software SPSS and AMOS were used to approach descriptive statistics, reliability analysis, validity analysis, correlation analysis and SEM. The study finds that the personnel system will affect the organizational fairness and commitment of cadres in active service. The analysis of the mediation variables of job satisfaction with organizational fairness and commitment is significant and represents the influence of the personnel system on job satisfaction. The contribution of this study can provide reference to the willingness of the military units to upgrade volunteer camps.

摘要i
ABSTRACTiii
致謝詞vi
目錄vii
表目錄ix
圖目錄x
第壹章 緒論1
第一節 研究背景與動機1
第二節 研究目的3
第三節 研究流程3
第四節 研究章節編排4
第貳章 文獻探討6
第一節 人事制度6
第二節 組織公平7
第三節 工作滿意度9
第四節 組織承諾12
第參章 研究方法18
第一節 研究架構18
第二節 研究假設19
第三節 變數操作型定義與衡量問項20
第四節 抽樣設計與資料蒐集26
第五節 資料分析法26
第肆章 研究結果 29
第一節 樣本結構分析29
第二節 敘述性統計分析31
第三節 信效度分析33
第四節 相關分析34
第五節 衡量模式分析35
第六節 假設驗證38
第伍章結論與建議 42
第一節 研究結論42
第二節 研究貢獻與管理意涵43
第三節 未來研究方向44
參考文獻46

一、中文部分
王志宏、駱香妃、鄧秀玉、林姿宛，(2012)，「餐旅產業第一線人員情緒勞務、工作倦怠與工作滿意度之研究」，餐旅暨觀光，第28卷，151-170。
田議中，(2008)，「屏東縣國小教師的組織公平知覺與組織公民行為之關係:以專業承諾為中介之衡量」，。國立臺東大學行政管理研究所未出版碩士論文。
李元墩、鍾志明、林育理，(2000)，「台灣企業人員組織承諾衡量模式建 構之研究」，成功大學學報，第 35卷，133-157。
李金泉、孫以甄，(2013)，「校長僕人領導對國小教職員幸福感影響之研究-以組織公平為中介變項」，工業科技教育學，6，37-44。
朱正一，(2013)，「探討醫學中心護理人員情緒勞務對工作滿意度與工作倦怠之影響」，臺灣公共衛生雜誌，32卷，266-278。
余安邦，(1980) ，「企業組織中人員離職行為之研究」，臺灣大學心理研究所未出版碩士論文。
周文賢，(2004)，多變量統計分析SAS/STAT使用方法，三版，臺北市：智勝文化，24-50。
林逸峰，(2004)，「組織政治知覺、組織公平、組織次文化、組織承諾、組織政治行為工作投入與工作行為之關聯性研究-以台南縣基層農會為例」，南華大學管理科學研究所未出版碩士論文。
洪美姿，(2010)，「教師職務分配制度對組織公平之影響研究─以豐原市國民小學為例」，玄奘大學公共事務管理學系碩士論文。
黃秋萍，(2005)，「內部行銷、勞資關係氣氛對組織 承諾、情緒勞動與顧客導向行 為之關聯性研究」，南華大學管理科學研究所未出版碩士論文。
黃培文，(2003) ，「工作適性的組織、群體及職務層次對工作滿意、工作績效與工作轉換意圖的同時效果：以台灣旅館業餐飲部員工為例」，國立中山大學人力資源管理研究所未出版碩士論文。
陳國勝、陳佩君，(2007)，「國際觀光旅館廚務人員角色壓力、工作滿足、 組織承諾與離職傾向關係之研究」，遠東學報，24，55-76。
陳雅玲，(2017) ，「探討高科技產業從業人員知覺的組織公平、組織承諾、組織氣候與工作滿意度的關係」，國立中山大學人力資源管理研究所未出版碩士論文。
張友中，(2010)，「家長式領導與學校組織公平對國小教師體育工作投入影響之研究」，國立臺東大學體育學系未出版碩士論文。
曾詠郎，(2006)，「學校變革公平性與國小教師工作滿意度及組織承諾關係之研究」，國立臺南大學教育系未出版碩士論文。
葉雅馨，(2012)，紓壓：找到工作的幸福感，初版，台北：大家健康出版，21-50。
楊伯堯(2008)，傳統窗簾業從業人員社交特質、顧客信任傾向與內外控人格特質對工作滿意度影響之探討。輔仁大學織品服裝學系未出版士論文。
鄭玫香(2015)，警官休閒參與、工作壓力、工作滿意度、職業倦怠與離職傾向相關之研究。聖約翰科技大學工業工程系未出版士論文。
顧珮鈺(2015)，工作滿意度對服務行為之相關性研究:倫理氛圍的干擾效果。國立彰化師範大學人力資源管理系未出版士論文。
賴苡汝、廖梨伶、謝藍琪、李貞慧，(2015) ，「台灣營養師工作壓力、工作滿意度、職業倦怠和離職傾向之現況與相關性」，台灣衛誌，33，609-619。
賴義雄(2015)，保險業務員人格特質、工作壓力、工作滿意與工作績效之探討-以D保險經紀人公司為例。東海大學企業管理學系未出版士論文。

二、英文部分
Allen, N., and J. Meyer, (1990), “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, 63, 1-18.
Allen, D., L. Shore, and R. Griffeth, (2003),“ The Role of Perceived Organizational Support and Supportive Human Resource Practices in the Turnover Process”, Journal of Management, 29(1), 99-118.
Alpander, G., (1990),“Relationship between Commitment to Hospital Goals and Job”, Health Care Management Review, 15, 51-62.
Arnold, H., and D. Feldman, (1982),“A Multivariate Analysis of Determinants of job turnover”, Journal of Applied Psychology, 67, 351-362.
Best, M., and N. Thurston, (2004),“Meaursing Nurse Job Satisfaction”, Journal of Nursing Administration, 34(6), 283-290.
Bies, R., and J. Moag, (1986), Research in Negotiations in Organizations, 10th ed., NJ: Prentice Hall, 33-63.
Bowen, D., and B. Schneider, (1985), The Service Encounter: Managing Employee/customer Interaction in Service Business, 8th ed., NJ: Prentice Hall, 12-48.
Clay, J., and P. Roman, (2005),“Organizational Justice and Job Satisfaction: A test of Three Competing Models”, Social Justice Research, 18(4), 391-409.
Daft, R., and K. Weick, (1984),“ Toward a Model of Organizations as Interpretation System”, Academy of Management Review 9, 284-295.
Dee, J., and C. Singleton, (2006),“Organizational Commitment of Team Structures”, Urban Education, 41(6), 603-627.
Delaney, J., and M. Huselid, (1996) ,“ The Impact of Human Resource Management Practices on Perceptions of Organizational Performance”, Academy of Management Journal, 39(4), 949-969
Delery, J., and D. Doty, (1996) ,“ Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions”, Academy of Management Journal, 39(4), 802-835.
Dessler, G., (2005), Human Resource Management(10th ed.): Upper Saddle River,N.J. : Pearson/Prentice Hall.
Eisenberger, R., and D. Sowa, (1986),“Perceived Organizational Support”, Journal of Applied Psychology, 71(3), 500-507.
Fey, C., and A. Pavlovskaya, (2000) ,“ The Effect of Human Resource Management Practices in Firm Performance in Russia”, International Journal of Human Resource Management, 11(1), 1-18.
Folger, R., R. Cropanzano, and B. Goldman, (2005) ,“ What is the Relationship between Justice and Morality”, Handbook of Organizational Justice , 215-246.
Greenberg, J., (1987),“ Reactions to Procedural Injustice in Payment Distributions: Do the Ends Justify the Means”, Journal of Applied Psychology, 72(1), 55-61.
Hair, J., R. Anderson, and C. William, (1998). Multivariate Data Analysis, 5, 87-135.
Hoppock, R. (1935), Job Satisfaction, Harper and Brothers, New York, 47.
Huselid, M.A., (1995),“The Impact of Human Resource Management Practices on Turnover Productivity, and Corporate Financial Performance”, Academy of ManagementJournal, 38(3), 635-672.
Igharia, M., and J. Greenhaus, (1992),“Determinant of MIS Employee’ Turnover Intentions: A Structural Equation Model”, Personnel Management, 35(2), 34-49.
Judge, T., and E. Joyce, (2001),“Relationship of Core Self-evaluation Self-esteem, Generalized Self-efficacy, Locus of Control, and Job Performance: A Meta-Analysis”, Journal of Applied Psychology, 86(1), 80-92.
Locke, E. A. (1976). The Nature and Causes of Job Satisfaction in M.D. Dunnette (Ed.), Handbook of Industrial Organizational Psychology. Chicago, IL: Rand-McNally.
Meyer, J., N. Allen, and C. Smith, (1993) ,“Commitment to Organizational and Occupations: Extension and Test of a Three-Component Conceptualization”, Journal of Applied Psychology, 8, 538-551.
Mobley, W.H., (1977),“ Intermediate Linkages in the Relationship between Job Satisfaction and Employee Turnover”, The Journal of Applied Psychology, 62, 237-240.
Morris, J., and J. Sherman, (1981),“ Generalizability of an Organization Commitment Model”, Academy of Management Journal, 24, 512-526.
Mowday, R., L. Porter, and R. Steers, (1979) ,“ The Measurement of Organizational Commitment”, Journal of Vocational Behavior, 14, 224-247.
Organ, D.W., (1988) Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexingtion Books: Lexingtion, MA.
Phillips, R.,(1990) ,“The Price Tag on Turnover”, Personnel Journal, 12,58-61.
Porter, L., and E. Lawler, (1968) ,“ What Job Attitudes tell about Motivation”, Harvard Business Review, 46(2), 118-126.
Porter, L., and P. Boulian, (1974) ,“ Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians”, Journal of Applied Psychology, 59(5), 603-609.
Porter, L., R. Steers, and P. Boulian, (1976) ,“ Organizational Commitment, Job Satisfaction, and Turnover among Psychiatric Technicians”, Journal of Applied Psychology, 59(5), 603-609.
Powers, E., (2000) ,“ Employee Loyalty in the New Millennium”, Sam Advanced Management Journal, 65(3): 4-8.
Riketta, M., (2005) ,“Organizational Identification: A Meta-Analysis”, Journal of Vocational Behavior, 66(2), 358-372.
Seashore, S., and T. Taber, (1975) ,“ Job Satisfaction Indicators and Their Correlates”, American Behavioral Scientist, 3(18),.333-368.
Settoon, R., N. Bennett, and R. Liden, (1996) ,“ Social Exchange in Organizations: Perceived Organizational Support, Leader-Member Exchange, and Employee Reciprocity”, Journal of Applied Psychology, 81(3), 219-227.
Staw, B. M., (1977) ,“ Two Sides of Commitment, Paper Presented at Annual Meeting of Academy of Management. Orlando, Florida .
Suzuki, E., I. Itomine, Y. Kanoya, T. Katsuki, S. Horii & C. Sato, (2006) ,“ Factors Affecting Rapid Turnover of Novice Nurses in University Hospitals”, Journal of Occupational Health, 48(1), 49-61.
Tett, R., and J. Meyer, (1993) ,“ Job Satisfaction, Organizational Commitment, Turnover Intention, and Turnover: Path Analyses Based on Meta-Analytic Findings”, Personnel Psychology, 46 (2), 259-293.
Van, D., J. Graham, and R. Dienesch, (1994) ,“ Organizational Citizenship Behavior: Construct Redefinition, Measurement, and Validation”, Academy of Management Journal, 37(4), 765-802.
Wang, X. H., (2007) ,“ Learning, Job Satisfaction and Commitment: An Empirical Study of Organizations in China”, Chinese Management Studies, 1(3), 167-179