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博碩士論文 etd-0613107-112734 詳細資訊
Title page for etd-0613107-112734
論文名稱
Title
員工參與決策對工作滿意、工作績效的影響研究 -以中鋼為例
The Influence of Employee Participation In Decision Making on the Job Satisfaction and Job Performances-An Empirical Study of China Steel Corporation
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
125
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
2007-05-07
繳交日期
Date of Submission
2007-06-13
關鍵字
Keywords
資訊參與、工作滿意度、工作績效、參與、參與決策、員工參與決策
job performance, job satisfaction, PDM, participation, Employee participation in decision making
統計
Statistics
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The thesis/dissertation has been browsed 6206 times, has been downloaded 3855 times.
中文摘要
員工參與決策是「組織的高階主管,特意的安排並提供給低階的個人擔任額外的角色機會,使個人在組織的績效表現有更大的影響力或聲音」,這種參與尤其在垂直型的階層組織更顯的重要,許多員工參與決策的活動例如品管圈、提案制度、員工分紅、員工董事在許多大型組織被應用,同時證明對降低成本、提升品質等有很大的貢獻,但許多研究顯示員工參與決策雖然對工作績效、工作滿意度有正面的影響,但效果不大,其他研究則認為員工參與決策只是一個資訊、知識流通的媒介,資訊與知識才是影響工作績效、工作滿意度最直接的因素。由於個案公司是由國營轉民營的公司,員工參與決策的機制完整,因此本研究是利用個案公司的員工作為研究對象,以問卷的方式探討員工參與決策對工作績效、工作滿意度的影響,同時探討參與意願能力(個人因素)、資訊參與(組織因素)在員工參與決策時的角色。
本研究結果發現,各種參與決策的方式對工作績效與工作滿意度的影響不大,但加以細分,發現員工負責的工作,因擁有最多最後的決策權(作業參與決策),因此對作業績效的影響最大,換句話說,如果主管能充分授權,員工的工作績效會更好。
本研究也發現,員工參與決策與資訊的流通與互動(資訊參與)有很大的相關,而資訊參與對員工的內部滿意影響很大,內部滿意直接影響情境績效,最後影響作業績效,這證明,雖然員工參與決策不會對工作績效、工作滿意有直接的影響,但若無員工參與決策的機制,資訊與知識無法流通,組織績效無法提升。
Abstract
Employee participation in decision making(PDM)is “ a conscious and intended effort by individuals at a higher level in an organization to provide visible extra-role or role-expanding opportunities for individuals or groups at a lower level in the organization to have greater voice in one or more areas of organizational performance”. Thus,it is important especially for vertical hierarchical organizations. Many employee participation programs are applied such as quality circle、 suggestion system、employee ownership program、employee who is a representative on the board of directors . Many researchers supported some contributions through PDM programs on organization performances such as cost reduction and quality improvement. PDM also provides job satisfaction and job performance on individual in some reports .
But some researchers studied from meta- analysis concluded that” PDM can have statistically significant effects,but the average size of this effects is too small to be valuable”. Some researches viewed PDM as a medium only for information change and knowledge expansion. PDM is necessary and sufficient although it could not affect satisfaction or performance directly.
The data is collected from China Steel Company that has 8750 employees. This company is transformed from government ownership therefore there are many PDM activities. We used questionnaires to ask employee and study the relations between PDM and job performance、job satisfaction.
This study we found there is small effects on individual performance and satisfaction. We also found information participation(change、interaction)can affect PDM activities each other and can explain internal satisfaction of individual. From this study we could find internal satisfaction affects contextual performance that is the base of good task performance
We conclude it is most important to perform PDM activities and encourage employee to join. This is one of key factors for competition in the industry.
目次 Table of Contents
中文摘要 Ⅰ
Abstract Ⅱ
誌謝詞 Ⅲ
目錄 Ⅳ
表目錄 Ⅴ
圖目錄 Ⅶ
第一章 緒論
第一節 研究動機與目的 1
第二節 研究流程 3
第二章 文獻回顧
第一節 員工參與 5
第二節 工作滿足 15
第三節 工作績效 23
第三章 研究方法
第一節 研究架構 31
第二節 研究量表的發展 35
第三節 題項與信度分析 41
第四節 因素分析與變項之操作性定義 45
第五節 抽樣方式與樣本特性描述 55
第六節 資料處理及分析方法 57
第四章 員工參與決策實證分析與討論
第一節 員工參與、工作滿意、工作績效之描述性統計分析 61
第二節 參與意願、資訊參與及參與方式、工作滿意、工作績效之相關分析 67
第三節 人口統計變數與員工參與、工作滿意、工作績效之差異分析 71
第四節 工作滿意與工作績效為效標之迴歸與徑路分析 79

第伍章 結論與建議
第一節 資訊參與、參與意願是員工參與決策、工作滿意、工作績效的中介變項 95
第二節 增加員工的賦權與授權 99
第三節 研究限制 101
第四節 對後續研究的建議 101
參考文獻 103
附錄 研究問卷 111
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