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研究生:李英瑞
研究生(外文):Ying-Jui Lee
論文名稱:知覺組織支持與情感性變革承諾之關係:主動性人格之干擾效果
論文名稱(外文):The Relationship Between Perceived Organizational Support and Affective Commitment to Organizational Change: The Moderating Effect of Proactive Personality
指導教授:莊智薰莊智薰引用關係
指導教授(外文):Chih-Hsun Chuang
口試委員:卓信佑吳明政
口試委員(外文):Hsin-You ChouMing-Cheng Wu
口試日期:2021-06-22
學位類別:碩士
校院名稱:國立中興大學
系所名稱:高階經理人碩士在職專班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2021
畢業學年度:109
語文別:中文
論文頁數:28
中文關鍵詞:知覺組織支持情感性變革承諾主動性人格
外文關鍵詞:Perceived Organizational SupportAffective CommitmentProactive Personality
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隨著近年來來到越南建廠投資的台灣企業數量日益增多,形成在企業當中管理階層是台灣人,員工是越南人的情況下,管理者與員工之間就存在著或因跨文化因素差異而形成的組織變革障礙,以致影響組織的工作效率和企業的凝聚力。當企業組織不斷地進行調整時,其於變革過程當中伴隨而來的企業轉型、組織變革、流程再造等管理議題,亦會隨著其所在之不同市場、文化而有所影響。因此本研究考量主動性人格特質對於變革承諾之影響,以員工是否具備主動性人格特質,作為知覺組織支持與情感性變革承諾之中介變項,探討知覺組織支持是否會透過主動性人格的中介效果,進而對情感性變革承諾產生影響,以釐清知覺組織支持對情感性變革承諾的影響歷程,是本研究想要一探究竟的議題。
本研究以個案公司的工廠管理幹部及員工作為實證研究對象進行調查分析,共計發放問卷300份,回收有效問卷計268份。研究結果分別為:
1. 知覺組織支持與情感性變革承諾具有正向關係。
2. 主動性人格與情感性變革承諾沒有顯著正向關係。
3. 主動性人格對於知覺組織支持與情感性變革承諾的關係具有干擾效果。
研究結果顯示適時的給予員工組織支持感受,當員工得到組織所給予的幫助時,無論組織所提供的是實質薪資獎酬,或為心理需求的關懷幫助,同時也會引發員工產生應對組織之義務,從而願意回饋組織對員工的承諾。當員工真正由心理層面體會到組織的用心後,其會將壓力轉化為積極的動力,鼓舞員工發揮潛能而有更佳的工作表現,並且為組織增添效用,以達成企業與員工共同成長的目標。本研究希望研究結果可作為企業未來規劃與訂定制度的參考,並提供後續深究之建議。
By the increasing number of Taiwanese investors invest into Vietnam market in recent years, the structure of many organizations has slowly turned into Taiwanese manager and Vietnamese inferior. This creates a multi-cultural working environment and leads to a orginizational change of a firm, which impacts the efficiency at work and the bond of a firm. Enterprise transformation, organizational change and process reengineering are some of the management issue of an adjusting organization. The transformation is likely to depend on the differences of market and culture. Therefore, we investigates the influence of organizational commitment under the proactive personality, whether employees is presented with the trait of proactive personality as the intermediary variable between perceived organizational support and affective commitment. Furthermore, this study explores whether perceived organizational support has an intermediary effect on proactive personality. In order to clarify the influence process of perceived organizational support on the affective commitment.
This paper applies case study on an organization, which managers and employees as the empirical study objects for investigating and analyzing. A total of 300 questionnaire surveys were distributed and 268 valid questionnaire surveys were returned. The results of this study are as following:
1.Perceived organizational support has a positive relationship with the affective commitment.
2.There is no significant positive relationship between the proactive personality and the affective commitment.
3.The proactive personality has a disruptive effect on the relationship between perceived organizational support and affective commitment.
The results show that employees should be given support timely. When employees receive support from the organization, regardless of how the organization provides wage or emotional support, employees do believe that they would contribute to the organization willingly under commitment. As employees truly understand the intentions of the organization, pressure will be transformed into positive motivation, arousing employees' work potential and bringing greater benefits to the organization. In order to achieve the goal of corporate organization and employee growth together. This research can be used as a reference for the future planning and customization of enterprises, and provides suggestions for future research.
摘要.............................................................................................................................................i
Abstract......................................................................................................................................ii
目次...........................................................................................................................................iii
表目次.......................................................................................................................................iv
圖目次........................................................................................................................................v
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
第二章 文獻探討......................................................................................................................4
第一節 情感性變革承諾..................................................................................................4
第二節 知覺組織支持與情感性變革承諾......................................................................5
第三節 主動性人格與情感性變革承諾..........................................................................7
第四節 主動性人格之干擾效果......................................................................................8
第三章 研究方法....................................................................................................................10
第一節 研究對象............................................................................................................10
第二節 資料蒐集程序....................................................................................................11
第三節 變數衡量............................................................................................................11
第四節 資料分析方法....................................................................................................12
第四章 資料分析結果............................................................................................................13
第一節 敘述性統計........................................................................................................13
第二節 相關分析............................................................................................................13
第三節 迴歸分析............................................................................................................14
第五章 結論與建議................................................................................................................17
第一節 結論與理論意涵................................................................................................17
第二節 管理意涵............................................................................................................18
第三節 研究限制............................................................................................................20
參考文獻..................................................................................................................................22
一、中文部分..................................................................................................................22
二、英文部分..................................................................................................................23
附錄一研究問卷......................................................................................................................27
一、中文部分
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李香蓉(2013)。高績效工作系統與觀光旅館服務人員組織承諾關係之研究:知覺組織支持的中介效果。中國科技大學運籌管理研究所碩士論文。
李慧君(2013)。轉型領導與情感性承諾、心理幸福感間關係之研究-工作不安全感的調節作用。國立中山大學人力資源管理研究所碩士論文。
侯玉祥(2014)。以多元的觀點探討組織變革過程中員工變革承諾的前因及影響。國立中興大學企業管理學系博士論文。
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1. 組織變革認知、組織溝通、工作滿足與組織承諾之研究-以台糖公司為例
2. 知覺組織支持對服務導向組織公民行為之影響─以工作滿足、組織認同為中介變項
3. 轉型領導、正向心理資本、知覺組織支持對變革承諾之跨層次分析
4. 主動性人格特質、組織認同與工作熱情的關聯:以專業照顧服務員為例
5. 運動中心員工知覺組織支持、前瞻性人格與工作滿意度之研究
6. 轉型領導與情感性承諾、心理幸福感間關係之研究-工作不安全感的調節作用
7. 高績效工作系統與觀光旅館服務人員組織承諾關係之研究:知覺組織支持的中介效果
8. 知覺組織支持、派遣機構組織承諾與主動性人格對派遣員工要派機構組織承諾的影響
9. 我正向所以我改變:心理資本如何促進變革承諾
10. 以多元的觀點探討組織變革過程中員工變革承諾的前因及影響
11. 高科技產業員工主動性人格特質、工作熱情與職涯滿意之相關研究-以知覺組織支持為調節變項
12. 員工知覺組織支持、工作負荷與工作後果之關連--以人格特質為調節變項
13. 組織成員之主動人格特質、知覺組織支持與職涯滿足關係之研究:以生涯自我管理為中介變項
14. 知覺組織支持對服務導向組織公民行為之影響--以台灣家樂福為例
15. 組織自尊、情感性承諾與知覺組織支持對離職傾向之影響
 
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