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題名:直銷商組織認同、知識分享、工作投入與工作績效關係之研究─以美商賀寶芙台灣直銷商為例
作者:陸象君
校院名稱:高雄師範大學
系所名稱:成人教育研究所
指導教授:楊國德
學位類別:博士
出版日期:2013
主題關鍵詞:直銷商組織認同知識分享工作投入工作績效Distributororganizational identityknowledge sharingjob involvementwork efficiency
原始連結:連回原系統網址new window
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本研究旨在探討直銷商組織認同、知識分享、工作投入與工作績效關係,以美商賀寶芙台灣分公司直銷商為研究對象,研究目的包括一、瞭解直銷商組織認同、知識分享、工作投入與工作績效之情形。二、分析不同背景直銷商組織認同、知識分享、工作投入與工作績效之差異性。三、探討直銷商組織認同、知識分享、工作投入與工作績效之相關性。四、建構直銷商組織認同、知識分享、工作投入與工作績效之關係模式。五、根據模式建構的研究成果,提供具體建議供直銷公司及其從業者與後續相關研究參考。
本研究以美商賀寶芙台灣分公司直銷商為對象,台灣地區為範圍,總計發放問卷共計500份,回收398份,回收率約79.6%。收回問卷後,進行人工篩檢程序,扣除無填答完整或非正常性作答等無效問卷88份,本研究共取得有效樣本計310份。使用工具為直銷商組織認同、知識分享、工作投入與工作績效關係之研究,以美商賀寶芙台灣直銷商為例問卷。問卷共分為四部分「組織認同問卷量表」、「知識分享量表」、「工作投入量表」、「工作績效量表」,採用統計方法包括描述性統計分析、信度分析、效度分析、獨立樣本 t 考驗、單因子變異數分析、皮爾森積差相關與結構方程模式等,進行資料分析與考驗研究假設。
本研究之結論如下:
一、 直銷商在組織認同、知識分享、工作投入與工作績效實際情況良好。
二、不同背景變項直銷商,在組織認同、知識分享、工作投入與工作績效具有以 下差異:
(一)男性、31至40歲年齡層,專科學歷以上之直銷商,對組織認同的認知較高,對相似性的覺知較強。
(二)男性、31至40歲年齡層,專科學歷以上,位階愈高之直銷商,對知識分享的認知較高。
(三)男性、31至40歲年齡層,專科學歷以上,總裁、富豪位階,對工作投入的認知較高。
(四)男性、31至40歲年齡層,專科學歷以上,總裁、富豪位階,月升入所得10萬至20萬之直銷商,在工作績效表現最好。
三、直銷商之組織認同、知識分享、工作投入及工作績效,彼此正向相關並且相 互影響。
四、直銷商之組織認同、知識分享、工作投入及工作績效,的結構方程模式適配度良好。
本研究依據主要發現與結果,分別從對直銷組織負責人的建議、對直銷從業人員的建議等兩方面,提出有助於提升直銷組織及個人經營直銷事業的具體建議,及對未來研究的建議與參考。
This study aimed to investigate the organizational identity, knowledge sharing, job involvement and work efficiency relationships to Herbalife Distributors Taiwan branch, including research purposes are: First ,to understand Distributor organizational identity, knowledge sharing, job investment and work efficiency situations. Second, the analysis of different backgrounds Distributor organizational identity, knowledge sharing, job involvement and work efficiency differences. Third, explore Distributor organizational identity, knowledge sharing, job involvement and work efficiency correlation. Fourth, build organizational identity, knowledge sharing, job involvement and work efficiency relation mode. Fifth, according to the model construction research results, providing specific recommendations for practitioners and distribute company and its follow-up research reference.
In this study, Take Herbalife Distributor Taiwan Branch as the sample for questionnaires. A total of 500 questionnaires were returned 398 copies, recovery of about 79.6%. Recovered questionnaires, after artificial examination, deducting non-complete answers or abnormal answers of 88 invalid questionnaires, this study achieved a total effective sample of 310 copies. Take the relationship of direct distributor’s organization identification, knowledge sharing, job involvement and work efficiency in Herbalife’s company Taiwan branch questionnaire as the research tool.
Questionnaire is divided into four parts: "A questionnaire of organizational identification scale" ,"A questionnaire of knowledge sharing Scale ","A questionnaire of Work Engagement Scale "," A questionnaire of work efficiency scale ", the use of statistical methods are: descriptive statistical analysis, reliability analysis, validity analysis, independent sample t test, one factor variation Number analysis, Pearson correlation and structural equation modeling, data analysis and test hypotheses.
The conclusions of this study are as follows:
First, the distributor in the organizational identity, knowledge sharing, job involvement and work efficiency actually in good condition.
Second, different background variables Distributors in organizational identity, knowledge sharing, job involvement and work efficiency with the following differences:
(1) Male, 31 to 40 years age group, collage degree , Distributors agree on the organization of cognitive higher, stronger similarity of awareness.
(2) Male, 31 to 40 years age group, college degree or above, the higher the rank of the distributor, the higher awareness of knowledge sharing.
(3) Male, 31 to 40 years age group, college degree or above, president of rank, the higher awareness on job involvement.
(4) Male, 31 to 40 years age group, college degree or above, CEO, Regal rank, month ascend income 100,000 to 200,000 of the distributors, the best performance at work.
Third, the distributor of organizational identity, knowledge sharing, job involvement and work efficiency positively correlated with each other and influence each other.
Fourth, the distributor of organizational identity, knowledge sharing, job involvement and work efficiency, structural equation model with a good fit.
This study is mainly based on findings and results, suggested respectively, for company or organization and individuals responsible for manage distribution business, recommendations proposed help to improve the operation of distribution business for both organizations and individuals, and for future research recommendations and reference.
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1. 企業投入ESG、員工工作投入及工作績效之研究
2. 人力資源管理社會責任認知、心理可得性、工作不安全感、組織認同、建言行為和工作績效之間的影響關係:組織危機反應滿意度的調節作用
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9. 以跨層次模型探討職涯使命感與組織公平氛圍對公部門員工個人工作行為之影響
10. 以治理機制與權力關係觀點論主管機關與民間體育組織之治理關係
11. 教師工作投入與工作滿意、組織承諾之後設分析
12. 家族控制對國際化, 雙元創新及組織績效影響之研究
13. 嘉義縣市國小教師倫理意識型態、專業倫理、工作投入與工作適應之建構與驗證
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