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研究生:黃智
研究生(外文):Chih Huang
論文名稱:工作經驗、資訊尋找行為與工作滿足之關係:以管理碩士為例
論文名稱(外文):Relationships among Working Experience, Information-Seeking Behaviors and Job Satisfaction - taking the MBAs as examples
指導教授:溫金豐溫金豐引用關係
指導教授(外文):Jin-Feng Uen
學位類別:碩士
校院名稱:國立中山大學
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
畢業學年度:88
語文別:中文
論文頁數:131
中文關鍵詞:角色壓力資訊尋找行為組織社會化程度新進人員工作經驗工作滿足
外文關鍵詞:newcomersinformation-seeking behaviorsrole stressworking experience
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論文名稱:工作經驗、資訊尋找行為與工作滿足之關係 頁數:131
-以管理碩士為例
院校系所:國立中山大學人力資源管理研究所
畢業時間及提要別:八十九學年度第一學期碩士學位論文摘要
研究生:黃 智 (Chih-Huang) 指導教授:溫金豐 (Jin-Feng Uen)
論文提要內容:
隨著國內經濟發展以及國際經營環境的競爭日益激烈,國內高等學府之管理教育蓬勃發展,每年投入企業界的新進管理專業人才多達數千人,管理碩士(MBA)在台灣的經濟發展中逐漸扮演重要的角色。在現今網際網路和知識經濟所引領的第三波經濟衝擊下,企業界期待學校所培養出來的MBA能很快地適應工作環境,發揮所學。過去有許多組織社會化相關的研究較多是從組織的觀點論述社會化實務對個人工作調適的影響,而從個人的行為因素做為基礎論點的研究則較為缺乏,但目前新進人員的先前工作經驗及資訊尋找行為有助於組織社會化及工作滿足,已受到學者們的重視。因此,本研究以新進管理碩士人員為對象,從企業界的管理實務及個人特性方向來思考管理碩士在進入企業的前、後,有哪些個人因素或行為及社會化程度的特定內容,可能會直接或間接影響其工作滿足;也期望所探討之結果能對國內管理人才的培養有所助益。
本研究採縱斷性設計,在新進管理碩士人員進入組織約3-4個月及10-12個月時分別進行實證調查,其重要之發現如下:
一、不同工作經驗在組織社會化程度的差異性
1.打工及實習工作經驗在25個月以上者,較1~12個月者更能有效識組織運作特性;而有工作經驗者亦較無經驗者能了解。
2.在就讀研究所前有正式工作經驗者,比無經驗者較能瞭解組織中的專業技術用語及理解各項訊息涵義;而正式工作經驗在7~12個月者,較1~6個月者更能瞭解在組織中哪些是適當或不適當的行為。
3.目前工作性質與過去正式工作性質部份相似者:(1)比完全不同者較能與組織內成員建立良好、滿意的工作關係;(2)比完全不同者在組織目標與價值觀瞭解程度也較佳。
二、不同工作經驗在工作滿足的差異性
1.無打工及實習經驗者比有經驗者於內在、外在及一般滿足的程度上皆較高。
2.目前工作性質與過去打工及實習性質完全不同者比部份相似者在外在滿足的程度較高,
三、工作經驗、資訊尋找行為對組織社會化程度、工作滿足以及組織社會化程度對組織社會化程度之影響
1.目前工作與過去正式工作性質相似者,對組織的目標與價值觀有較正確之理解
2.目前工作與過去正式工作性質相似者,內在滿足感較高。
3.若愈以「測試」的方式獲得資訊,則會降低與組織成員建立成功及令人滿意的工作關係的可能性;也會降低對組織目標與價值觀的瞭解程度。
4.詢問「第三者」對外在滿足有顯著正向影響,而以「測試」的方式獲取資訊則會降低一般滿足的程度。
5.愈瞭解組織運作的特性,一般滿足感愈高;而愈瞭解組織中的專業用語或行話,外在滿足愈高;對組織目標與價值觀愈明確瞭解者,對內在、外在及一般滿足的程度愈高。


四、組織社會化程度的中介效果(mediating effect)
1.目前工作性質與過去正式工作的相似性,會透過組織社會化程度間接影響內在滿足。
2.組織社會化程度在資訊尋找行為與外在滿足、一般滿足的關係中,有部份中介效果。
五、角色壓力的干擾效果(moderating effect)
大多數低分組的角色壓力在組織社會化程度與工作滿足關係中的可能影響比高分組較為明顯,且多在內在滿足或一般滿足上的可能影響較為明顯。

關鍵詞:新進人員、工作經驗、資訊尋找行為、組織社會化程度、角色壓力、工作
Relationships among Working Experience, Information-Seeking Behaviors
and Job Satisfaction - taking the MBAs as examples
Abstract
As the domestic economy develops and international managerial environment becomes more complicate and competitive, managerial and administrative educations in universities grow a lot. Thousands of newly-graduated MBAs take their jobs in various industries. These MBAs are becoming more and more important in Taiwan. Under the impact of the fast growing internet applications and knowledge economy, companies that hire MBA graduates expect them to adjust to their working environment as soon as possible so that they can apply what they have learned to their jobs. Therefore, issues related to organizational socializations are often discussed. However, most researches often explore the influence to the adjustments upon works from the point of view of organizations. However, Studies of organizational socialization based on personal behavior factorial analysis are few. Nevertheless, newcomers’ previous working experience and information-seeking behaviors do affect their working experience and socialization in the company where they stay. And, this point is getting focused. Thus, MBA newcomers in companies are the objects of this study. The study will focus on the personal factors, behaviors, specific contents of socialization levels that affect directly or indirectly the MBAs as newcomers’ working experience before and after they work in the firms. Also, the study hopes the results can bring some help for companies to manage those MBA newcomers of administrative experts.
Numerous recently-graduated MBAs who had worked for 3-4 months and 10-12 months in their first jobs were asked to fill in the questionnaires. After analyzing the data , the results are stated as below:
Ⅰ. Differences of organization socialization due to different working experience.
1.Those who have part-time work more than 25 months can understand practices in an organization more easily then those of 1-12 months.
2.The newcomers who have formal working experience before studying in graduate school can understand professional terms about their current jobs and the meaning behind them better than the ones without formal working experience.
3.If there is partial similarity among current job and previous ones, the results would be: (1) the possibility of maintaining satisfying working relationships with others is higher than the one whose current and previous job have there is no similarity at all. (2) Newcomers could understand the organizational goals and values better than those whose current jobs are totally different from previous ones.


Ⅱ. Differences of job satisfaction due to different working experiences
1.Intrinsic and extrinsic satisfaction will be higher if the newcomers don’t have part-time working experience previously.
2.The extrinsic satisfaction that current job is totally different from previous ones is higher than the extrinsic satisfaction that it is only partially similar among current and previous jobs.
ІІІ.The influences of working experience, information seeking upon levels of organizational socialization, job satisfaction and influences of organizational socialization upon socialization in organizations.
1.Newcomers could have better comprehension of organizational goals and values when their current jobs are similar with previous ones.
2.Intrinsic satisfaction is higher if current jobs are similar with previous ones.
3.If information-seeking is reached by “ testing”, the possibility to gain successful & satisfying working relationships with members in the organizations decreases and so do the level of understanding organizational goals and values.
4.Asking the third party can help bring more extrinsic satisfaction. Using testing as the method to reach information seeking may decrease levels of general satisfaction.
5.General satisfaction is higher when the newcomers understand the characteristics of organizational practices better. Extrinsic satisfaction will be higher when the newcomers have better comprehension of certain specific terms or languages within the organizations. Those who have better and more correct comprehension of organizational goals and values reach higher intrinsic, extrinsic satisfaction and general satisfaction.
Ⅳ. The mediating effect of organizational socialization content
1.The similarity among current and previous jobs affects the level of intrinsic satisfaction indirectly through the organizational socialization content.
2.The level of organizational socialization is the mediating effect when discussing the relations between information-seeking behaviors, general satisfaction and extrinsic satisfaction.
Ⅴ. The moderating effect of role stress.
Most role stress in the lower-grades groups influences the organizational socialization content and job satisfaction more than higher-grades groups, specially for the intrinsic and general satisfaction.

Key words: newcomers, working experience, information-seeking behaviors, role stress,
job satisfaction.
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
第三節 研究流程 5
第二章文獻探討 6
第一節 工作滿足的相關內容 6
第二節 新進人員的組織社會化 12
第三節 新進人員的資訊尋找行為 22
第四節 新進人員的工作經驗 29
第三章 研究方法 32
第一節 研究架構 32
第二節 研究變項的操作性定義與衡量 33
第三節 修正後之研究架構與研究假設 42
第四節 資料蒐集方法與樣本特性分析 49
第五節 資料分析方法 51
第六節 研究限制 52
第四章 實證分析與討論 53
第一節 各研究變項之描述性統計分析 53
第二節 資訊尋找行為與組織社會化、工作滿足的關係 55
第三節 工作經驗與組織社會化程度、工作滿足之關係 60
第四節 各相關變項之影響性分析與探討 69
第五節 組織社會化程度之中介效果分析與探討 72
第六節 角色壓力對組織社會化程度與工作滿足之影響 76
第五章 結論與建議 94
第一節 結 論 94
第二節 建 議 102

參考文獻 105
附錄一:問卷發放與回收表 112
附錄二:問卷 114
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