臺灣博碩士論文加值系統

隨著時代的變遷，人們花費在工作的時間越來越長，與工作相關的朋友關係也逐漸成為日常生活中很重要的一部分。職場友誼是指在工作中與他人建立的友誼，同時也是許多人在工作壓力下歸置情感的調節方式，根據以往的研究指出，職場友誼的發展有助於提升組織認同感，也會使員工在工作時產生正向的情緒，並產生與組織休戚與共的情緒，同時提升員工願意與組織共存共榮的想法。
　　本研究主要探討職場友誼與工作投入之關係，亦針對組織認同對於上述關係的中介效果進行深入瞭解，研究當職場友誼對組織認同產生影響時，是否也會同時對員工的工作投入程度帶來影響。本研究採用發放問卷的資料收集方式，共發出350份問卷，有效問卷共計350份，有效回收率為100%。
　　研究結果顯示，職場友誼對組織認同產生正面影響，並進一步正向影響員工工作投入。本研究結果有助組織瞭解員工之間人際互動成果對於組織認同感以及工作投入的影響，組織可藉由促使員工之間發展職場友誼，使組織成員對其同事及組織產生情感上的認同，進而增加組織成員的工作投入程度，這些結果將有利於提升組織整體績效表現，為組織帶來正面的影響。

1. Background/ Objectives and Goals
As time goes by, people spend more and more time on work. Therefore, the relationship between co-workers is getting more important in our life. People who build friendship in their workplace we called “Workplace Friendship”, at the meanwhile; it is also the way people deal with their pressure. According to some researches, as the Workplace Friendship developing, it could help workers to increase Organizational Identification, and help the staffs create a positive emotion when they are working, and share their weal and woe with the company, increasing the thought of going to the further future with the company.

2. Methods
The research mainly discusses the relation between Workplace Friendship and Job Involvement, and also explore the mediation effect of the above relationship on Organizational Identification. When Workplace Friendships have an impact on Organizational Identification, will also have an impact on the level of Job Involvement? A total of 350 questionnaires were distributed and 350 effect questionnaires were issued. The effective returned rate was 100%.

3. Expected Results/ Conclusion/ Contribution
The results of the study show that Workplace Friendship has a positive impact on Organizational Identification and further positively impacts Job Involvement. The results of this study will help the organization understand the impact of interpersonal interactions between employees on Organizational Identification and Job Involvement. Managers of organizations can promote the development of Workplace Friendships among employees, so the members of the organization can emotionally identify their colleagues and organizations. Increasing the level of Job Involvement of the organization members will help improve the overall performance of the organization and have a positive effect on the organization.

中文摘要 …………………………………………………………………………… i
英文摘要 ………………………………………………………………………… iii
誌謝 ……………………………………………………………………………… v
目錄 ……………………………………………………………………………… vi
表目錄 ………………………………………………………………………… vii
圖目錄 ………………………………………………………………………… viii
第一章 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………………………………………………………………………………………… 4
第二章 文獻探討………………………………………………………………………………………… 5
第一節 職場友誼之理論探討………………………………………………………………… 5
第二節 工作投入之理論探討………………………………………………………………… 10
第三節 組織認同感之理論探討…………………………………………………………… 14
第四節 各變項間之關係…………………………………………………………………………… 18
第三章　研究方法…………………………………………………………………………………………… 19
第一節 研究架構與假設…………………………………………………………………………… 19
第二節 研究對象與抽樣方法………………………………………………………………… 20
第三節 研究工具………………………………………………………………………………………… 24
第四節 信度分析………………………………………………………………………………………… 28
第五節 資料分析方法……………………………………………………………………………… 30
第四章 研究分析結果……………………………………………………………………………… 31
第一節 描述性統計分析………………………………………………………………………… 31
第二節 相關分析……………………………………………………………………………………… 37
第三節 職場友誼對組織認同感之驗證…………………………………………… 39
第四節 組織認同感對工作投入之驗證…………………………………………… 40
第五節 職場友誼對工作投入之驗證………………………………………………… 41
第六節 組織認同感之中介效果檢測………………………………………………… 42
第五章 結論與建議…………………………………………………………………………………… 43
第一節 研究結論………………………………………………………………………………………… 43
第二節 管理意涵………………………………………………………………………………………… 46
第三節 研究限制與建議…………………………………………………………………………… 48
參考文獻……………………………………………………………………………………………………………… 49

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