臺灣博碩士論文加值系統

台灣屬於海島型國家，經濟成長主要仰賴進、出口貿易，而報關業者提供進、出口業者辦理通關之服務。報關業務除配合業者進出貨時間，更需要配合船隻結關時間，工作常有時間壓力，故本研究主要探討報關從業人員工作投入、工作績效與知覺組織支持之間的關係。本研究首先對過往文獻進行相關的蒐集以及回顧，並以此作為基礎建構問題假說，探討報關從業人員對於工作投入或知覺組織支持是否會影響工作績效，以及工作投入與工作績效之間的關係是否會受到知覺組織支持的干擾。本研究採用問卷調查的方式，回收有效樣本111份，並以SPSS統計軟體作為 本次研究分析的工具，依據研究的結果歸納出以下結論：
一、工作投入對工作績效呈現顯著的正向影響。
二、知覺組織支持對工作績效呈現顯著的正向影響。
三、不同的人對知覺組織支持的滿足程度有所不同，因此工作投入對工作積效的影響不會因為知覺組織支持高低而不同。

Taiwan is an island country, and its economic growth mainly depends on import and export trade, and customs brokers provide import and export companies with customs clearance services. In addition to cooperating with the import and export time of the industry, the customs declaration business needs to cope with the customs clearance time of the ship. There is often time pressure at work. Therefore, this study mainly explores the relationship between the Job Involvement, Job Performance and Perceived Organizational Support of the customs broker. This research first collects and reviews the past literature, and uses this as a basic hypothesis to construct a problem hypothesis, to explore whether customs brokers’ Job Involvement or Perceived Organizational Support will affect Job Performance, and whether the relationship between Job Involvement and Job Performance Will be disturbed by the support of perceptual organizations. The study utilized survey methodology with convenient samples of 111. The collected data were then analyzed using SPSS and the findings are following:
1.The job involvement positively influenced job performance.
2.The Perceived Organizational Support positively influenced job performance.
3.Different people have different levels of satisfaction with Perceived Organizational support. Therefore, the impact of Job Involvement, on Job Performance will not vary depending on the level of Perceived Organizational Support

摘要 i
Abstract ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 viii
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第貳章 文獻探討 6
第一節 報關產業簡介 6
第二節 工作投入 15
第三節 工作績效 21
第四節 知覺組織支持 26
第五節 工作投入、工作績效與知覺組織支持之相關研究 30
第參章 研究方法 32
第一節 研究架構 32
第二節 研究假設 33
第三節 研究對象及抽樣方法 33
第四節 問卷設計 34
第五節 資料資料分析 38
第肆章 研究結果分析 40
第一節 敘述性統計分析 40
第二節 信度與效度分析 45
第三節 相關分析 45
第四節 迴歸分析 46
第五節 平均數差異分析 48
第伍章 結論與建議 55
第一節 研究結論 55
第二節 研究建議 56
第三節 研究限制與對未來研究方向之建議 57
參考文獻 59
附錄一：研究問卷 67 

一、中文部分
丁祐辰（2018）。職場情緒勒索與工作績效、組織認同關聯性之探討，兼論組織支持和情緒管理之干擾效果。未出版碩士，國立嘉義大學企業管理學系。
王志剛（1983）。管理學導論，臺北：華泰書局。
王妙伶、潘麗莉（2013）。工讀職前教育訓練與工作績效關係之研究。明新學報，39(2)，207-217。
石變梅 （2013）。高校教師心理資本、工作資源與工作投入關係的實證研究。現代教育管理，(11)，50-55。
朱薇、李敏杰（2011）。工作投入：工作倦怠研究的新視角。西南交通大學學報（社會科學版），12(4)，80-84。
李銳、淩文輇（2007）。工作投入研究的現狀。心理科學進展，15(02)，366-372。
呂佳儒（2016）。國中教師情緒勞務對工作投入之影響-宗教投入的調節效果。未出版碩士，國立嘉義大學管院碩士在職專班。
余德成（1996）。品質管理人性面系統因素對工作績效之影響(未出版之博士論文)。國立中山大學企業管理研究，高雄。
余慶華（2001）。消費金融人員工作投入、工作滿足、薪酬福利與工作績效之相 關性研究－以高雄地區銀行為例。未出版碩士，立中山大學人力資源管理研究所。
沈進成、王銘傑（2007）。工作士氣隊工作績效影響關係之研究-以工作壓力為干擾變項。經理管理論叢，3，81-98。
阮素惠（2011）。國民小學女性校長領導風格、教師參與決定與工作投入關係之研究。未出版碩士，立屏東教育大學教育行政研究所。
林町達（2014）。「工作家庭措施與工作家庭氣候對家庭工作衝突之影響-以組織支持感知為中介」，國立中央大學，碩士論文。
林鉦棽、蕭淑月、何慧清（2005）。社會交換理論觀點下組織支持、組織知識分享行為與組織公民行為相關因素之研究：以信任關係為分析切入點。人力資源管理學報，5(1)，77-110。
洪暄喻（2000）。週休二日政策的影響研究─以台北市政府的個案分析。中國文化大學政治學研究所碩士論文。
翁招玉（2010）。成人教育志工工作價值、工作投入、工作滿足與組織承諾關係之研究。國立中正大學成人及繼續教育所博士論文，未出版，嘉義縣。
陳怡昌、陳玲英（2018）。工作投入在組織認同、角色認同與工作績效間關係之中介效果研究－以台南市小學教師為例。全球商業經營管理學報，10，57-69。
陳昭儒（2003）。工作動機、工作投入與工作績效之關聯性研究-以某鋼鐵公司 KT 廠為例。國立中正大學企業管理研究所碩士論文。
陳玲媛（2011）。博物館志工工作投入與生活滿意度之比較研究。國立高雄師範大學成人教育研究所碩士論文，高雄市。
張碧珊（2008）。臺北縣國民小學兼任行政教師工作價值觀與工作投入之關係研究。國立臺北教育大學教育政策與管理研究所碩士論文。
張錦源、康蕙芬(2015)。國際貿易實務新論著。第十四章出口報關及裝運。
童惠玲、許育維（2011）。「知覺組織支持與員工工作結果–權力距離之調節效果」，服務業管理評論，(9)，35-61。
黃坤謨（2008a）。國民小學校長多元智慧領導、教師工作投入與學校效能關係之研究。國立臺北教育大學教育政策與管理研究所，博士論文，未出版，臺北市。
劉高廷（2013）。知覺組織支持與領領導風格對心理賦能、組織承諾與工作績效之影響性研究－以高雄地區的銀行員工為例，南台科技大學企業管理學系碩士論文。
鄧正榮（2010）。國民中學學校組織溝通與教師工作投入關係之研究。國立政治大學學校行政碩士在職專班, 碩士論文, 未出版。
譚地州（2004）。MBA教程之人力資源管理-從職能培訓道創造績效。世界商業文庫，台北。
二、英文部分
Allen, D. G., Shore, L. M., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99-118.
Allport,G.W.(1945).The psychology of participation. Psychological Review,52(3),117-132.doi：1037/h0056704
Anitha, J., (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management, Volume 63 Iss 3, pp. 308-323.
Argyris, C. (1960). Understanding organizational behavior. Oxford, England: Dorsey.
Bakker, A. B.(2011). An evidence-based model of work engagement. Current Directions in Psychological Science, 20: 265-269.
Baron, A. R. & Greenberg, J. (2003). Organizational Behaviour in Organization. Understanding and managing the human side of work. Canada: Prentice Hall.
Berger,C.J.,& Cummings, L.L.(1979).Organizational structure, attitudes, and behaviors. Research in Organizational Behaviors,1, 169-208.
Black, J. S., & Gregersen, H. B. (1997). Participative decision-making: An integration of multiple dimensions. Human Relations, 50(7), 859–878.
Blau, G. J., & Boal, K. B. (1987). Conceptualizing how job involvement and organizational commitment affect turnover and absenteeism. Academy of management review, 12(2), 288- 300.
Blau, P.M. (1964) Justice in Social Exchange. Sociological Inquiry, 34, 193-206.
Borman, W. C., Motowidlo, S. J., & Schmitt, N. (1993). Personnel selection in organizations. Expanding the criterion domain to include elements of contextual performance, 71-98.
Brouther, K. D. (2002). Institutional, Cultural and Transaction Cost Influences on Entry Mode Choice and Performance. Journal of International Business Studies. 33(2), pp.203-223.
Campbell, J.P.(1990),”Modeling the performance prediction problem in industrial and organizational psychology, In M.D. Dunnette & L.M. Hough (Eds.)” Handbook of industrial and organizational psychology, Palo Alto, CA: consulting Psychologists Press, 12:687-732.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.
Cuieford.(1965).Fundamental Statistics in Psychology and Education.New York:McGraw-Hill.
Dubin, R.(1958).The World of Work. Industrial society and human relations.EnglewoodCliffs, N. J.:Prentice-Hall.
Dubin, R. (1956). Industrial workers' worlds: A study of the "central life interests" of industrial workers. Social Problems, 3(3), 131–142
Eisenberger, R., Hungtington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51–59.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L., (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86, 42-51.
Farh, J.-L., Hackett, R. D., & Liang, J. (2007). Individual-level cultural values as moderators of perceived organizational support--employee outcome relationships in China: Comparing the effects of power distance and traditionality. Academy of Management Journal, 50(3), 715–729.
Gatewood, R. D.,Field, H. S.(1998).Human resource selection.New York:the Dryden Press, Harcourt Brace College.
Gokul, A., G. Sridevi, and P. T. Srinivasan (2012), The relationship between perceived organizational support, work engagement and affective commitment, International Journal of Management, 4(2), 29-37.
Kane, J. S., & Lawler, E. E. (1976). Performance appraisal effectiveness: Its assessment and determinants. Research in Organizational Behavioral, 425-478.
Kanungo, R. N. ( 1979 ) . The concept of alienation and involvementrevisited. Psychological Bulletin, 86, 119-138.
Katz, D. and Kahn, R. L. (1978). The Social Psychology of Organization, 2nd Ed John Wiley and Sons Inc., New York, NY.
Katz, D. (1964). The motivational basis of organizational behavior. Behavioral science, 9(2), 131-146.
Korman,A.(1977).Organization Behavior. Prentice-Hall, Inc. Englewood Cliffs, N.J. Locher, A.H., and Teel,K.s.1988. Appraisal Trends, Personnel Journal,139-145.
Levinson, H. (1965). Reciprocation: the relationship between man and organization. Administrative Science Quarterly, 370-390.
Lodahl, T. M., & Kejnar, M. (1965). The definition and measurement of job involvement. Journal of applied psychology, 49(1), 24.
Macneil,I.R.(1985). Relational contract: what we do and not know. Wisconsin law Review, 4, 483-526.
March, J.G., & Simon, H.A. (1958). Organizations. Wiley.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422
McMillan, R. (1997). Customer satisfaction and organizational support for service providers Doctoral dissertation, University of Florida
Mone, E.M., and London, M.,(2010). Employee Engagement : Through Effective Performance Management- A Practical Guide for Managers.:Talyor & Francis Group NY.
Patchen, J.J.(1970), Education: Relationships with Job Satisfaction and High Individual Job Involvement, Journal of Applied Psychology, 33, 487-499.
Pfeffer,J.(1986).Administrative succession and organizational performance:How administrator experience mediates the succession effect? Academic Management Journal, 29, 72-83.
Porter, L. W., & Lawler, E. E. (1968). What job attitudes tell about motivation. Harvard Business Review, 46(1), 118-126.
Porter, L. W., & Lawler, E. E. (1965). Properties of organization structure in relation to job attitudes and job behavior. Psychological bulletin, 64(1), 23.
Rabinowitz, S., Hall, D. T., & Goodale, J. G. (1977). Job scope and individual differences as predictors of job involvement: independent or interactive?. Academy of Management Journal, 20(2), 273-281.
Rhoades,L., & Eisenberger,R. (2002).Perceived organizational support: a review of the literature. Journal of Applied Psychology,87(4),698-714.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of Applied Psychology, 87(4), 698.
Robbins, S.P. (2003). Organisational behaviour (10th ed). San Diego: Prentice Hall.
Robbins, S. P., & Judge, T. A. （2012）. Organizational Behavior 15th Edition: Prentice Hall.
Robinowitz, S., & Hall, D. T.（1977）. Organizational Research on JobInvolvement, Psychological Bulletin, 84, 265-288.
Robinson,S.L., Kraatz., M.s.,& Rousseau, D.M.(1994).Changing obligations and the psychological contract: a longitudinal study. Academy of Management Journal,37(1),137-152.
Rousseau, D.M.(1989).Psychological and implied contracts in organizations. Employee Responsibilities and Rights Journal, 2(2),121-139.
Saekoo, A., 2011. Examining the effect of trust, procedural justice, perceived organizational support, commitment, and job satisfaction in royal Thai police: The empirical investigation in social exchange perspective. Journal of Academy of Business and Economics, 11(3), 229-237.
Searle, B., Bright, J. E. H., & Bochner, S. (2001). Helping people to sort it out: The role of social support in the Job Strain Model. Work & Stress, 15(4), 328–346.
Shore, L. M., & Wayne, S. J. (1993). Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support. Journal of applied psychology, 78(5), 774.
Shore, L. M., & Shore, T. H. (1995). Perceived organizational support and organizational justice. In R. Cropanzano, & M. Kacmar (Eds.), Organizational politics, justice and support: Managing the social climate in the work place (pp. 149-164) Westport, CT: Quorum Books.
Stinglhamber, F., De Cremer, D., & Mercken, L., 2006. Perceived support as a mediator of the relationship between justice and trust: A Multiple foci. Group & Organization Management, 31 (4), 442-468.
Treadway, D. C., Hochwarter, W. A., Ferris, G. R., Kacmar, C. J., Douglas, C., Ammeter, A. P., & Buckley, M. R. (2004). Leader political skill and employee reactions. The Leadership Quarterly, 15(4), 493-513.
Viswesvaran, C., Schmidt, F. L., & Ones, D. S. (2005). Is There a General Factor in Ratings of Job Performance? A Meta-Analytic Framework for Disentangling Substantive and Error Influences. Journal of Applied Psychology, 90(1), 108–131.
Vroom, V. H. (1962). Egoinvolvement, job satisfaction, and job performance. Personnel Psychology, 15(2), 159–177. doi：10.1111/j.1744-570.1962.tb01858.x
Vroom, V. H.（1964）. Work & Motivation. NewYork: JohnWiley & Sons.
Williams & Anderson (1991).Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and in-role Behaviors , Journal of Management, 17: 601-617.
Wright, P.M. and Boswell, W.R. (2002) Desegregating HRM: A Review and Synthesis of Micro and Macro Human Resource Management Research. Journal of Management,  
三、網路部分
陳建丞(民97)。員工知覺的組織支持與工作績效間的中介模型研究，25 卷，3 期，309-331。採自https://jom.management.org.tw/upload/alistfs1411051422184446.pdf
蔡佩君(104)。進出口通關實務操作手冊，採自http://vip.web66.tw/_file/C3/30150/Dfile/1501396005863file.pdf
財政部統計處(2021)。世界各主要國家貿易值排名 - WTO公布(90-109年)。採自https://www.mof.gov.tw/singlehtml/278?cntId=57465
法務部(2021)。關稅法 第22條。採自https://law.moj.gov.tw/LawClass/LawParaDeatil.aspx?pcode=G0350001&bp=3
法務部(2021)。報關業設置管理辦法。採自https://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=G0350007