臺灣博碩士論文加值系統

摘 要
由於社會環境的瞬息萬變，使得組織與個人均面臨高度競爭與快速變動環境所帶來的巨大壓力，公職體制亦不例外，工作壓力、工作投入、組織承諾、知覺組織支持、工作滿意度五項已成為研究員工健康與福利的熱門議題，這些因應相關的議題更是受到實務與學術界的重視。近年來，由於生活型態的變遷，致使前述五項議題的角色與地位、功能與價值，受到世人的肯定與重視。本研究以關稅署高雄關現職海關人員為實證研究對象，旨在探索其間的關聯與人口統計變項間的差異。運用統計分析工具包括信度分析、效度分析、描述性統計、單因子變異數分析、多元回歸分析及及結構方程模式。研究結果顯示工作壓力與工作投入為正向之關係；工作壓力與組織承諾為正向之關連性；工作投入與組織承諾為正向之影響；組織承諾與工作滿意度為正向之關連性；知覺組織支持(干擾)對於組織承諾與工作滿意度間並無干擾現象。透過本研究可以提供政府部門主管關注相關議題並參考研究結論做出適當決策。
關鍵字：海關人員、工作壓力、工作投入、組織承諾、知覺組織支持、工作滿意度

ABSTRACT
Due to the rapid changes in the social environment, organizations and individuals are facing tremendous pressure from highly competitive and rapidly changing environments, and the public service system is no exception. The issues of work pressure, work involvement, organizational commitment, perceived organizational support, and job satisfaction have become a hot topic for researching employee health and welfare, and these related issues have been valued by the practice and academia. In recent years, due to changes in lifestyle, the roles and status, functions and values of the aforementioned in five issues have been recognized and valued by the world. The purpose of this study is to take the incumbent customs officers of the Customs Department in Kaohsiung as the empirical research object, aiming to explore the interationship between them and the differences between demographic variables. The statistical analysis tools used include reliability analysis, validity analysis, descriptive statistics, single-factor analysis of variance, multiple regression analysis, and structural equation models. The research results show that the relationship between work pressure and work involvement is positive; the relationship between work pressure and organizational commitment is positive; the impact of work input and organizational commitment is positive; the relationship between organizational commitment and job satisfaction is positive; Perceived organizational support (interference) does not interfere with organizational commitment and job satisfaction. Through this study, we can provide the heads of government departments to pay attention to related issues and make appropriate decisions with reference to the research conclusions.
Keywords: Customs personnel, Job pressure, Job involvement, Organizational commitment, Perceived organizational support, Job satisfaction

摘 要 i
誌謝 iv
目 錄 v
表目錄 vi
圖目錄 iix
一、緒 論 1
1.1研究背景與動機 1
1.2研究目的 3
1.3研究對象 3
1.4研究流程 4
第二章 文獻探討 7
2.1工作投入意涵與衡量構面相關研究 7
2.2工作壓力的意涵與衡量構面相關研究 16
2.3組織承諾意涵與衡量構面相關研究 18
2.4知覺組織支持意涵與衡量構面相關研究 23
2.5 工作滿意度之意涵與衡量構面相關研究 25
第三章 研究方法 29
3.1研究架構與研究假設 29
3.2研究變數與操作型定義 34
四、實證分析 37
4.1問卷預試分析 37
4.2 問卷分析 39
4.3 信度分析 40
4.4 各構面之變異數分析 41
4.5 研究變項之相關分析 47
4.6 迴歸分析 48
4.7 知覺組織支持對組織承諾與工作滿意度的干擾效果 52
4.8 信、效度分析 53
4.9 整體模式分析 60
五、研究結論與建議 69
5.1 研究結論 70
5.2 研究建議 72
5.3 研究貢獻 73
5.4 研究限制 74
參考文獻 75
附錄一、預試問卷 80
附錄二、正式問卷 86

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