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研究生:沈崇源
研究生(外文):Chung-Yuan Shen
論文名稱:派遣員工組織報酬、主管支持、程序公平與組織承諾關係之研究-以知覺組織支持為中介變項
論文名稱(外文):A Study of the Relationship Among Organizational Reward, Supervisor Support, Procedure Justice and Organizational Commitment of Temporary Employees: Perceived Organizational Support as Mediating Variable
指導教授:王湧泉王湧泉引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:144
中文關鍵詞:派遣員工、組織報酬、主管支持、程序公平、雙知覺組織支持、雙組織承諾
外文關鍵詞:Temporary Employees、Organizational Reward、Supervisor Support、Procedure Justice、Dual Perceived Organizational Support、Dual Organizational Commitment
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由於面臨全球化的競爭,組織為了在人員上保持彈性,以因應產業環境與市場的需求變化,維持其整體競爭力,派遣人員的組織因而快速成長。
然而對於派遣員工來說,除薪資係其關切的重點外,越來越多的派遣員工會在意組織措施或制度的滿意程度,再者,派遣員工與組織的關係呈現動態的情形,派遣員工會觀察與回應組織所給的支持,因此,組織若願意提供支持及滿足員工的需求,將會促使員工更積極履行其義務。所以,組織為了避免表現良好的員工流失,如何持續提升與維持派遣員工的組織承諾,已成為企業所關注的議題。
本研究主要在探討派遣員工組織報酬、主管支持、程序公平、雙知覺組織支持(派遣機構與要派機構)與雙組織承諾(派遣機構與要派機構)之關係,以派遣員工為主要研究對象並進行問卷調查,總共發放610份問卷,回收332份,有效問卷為294份,經統計分析後得知以下之研究結果:
ㄧ、派遣員工組織報酬、主管支持、程序公平對派遣與要派機構組織承諾具有顯著正向影響。
二、派遣員工組織報酬、主管支持、程序公平對派遣與要派機構知覺組織支持具有顯著正向影響
三、派遣員工之派遣與要派機構知覺組織支持對派遣與要派機構組織承諾具有顯著正向影響。
四、派遣員工之派遣與要派機構知覺組織支持對組織報酬、主管支持、程序公平與派遣及要派機構組織承諾之間具有中介效果。
五、派遣員工不同人口統計變項在組織報酬、主管支持、程序公平、派遣與要派知覺組織支持及組織承諾之間具有顯著差異。
As a result of global competition, organizations must remain flexibility in human resources, to cope with the industrial environment and the market demand change, maintain the whole competitioness of organizations. Thus, the number of temporary employees has been increasing rapidly.
For temporary employees, temporary employees pay more attention to organizational measures or institutional the level of satisfaction. Temporary employees-organizations relationship appears to be dynamic, they can observe and responding to the organization's support to them. If the organization is willing to provide support and meet employees’ need, will causes the employees are positive to fulfill its obligations. Therefore, how organizations can promote continually and maintain temporary employees sense of organizational commitment and has become an important issue.
This study mainly discusses about the relationship among organizational reward, supervisor support, procedure justice, dual perceived organizational support (agency and client organizational) and dual organizational commitment (agency and client organizational) of Temporary employees. By surveying for Temporary employees, the researcher sent out 610 questionnaires and received 332 back with 294 valid. The results of analysis are as below:
1.Organizational reward, supervisor support, and procedure justice has positive effect on agency and client organizational commitment.
2.Organizational reward, supervisor support, and procedure justice has positive effect on perceived agency and client organizational support.
3.Perceived agency and client organizational support has positive effect on agency and client organizational commitment.
4.Perceived agency and client organizational support has a mediating effect on the relationship between organizational reward, supervisor support, procedure justice and agency and client organizational commitment.
5.There are significant differences among various demographic variables on organizational reward, supervisor support, procedure justice, perceived organizational support and organizational commitment.
中文摘要 i
Abstract ii
謝誌 iii
目錄 iv
表目錄 v
圖目錄 vii
第壹章 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 4
第貳章 文獻探討 5
第一節 勞動派遣 5
第二節 組織報酬、主管支持、程序公平 9
第三節 知覺組織支持 34
第四節 組織承諾 45
第五節 各研究變項之關係 58
第参章 研究方法 65
第一節 研究架構 65
第二節 研究假設 66
第三節 研究變項之操作型定義與衡量工具 67
第四節 研究對象 73
第五節 資料分析方法 75
第六節 量表之信效度分析 78
第肆章 資料分析與結果 83
第一節 人口統計變項的差異性分析 83
第二節 組織報酬、主管支持、程序公平、知覺組織支持與組織承諾相關分析 90
第三節 組織報酬、主管支持、程序公平、知覺組織支持與組織承諾迴歸分析 92
第伍章 結論與建議 107
第一節 研究結論 107
第二節 研究建議與限制 117
參考文獻 121
中文部分 121
英文部分 124
附錄一 133
本研究問卷 133
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