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題名:職業承諾前因與後果影響因素之探討
作者:陳志忠
作者(外文):Chih-Chung Chen
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
指導教授:張淑昭
學位類別:博士
出版日期:2006
主題關鍵詞:職業承諾組織承諾工作投入工作滿足occupational commitmentorganizational commitmentjob involvementjob satisfaction
原始連結:連回原系統網址new window
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變動的工作環境,包括組織重整(organizational restructurings)、增加員工工作不安全感的知覺與意外事故的發生,所以許多學者(Handy,1994;Johnson,1996;Meyer & Allen,1997)皆認為員工的承諾將由組織移轉到職業。
所以本研究主要在探討影響員工職業承諾的前因與後果影響因素。樣本對象以金融業的理財專員為主。經由問卷發放,回收問卷數一共310份,剔除問卷回答不完整、亂填等無效問卷37份,有效問卷數一共273份,有效回收率為45.5%。採用LISREL 分析、路徑分析、ANOVA與t檢定來進行假設驗證。研究結果發現:
影響職業承諾的前因有員工的工作投入、員工的工作滿足與員工的組織承諾,此結果表示當員工的工作投入愈高、員工所感受到的工作滿足愈高、或員工對於該組織的依附行為愈高時,員工在該職位上所展露出來的職業承諾也會相對的提高,員工會願意待在該職業上,並對該職業有依附行為的情況發生
而影響職業承諾的後果有離業傾向、離職傾向、與工作績效,此結果表示當員工對於該職業的承諾愈高時,員工對於該職業的離業傾向會偏低、對於該組織的離職傾向亦會偏低,而員工所表現出來的工作績效會提高。
另外,根據樣本中理財專員所得的分析結果,可以發現理財專員對於職業承諾的重視程度比組織承諾來的高。顯示理財專員對於這份工作非常的在乎與願意成為理財專員的一員。所以,管理者必須要重視員工對於職業承諾的重視,滿足員工該職業的需求。如此才有助於公司的永續發展。
Many scholars consider that employees’ commitment will translate from organization to occupation, because organizational restructurings, increasing insecurity, and the accident happened.
Thus, the topic is to discuss the antecedents and outcomes of occupational commitment. The subject is financial specialist in finance holding company. Total is 310, eliminate incomplete questionnaires, there are 273 valid ones. The rate of return is 45.5. To test hypotheses, we used LISREL, path anlysis, ANOVA, and t-test. The results are below.
Employee’s job involvement, Employee’s job satisfaction, and Employee’s organizational commitment are the antecedents of the employee’s occupational commitment. It shows that the more involvement, the more satisfaction, and the more organizational commitment are, the more occupational commitment is. Employees will be willing to stay in the occupation, and attach to the occupation.
Employees withdraw from occupation, Employees withdraw from organization, and Employee’s job performances are the outcomes of the employee’s occupational commitment. It shows that the more occupational commitment is, the fewer employees withdraw from occupation, the fewer employees withdraw from organization, and the more employees’ job performances are.
Further, according to the subjects we reveal that financial specialist paied more attention to occupational commitment than organizational commitment. It show that financial specialist indeed care about and to be the member of financial specialist. Therefore, managers should pay much attention to employees, satisfy employees’ need. Doing so, it will help company growth.
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