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題名:工作動機與工作滿意度之關係-以家庭支持為調節角色與組織承諾、職業承諾為中介角色
作者:黃孟立
作者(外文):HUANG, MENG- LI
校院名稱:大葉大學
系所名稱:管理學院博士班
指導教授:楊豐華
學位類別:博士
出版日期:2022
主題關鍵詞:工作動機家庭支持工作滿意度組織承諾職業承諾work motivationfamily supportjob satisfactionorganizational commitmentcareer commitment
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工作滿意度是組織行為研究最多的變項之一,但至目前為止工作動機對工作滿意度的影響之研究並不多見;另組織承諾牽涉到員工對組織的忠誠,職業承諾關係到個人是否繼續從事同一項工作,二者在工作動機與工作滿意度之間有何影響為研究者所欲了解的現象。另有研究指出個人工作的調整受到家人影響,而組織承諾與職業承諾則與工作的調整息息相關,因此家庭支持在工作動機與組織承諾、職業承諾之間有何影響亦是本研究欲了解的現象。
因此本研究以368位健身教練為研究對象,目的在探討工作動機對工作滿意度的影響;組織承諾之情感性、規範性及持續性承諾三構面。職業承諾之情感性、規範性及持續性承諾三構面在工作動機與工作滿意度之間的中介效果,以及家庭支持在工作動機與組織承諾及職業承諾各構面之間的調節作用。
本研究各項資料以SPSS與AMOS統計軟體為分析工具。研究發現工作動機對工作滿意度及組織承諾三構面、職業承諾三構面正向影響皆達顯著水準。組織承諾三構面對工作滿意度正向影響皆達顯著水準。職業承諾的規範性構面對工作滿意度影響不顯著,其他二構面則有顯著。
中介效果的檢驗結果為組織承諾三構面於工作動機與工作滿意度之間皆為部分中介效果。職業承諾除了規範性構面中介效果不顯著,其他二構面於工作動機與工作滿意度之間則為部份中介效果。家人支持在工作動機與組織承諾之間只有情感性構面調節作用不顯著,其他二構面調節作用顯著。家人支持在工作動機與職業承諾之間只有持續性承諾構面調節作用顯著,其他二構面調節作用不顯著。最後依研究過程中所遇到的問題提出研究限制,以及針對研究結果提出實務應用上及未來研究之建議。
Job satisfaction is one of the most studied variables in organizational behaviors. However, until now, few studies were conducted on the impact of job motivation on job satisfaction. In addition, organizational commitment involves employees’ loyalty to organizations, and occupational commitment is related to whether individuals continue to engage in the same job. The impact of organizational commitment and occupational commitment on work motivation and job satisfaction is what this study expected to explore. In addition, it has been pointed out that the adjustment of personal work is affected by family members, while organizational commitment and occupational commitment are closely related to the adjustment of work. Therefore, the impact of family support on work motivation, organizational commitment, and occupational commitment is also what this study expected to explore.
With 368 fitness coaches as subjects, this study explored the impact of work motivation on job satisfaction. It discussed the mediating effect of the three dimensions of organizational commitment (emotionality, normalization, and sustainability) and the three dimensions of occupational commitment (emotionality, normalization, and sustainability) between work motivation and job satisfaction, respectively. It also examined the moderating effects of family support between job motivation and dimensions of organizational commitment, as well as job motivation and occupational commitment.
The data of this study were analyzed by SPSS and AMOS. This study found that work motivation had a significant positive impact on job satisfaction, the three dimensions of organizational commitment, and the three dimensions of occupational commitment. The three dimensions of organizational commitment had a significant positive impact on job satisfaction. The normalization dimension of occupational commitment had no significant impact on job satisfaction, while the other two dimensions had a significant impact on it.
The test result of mediating effects is that the three dimensions of organizational commitment had a partial mediating effect between job motivation and job satisfaction. Except for the normalization dimension of the occupational commitment, the mediating effect was not significant, and the other two dimensions had a partial mediating effect between job motivation and job satisfaction. Family support had no significant moderating effect between work motivation and organizational commitment in the dimension of emotionality but had a significant moderating effect on the other two dimensions. Family support had only a significant moderating effect in the dimension of sustainability between work motivation and occupational commitment, while had no significant moderating effect on the other two dimensions. Finally, according to the problems encountered in the research process, this study puts forward research limitations and suggestions for practical applications and future research based on the results.
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