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研究生:蕭麗玲
研究生(外文):Li-Lin Hsiao
論文名稱:工作生活平衡與組織承諾之相關性研究-以外向人格特質為調節變項
指導教授:鄭晉昌鄭晉昌引用關係
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:62
中文關鍵詞:工作生活平衡組織承諾人格特質
外文關鍵詞:work-life balanceorganizational commitmentpersonality traits
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本研究主要是在探討工作生活平衡對於組織承諾的相關性影響,以及外向人格特質對於工作生活平衡與組織承諾之關係,是否具有干擾效果?
採用問卷調查方式,透過網路問卷調查服務業、科技業、及製造業之從業人員,對於工作生活平衡、組織承諾及外向人格特質等問題之看法。問卷回收後,進行敘述性統計分析、信度分析、相關分析、迴歸分析等,以驗證本研究之各項假設,得出以下結果:
工作生活平衡與情感組織承諾有顯著正向相關。工作生活平衡與持續組織承諾無顯著相關。工作生活平衡與規範組織承諾有顯著正向相關。外向人格特質愈強者,工作生活平衡與情感組織承諾的正向關係不會增強。外向人格特質愈強者,工作生活平衡與持續組織承諾的正向關係會增強。外向人格特質愈強者,工作生活平衡與規範組織承諾的正向關係不會增強。
依據以上研究結果發現,員工的工作生活平衡與情感組織承諾及規範組織承諾皆有顯著正相關,而與持續組織承諾則無顯著相關。這個結果可以提醒企業主,應致力改善員工的工作環境,理解員工的需求,打造幸福企業,視員工為家人,與員工共患難,讓員工的工作與生活維持最佳平衡狀態,必能增進他們對組織的認同感及忠誠度,甚至在面臨外部有更佳機會時,也願意持續留在組織內,而不輕易離開。
此外,外向人格特質對於工作生活平衡與持續組織承諾的相關性具有干擾效果:外向性人格特質愈強者,工作生活平衡與持續組織承諾的正向關係會跟著增強。可見人格特質會影響員工的幸福感、向心力…等,當他的工作與生活無法取得平衡時,也可能影響他持續為組織賣命的意願,組織於招募人才時,可以考慮人格特質這項因素,作為後續育才及留才之參考。
This research is mainly to explore the relevance of work-life balance on organizational commitment,and whether the relationship between extroverted personality traits on work-life balance and organizational commitment has a disturbing effect?

Adopt questionnaire surveys to survey employees in the service industry,technology industry,and manufacturing industries through online questionnaires,regarding work-life balance,organizational commitment,and extroverted personality traits. After the questionnaire was recovered,descriptive statistical analysis,reliability analysis,correlation analysis,regression analysis, etc. were carried out to verify the hypotheses of this study,and the following results were obtained:
Work-life balance is significantly positively related to emotional organizational commitment. Work-life balance is not significantly related to sustained organizational commitment. Work-life balance is significantly positively related to normative organizational commitment.The stronger the extroverted personality traits,the positive relationship between work-life balance and emotional organizational commitment will not enhance.The stronger the extroverted personality traits,the positive relationship between work-life balance and sustained organizational commitment will enhance.The stronger the extroverted personality traits,the positive relationship between work-life balance and normative organizational commitment will not enhance.

According to the above research results,it is found that the work-life balance of employees is siginificantly related to emotional organizational commitment and normative organizational commitment,but not to sustained organizational commitment. This result can remind business owners that they should strive to improve their employees,working environment,understand their needs,build a happy company, treat employees as family members, share the difficulties with employees,and maintain the best balance between work and life for employees. The sense of identity and loyalty to the organization,evan when faced with better opportunities from the outside, is willing to stay in the organization and not leave.
In addition, extroverted personality traits have a disturbing effect on the relevance of work-life balance and sustained organizational commitment: the stronger the extroverted personality traits,the more positive the relationship between work-life balance and sustained organizational commitment will enhance.It can be seen that personality traits will affect the employee,s happiness,centripetal force, etc.,when his work and life cannot be balanced, it may also affect his willingness to continue to sell his life for the organization. When recruiting talents,the personality traits factors,as a reference for subsequent education and retention.
第一章
續論..................................................1
第一節 研究動機..............................................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 工作生活平衡...........................................5
第二節 組織承諾...............................................10
第三節 人格特質...............................................14
第三章 研究方法................................................18
第一節 研究架構與研究假設.....................................18
第二節 研究變項的操作型定義...................................20
第三節 研究對象...............................................22
第四節 研究工具...............................................23
第五節 資料分析方法...........................................27
第四章 研究結果與分析..........................................28
第一節 樣本敘述性統計分析.....................................28
第二節 信度分析...............................................31
第三節 相關分析...............................................33
第四節 迴歸分析...............................................34
第五章 研究結論與建議..........................................39
第一節 結論...................................................39
第二節 管理意涵...............................................41
第三節 研究限制及對後續研究建議...............................43
參考文獻.......................................................44
附錄 研究問卷..................................................49
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二、 中文文獻
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4.黃煥榮(2008),「運用友善家庭政策平衡工作與家庭-理論與經驗的初探」,人事月刊,第48期第1卷,2-18頁。
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8.黃玫霖(2014),「工作生活平衡、工作滿意度與組織承諾之關係探討」, 國立中央大學人力資源管理研究所碩士論文。
9.趙浩欽(2016),「人力資源管理措施與人格特質對工作投入與組織承諾之影響探討」, 國立中央大學人力資源管理研究所碩士論文。
10.賴宛君(2017),「工作家庭平衡措施之支持程度對員工留任意願之影響-以組織承諾為中介變項」, 國立中央大學人力資源管理研究所碩士論文。
11.「台灣每11天操死一名勞工,醫師:過勞死的人不能說話,活下來的人要替他們發聲。」
每日健康 Health 2017.12.05,編輯:郭家和。
網址: https://healthylives.tw/article/jfgwxhW3Jcp.html
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13.經理人雜誌2019.01.17,日本Pixie Dust Technologies.Inc CEO 落合陽一,摘錄自
《超AI時代的生存戰略》,三采文化出版。
14.維基百科,自由的百科全書,心理學。網址:https://zh.wikipedia.org/wiki/Category:心理學
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