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研究生:黃乃容
研究生(外文):Nai-Jung Huang
論文名稱:內部行銷與工作動機關係之研究: 探討心理契約與組織公平之角色
論文名稱(外文):A Study of the Relationship between Internal Marketing and Work Motivation:Exploring the Roles of Psychological Contract and Organizational Justice
指導教授:黃瓊慧黃瓊慧引用關係
指導教授(外文):Chiung-Hui Huang
口試委員:黃培文林豪傑陳必碩黃瓊慧
口試委員(外文):Pei-Wen HuangHao-Jie LinPi-So ChenChiung-Hui Huang
口試日期:2015-06-04
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
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:2015
畢業學年度:103
語文別:中文
論文頁數:152
中文關鍵詞:內部行銷心理契約組織公平工作動機
外文關鍵詞:Internal MarketingPsychological ContractOrganizational JusticeWork Motivation
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內部行銷的建立與執行可作為員工的激勵因子,如績效評估回饋制度與獎酬系統,透過相互承諾與互惠的關係,來吸引或交換員工的貢獻與努力,並提升員工工作動機。本研究旨在探討內部行銷對工作動機之影響;同時進一步確定心理契約與組織公平在此關係中之角色。本研究以中南部地區之傳統製造業、科技業及服務業的員工為對象,有效問卷共計469份。研究結果顯示,內部行銷與心理契約之間存在正向關係;內部行銷與工作動機之間存在正向關係;心理契約與工作動機之間存在正向關係;心理契約在內部行銷與工作動機之間具有完全中介效果;高組織公平(相較於低組織公平),其心理契約與工作動機的正向關係較強。本研究結果除了可填補內部行銷、心理契約、組織公平與工作動機之相關實證研究外,亦對組織人力資源管理實務提出具體之建議。
The establishment and implementation of internal marketing that is as staff incentives factors, such as performance evaluation feedback system and reward system, to attract or exchange employee contributions and efforts, through a mutual commitment and reciprocal relationship, enhance employee work motivation. This study explores the relationship between internal marketing and work motivation, and confirms the roles of psychological contract and organizational justice in the relationship between internal marketing and work motivation. A total of 469 valid questionnaires from the traditional, technologic and service industries of midland and southern Taiwan were collected. The results indicate that there is a significant positive relationship between internal marketing and psychological contract; there is a significant positive relationship between internal marketing and work motivation; there is a significant positive relationship between psychological contract and work motivation; psychological contract completely mediates the relationship between internal marketing and work motivation; the relationship between psychological contract and work motivation will be stronger in high organizational justice than lower organizational justice. The results of this study not only can provide empirical studies of internal marketing, psychological contract, organizational justice and work motivation, but also proposes the related management practices recommendations for human resources management.
摘要
Abstract
誌謝
目錄
表目錄
圖目錄
第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第二章 文獻探討
第一節 內部行銷
第二節 心理契約
第三節 工作動機
第四節 組織公平
第五節 各研究變項間關係之推論
第三章 研究方法
第一節 研究架構
第二節 研究假設
第三節 研究變項之操作型定義與衡量工作
第四節 研究對象與資料收集過程
第五節 樣本特性分析
第六節 資料處理與分析方法
第四章 研究結果
第一節 各研究變項之描述分析
第二節 個人人口變項在各研究變項間之差異分析
第三節 各研究變項間之相關分析
第四節 各研究變項間之迴歸分析
第五節 研究假設之結果彙整
第五章 結論與建議
第一節 理論意涵
第二節 管理實務意涵
第三節 研究限制與未來研究建議
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