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博碩士論文 etd-0120110-175152 詳細資訊
Title page for etd-0120110-175152
論文名稱
Title
員工工作投入與內在動機之研究:探討承諾基礎人力資源實務、制度式組織信任及裁員之影響
A Research on the Relationship among Intrinsic Motivation and Job Involvement:Exploring the Effects of Commitment-based HR practices, Institutional organizational trust and Layoff
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
82
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2010-01-18
繳交日期
Date of Submission
2010-01-20
關鍵字
Keywords
內在動機、裁員、承諾基礎人力資源實務、制度式組織信任、工作投入
Job involvement, Institutional organizational trust, Intrinsic motivation, Commitment-based HR practices, Layoff
統計
Statistics
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中文摘要
本研究以設置有人力資源專職部門的組織作為研究對象,共收集來自33家企業的255位員工問卷及33份人資問卷,透過階層線性模式,探討員工內在動機與工作投入間的關係、制度式組織信任與內在動機間的關係、承諾基礎人力資源實務與制度式組織信任間的關係及裁員與員工內在動機及工作投入之間的關係。
個人層次的研究結果顯示,內在動機與工作投入間具有顯著正向關係;制度式組織信任中信任組織的的願景、策略及溝通及信任組織的作業流程與內在動機間具有顯著正向關係。跨層次的研究結果顯示,承諾基礎人力資源實務與制度式組織信任各構面之間皆有顯著的正向關係;裁員措施與工作投入間具有負向關係,然而,裁員措施對內在動機與工作投入之間的干擾效果則不顯著。依據研究結果本研究提出建議,希冀能提供企業做為實務上之參考。
Abstract
Data from 255 employees who were members of 33 companies were tested with hierarchical linear modeling analyses. The purpose of this study was to analyze the relationships among employees’ intrinsic motivation, job involvement, commitment -based HR practices, institutional organizational trust and layoff.
Results from the individual-level analyses indicated that intrinsic motivation has a positive effect on job involvement. Institutional organizational trust, in terms of benevolence and reliability and structural assurance, has a positive effect on intrinsic motivation. While concerning factors at the organizational level, results showed that commitment-based HR practices have a positive effect on institutional organizational trust. Layoff has a negative effect on job involvement. However, the hypothesis that layoff has significant effect on intrinsic motivation and job involvement was not supported.Contributions to both the literature and organizational practices are discussed.
目次 Table of Contents
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 5
第二章 文獻探討與假設發展 6
第一節 工作投入 6
第二節 內在動機 8
第三節 制度式組織信任 11
第四節 承諾基礎人力資源實務 15
第五節 裁員 19
第三章 研究方法 26
第一節 研究架構 26
第二節 研究假設 27
第三節 研究變數的衡量與操作型定義 28
第四節 問卷設計 30
第五節 抽樣方法 33
第六節 資料分析方法 37
第四章 實證分析結果 39
第一節 變數的信度及效度分析 39
第二節 階層線性模式(Hierarchical linear modeling)分析 44
第三節 研究假設驗證結果整理 54
第五章 結論與建議 55
第一節 研究結論 55
第二節 研究貢獻與研究限制 59
第三節 研究建議 61
參考文獻 64
附錄一 72
附錄二 75
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