臺灣博碩士論文加值系統

　　在1990年後民主化的蒙古，得力於中小企業的蓬勃發展，經濟和就業機會快速成長。同此時，中小企業面臨的挑戰即是員工工作績效及工作滿意度具高度不穩定性，進而造成公司經營績效的負向影響。然而研究蒙古中小企業員工工作滿意度及工作績效的研究非常有限。本研究旨在調查影響蒙古中小企業員工工作績效及工作滿意度的因素。並以問卷方式對蒙古首都烏蘭巴託的中小企業中重要的六家公司的 151 名員工進行問卷施測。由實證結果顯示領導風格對工作滿意度的解釋訊息達 56.5%；福利因表的解釋力達50.9%；組織對員工培訓的解釋力約38.1%；機構承諾的解釋力約28.3%；最低訊息量的為工作負荷量，約25.0%，然仍具有高度及正向的解釋力。然而由多元迴歸結果顯示，工作負荷量將不再具顯著性，換言之，工作負荷量訊息將由其它因素取代。

　　In the aftermath of the transition to democracy of Mongolia in 1990, there has been an increase in the role of small and medium enterprises in job creation and economic growth.
　　In Mongolian Small Medium, enterprises (SME) are faced with challenges of employee performance and with unstable workers, which are impactful to the company capacity, quality of work, and profits. Therefore, studied the factors that affect employee job satisfaction, such as improving their quality of products or service, profit, and which is affecting the organization's productivity. However, there is very limited research and papers about Mongolian SMEs' job satisfaction.
　　Accordingly, this study is conducted to examine the factors that influence job satisfaction among SMEs employees in Mongolia. The objective of the study was: (a) to identify job satisfaction influences of the industry employees; and (c) to identify the relationship between factors and job satisfaction of the employees.
　　This research attempts to determine what factors impact job performance of Mongolian SMEs. To do so, it conducts an analysis of empirical data from questionnaire surveys to workers' effect factors behind job satisfaction. Data were collected from employees in Mongolian SMEs through the questionnaire to assess the perception towards the level of satisfaction and performance. And in this study, the empirical data involved 151 employees of six companies operating in Ulaanbaatar SME fields.
　　The research aims to examine the effect of job performance on the levels of job satisfaction and other factors among employees in Mongolian SMEs. A structured questionnaire was used as an instrument for data collection, with academic staff in the Mongolian SMEs as respondents. The results of regression analysis indicated that a supervisor has a positive impact on job satisfaction. Supervisor explains the 56.5 percent of job satisfaction, welfare 50.9 percent and 38.1 percent of training of organizations staff. Additionally, institution commitment has also a positive impact on the job satisfaction of academics and explains 28.3 percent of job satisfaction. Although, workload has most low percent 25.0 percent it is workload is approved not impact on job satisfaction.
　　The study result is, can provide a suitable climate to increase the performance level and thus, supervisor, welfare, training, institution commitment and job performance of staff will increase. The results and recommendations in the paper will be of impact to all SMEs and staff, not only for the Mongolian SMEs but also for employees in all SMEs.

準碩士推薦函 i
ACKNOWLEDGEMENT ii
論文摘要內容： iii
ABSTRACT iv
TABLE OF CONTENT vi
LIST OF TABLE ix
LIST OF FIGURE x
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 SMEs of Mongolia and Labor market in Mongolia 2
1.2.1. Labor force, labor underutilization of Mongolia 4
1.3 Research Contribution 6
1.4 The Structure of the study 7
1.5 Research process 8
CHAPTER TWO LITERATURE REVIEW 10
2.1 Job satisfaction 10
2.2 Job Performance 12
2.3 The relationship between each variable and job satisfaction 14
2.3.1 Supervisor and job satisfaction 14
2.3.2 Welfare and job satisfaction 17
2.3.3 Employee's training and development and job satisfaction 19
2.3.4 Workload and job satisfaction 21
2.3.5 Institution commitment and satisfaction 24
2.3.6 Job satisfaction and Job performance 26
CHAPTER THREE RESEARCH METHODOLOGY 29
3.1 Research model 29
3.2 Empirical Data 30
3.3 Questionnaire design 31
3.4 Pilot test 32
3.5 Sampling Plan and Data collection 33
3.6 Data analysis Procedures 34
3.6.1 Descriptive Statistic Analysis 35
3.6.2 Reliability tests 35
3.6.3 Factor analysis 35
3.7 Inference statistics analysis methods 36
3.7.1 Independent Sample t-test 36
3.7.2 Analysis of Variance (ANOVA) 36
3.7.3 Regression analysis 36
CHAPTER FOUR RESULT AND DISCUSSIONS 38
4.1 Description Analysis 38
4.1.1 Response Rates 38
4.1.2 Measurement Results for Relevant Research Variables 39
4.2 Factor Analysis and Reliability Test 44
4.2.1 Job satisfaction factor 45
4.2.2 Supervisor factor 46
4.2.3 Welfare factor 46
4.2.4 Employee training and development factor 47
4.2.5 Workload factor 47
4.2.6 Institution commitment factor 48
4.3 Difference test 49
4.3.1 T-test 49
4.3.2 ANOVA test 51
4.3.3 Regression Analysis 53
CHAPTER FIVE CONCLUSIONS 56
5.1 Research Conclusions 56
5.2 Recommendation 59
REFERENCE 60
APPENDIX Questionnaire of Mongolian small medium enterprises workers 72
LIST OF TABLE
Table1.1The labor force of Mongolia 4
Table1.2 Definitions of SMEs in Mongolia 5
Table3.1 Research Instrument 32
Table4.1 Demographics of participating workers background 38
Table4.2Descriptive analyses for questionnaire items for Job satisfaction 40
Table4.3 Descriptive analyses for questionnaire items for Supervisor 41
Table4.4 Descriptive analyses for questionnaire items for Welfare 42
Table4.5 Descriptive analyses for questionnaire items for Employee training and development 42
Table4.6 Descriptive analyses for questionnaire items for Workload 43
Table4.7 Descriptive analyses for questionnaire items for Institution commitment 44
Table4.8 Result of Factor analysis and Reliability of Job satisfaction 45
Table4.9 Result of Factor analysis and Reliability of Supervisor 46
Table4.10 Result of Factor analysis and Reliability of Welfare 46
Table4.11 Result of Factor analysis and Reliability of ETD 47
Table4.12 Result of Factor analysis and Reliability of Workload 48
Table4.13 Result of Factor analysis and Reliability of Institution commitment 48
Table4.14 The difference in “Factors” on “Gender” 50
Table4.15 The difference in “Factors” on “Age” 51
Table4.16 The difference in “Factors” on “Education” 52
Table4.17 The difference in “Factors” on “Experience” 53
Table4.18 Results of Regression analysis of all factors and Job satisfaction 53
LIST OF FIGURE
Figure 1.1 Labor Force Participation Rate in Mongolia 3
Figure 1.2 Gross domestic product from 2 1 3
Figure 1.3 Research process 1 8

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