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博碩士論文 etd-0120110-175152 詳細資訊
Title page for etd-0120110-175152
A Research on the Relationship among Intrinsic Motivation and Job Involvement:Exploring the Effects of Commitment-based HR practices, Institutional organizational trust and Layoff
Year, semester
Number of pages
Liang-Chih Huang
Advisory Committee
Jin-Feng Wen
Date of Exam
Date of Submission
Job involvement, Institutional organizational trust, Intrinsic motivation, Commitment-based HR practices, Layoff
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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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