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研究生:周瑋軒
研究生(外文):Wei Hsuan Chou
論文名稱:工作要求-資源模式、專業承諾與工作敬業心關係之研究-以南科及高科之高科技產業人員為例
論文名稱(外文):A study on the Job Demand-Resource Model, Professional Commitment and Job Engagement : Evidence from High-Tech Industry Employees
指導教授:王湧泉王湧泉引用關係
指導教授(外文):Yung Chuan Wang
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:101
畢業學年度:100
語文別:中文
論文頁數:129
中文關鍵詞:高科技產業人員工作要求-要求模式專業承諾工作敬業心
外文關鍵詞:High-tech industry employeesjob demand-resource modelprofessional commitmentjob engagement
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隨著科技快速地變遷,以及日趨自由化的競爭環境下,高科技產業已成為台灣目前政府產業政策中最重要的方向之一,且在台灣未來經濟發展中扮演主導性的角色。然而,科技公司若要蓬勃發展並維持競爭力,對於科技專業人力的管理與員工其工作態度乃關鍵因素。科技業者必須著力於建構一個可維繫員工敬業的工作環境,以使高科技產業人員樂意留任組織並奉獻其專業。
本研究擇取南科及高科之科技廠商所屬之高科技產業人員為研究對象,分析其從公司所得到之工作要求、工作資源對其專業承諾與工作敬業心之影響,並進一步探討是否透過專業承諾而對工作敬業心有不同程度之影響。本研究採用問卷調查法,共發出850份問卷,有效問卷568份。經結構方程模式分析後,研究結果發現:
一、員工從其公司所得到之工作要求對其工作敬業心有顯著的負向影響,其中以工作環境、時間壓力影響程度較高;員工從其公司所得到之工作資源對其工作敬業心有顯著的正向影響,其中以工作保障、成長發展影響程度較高。
二、員工從其公司所得到之工作要求對其專業承諾有顯著的負向影響;員工從其公司所得到之工作資源對其專業承諾有顯著的正向影響。
三、員工專業承諾對其工作敬業心有顯著的正向影響。
四、工作要求將會透過專業承諾而顯著負向影響工作敬業心;工作資源會透過專業承諾而顯著正向影響工作敬業心。
With the rapidly changes of technology and the liberalized competitive environment increasingly, The high-tech industry has become one of the most important direction of the government property in Taiwan, and play a dominant role in Taiwan's economic future. However, technology companies to flourish and remain competitive, IT professional manpower management and staff attitude are key factors. The IT industry must focus on construction of a can to maintain the working environment of employees dedicated to high-tech industries willing to remain in the organization and dedication to his profession.
This research has taken technicians of technology companies at Southern Taiwan Science Park and Kaohsiung Science Park as the research objects to understand the situation of their job demand, job resource, professional commitment and job engagement to their organization. Further, to examine whether the professional commitment has mediating effects in the relationship of job demand, job resource and job engagement. This research has applied questionnaire. There are total 850 copies have been sent out, of which, 568 copies are effective. Through the analysis of structural equation modeling, the research results are as followings:
1. Job demand of employee is significant negatively related to job engagement, including the impact of a higher degree are work environment and time pressure; Job resource of employee is significant positively related to job engagement, including the impact of a higher degree are job security and employee development.
2. Job demand of employee is significant negatively related to professional commitment; Job resource of employee is significant positively related to professional commitment.
3. Employee’s professional commitment is significant positively related to job engagement.
4. Employee’s professional commitment has mediating effect between job demand and job engagement; Employee’s professional commitment has mediating effect between job resource and job engagement.
摘要................................................................i
Abstract............................................................ii
目錄...............................................................iv表目錄.............................................................vi圖目錄............................................................viii
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.. ................................................4
 第四節 名詞解釋... ...............................................5
第二章 文獻探討.....................................................7
 第一節 高科技產業之簡介...........................................7
 第二節 工作要求-資源模式... ....................................11
 第三節 專業承諾..................................................21
 第四節 工作敬業心................................................34
 第五節 工作要求-資源模式、專業承諾與工作敬業心之關係............41
第三章 研究方法....................................................47
 第一節 研究架構..................................................47
 第二節 研究假設..................................................48
 第三節 研究變項之操作性定義與衡量................................51
 第四節 研究對象與調查方法........................................60
 第五節 資料分析方法..............................................61
 第六節 量表之因素分析與信度分析..................................65
第四章 實證分析....................................................73
 第一節 樣本描述性統計分析........................................73
 第二節 相關分析..................................................76
 第三節 測量模式分析..............................................83
 第四節 結構方程模式分析..........................................86
 第五節 研究假設結果檢定..........................................97
第五章 結論與建議.................................................103
 第一節 研究結論.................................................103
 第二節 管理意涵與管理實務建議...................................109
 第三節 研究限制與後續研究建議...................................113
參考文獻..........................................................115
一、中文部份.......................................................115
二、英文部份.......................................................119
附錄 問卷.........................................................127
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