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博碩士論文 etd-0721111-185703 詳細資訊
Title page for etd-0721111-185703
論文名稱
Title
非典型僱用員工之身份別對轉換型領導、個人屬性與情感性組織承諾、組織公民行為的影響-以公部門從事環境清潔工作的人員為例
The impact on the atypical employee for transformation leadership behavior , individual attribute , affective organizational commitment and organizational citizenship behavior-Taking the official staff dealing with environment clearing affairs for example
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
112
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
2011-06-19
繳交日期
Date of Submission
2011-07-21
關鍵字
Keywords
情感性組織承諾、組織公民行為、轉換型領導、個人屬性
organizational citizenship behavior, affective organizational commitment, individual attribute, transformation leadership behavior
統計
Statistics
本論文已被瀏覽 5880 次,被下載 1618
The thesis/dissertation has been browsed 5880 times, has been downloaded 1618 times.
中文摘要
為適應變動的環境,降低人事成本,政府機關採取彈性的因應措施,引進非典型僱用人員的趨勢已相當明顯,但執行過程中應加以設法避免導致政策價值衝突,引發勞資對立,造成社會衝突,所以,採行彈性用人制度之變革,需有完善的推動方針與合適的作法,以爭取社會的認同。
本研究的對象為新北市、台中市及高雄市政府機關內從事環境清潔工作的正式員工與非典型僱用員工,針對正式員工及非典型僱用人員進行個人屬性、轉換型領導行為、情感性組織承諾、組織公民行為的探討以瞭解其想法,用以作為政府機關運用彈性人力資源的參考。
本研究結果有以下的發現,
1.「情感性組織承諾」對正式人員與非典型僱用人員,皆會對其「利他主義」行為產生顯著影響,且對非典型僱用人員的影響大於正式人員。
2.「精神鼓舞與智能啟發」對正式人員與非典型僱用人員,皆會對其「利他主義」行為產生影響,且對非典型僱用人員的影響大於正式人員。
3.「情感性組織承諾」對非典型僱用人員的「認真負責」會產生顯著影響,對正式人員則否。
這些結果顯示,僱用身分在僱用關係中確實扮演一個重要的角色,不同的僱用身分,不但會影響員工如何看待自己與雇主間的關係,在行為上也會表現出他們的回應。
本研究針對研究結果進行討論,並對於政府機關彈性運用人力資源實務後續研究提出建議。
Abstract
For the adaptation of rapid environment variation and human affairs cost reduction, the tendency toward introducing flexible workaround and the atypical employee for the government departments already becomes quite obviously, but in the enforcement process should try to avoid causing the policy value conflicts, the opposition between workers and capitalists, and social conflicts. Therefore, it needs to have the complete promoting policy and suitable methods to the transformation of the flexible rules of choosing talent on order to strive for society approval.
The research object focuses on the official staff and the atypical employee who deal with environment cleaning affairs in New Taipei City, Taichung City, and Kaohsiung City. For the purpose of understanding the thoughts of the official staff and the atypical employee, the discussion for the individual attribute, transformation leadership behavior, affective organizational commitment and organizational citizenship behavior is regarding as the reference of flexible human resource usage of government departments.
The following are the discoveries in this research results.
1.The “affective organizational commitment” for the official staff and atypical employee has obviously influences on “altruism behavior” and the influences on the atypical employee are greater than the official staff.
2.The “inspirational motivation and intellectual stimulation” for the official staff and atypical employee have obviously influences on “altruism behavior” and the influences on the atypical employee are greater than the official staff.
3.The “affective organizational commitment” has remarkable influence on the “seriousness and responsibility” of the atypical employee, but not for the official staff.
These results show that the employment identity plays an important role exactly in the employment relations. Different employment identity will affect employee not only how they treat the relationship between themselves and employers but also the responses on their behaviors.
This research focuses on the discussion on the research results, and also brings up some advices for government departments on physical future researches of flexible human resource usage.
目次 Table of Contents
誌謝辭……………………………………………………………………………i
中文摘要…………………………………………………………………………ii
英文摘要…………………………………………………………………………iii
目錄………………………………………………………………………………iv
圖次………………………………………………………………………………vi
表次 ……………………………………………………………………………vii
第一章 緒論………………………………………………………………………1
第一節 研究背景及動機……………………………………………………1
第二節 研究目的……………………………………………………………3
第三節 研究流程……………………………………………………………4
第二章 理論及文獻探討………………………………………………………6
第一節 政府採用彈性用人的背景…………………………………………6
第二節 我國推動彈性用人制度的因素與過程……………………………8
第三節 非典型聘僱及工作型態 …………………………………………18
第四節 轉換型領導 ………………………………………………………22
第五節 情感性組織承諾 …………………………………………………28
第六節 組織公民行為 ……………………………………………………33
第七節 各研究變項的關係 ………………………………………………36
第三章 研究方法………………………………………………………………42
第一節 研究架構…………………………………………………………42
第二節 研究問卷設計……………………………………………………43
第三節 研究樣本與資料搜集……………………………………………44
第四節 資料分析方法……………………………………………………47
第四章 資料分析與統計方法…………………………………………………49
第一節 問卷信度與因素分析……………………………………………49
第二節 因素分析後之變項及研究架構…………………………………57
第三節 相關分析…………………………………………………………69
第四節 獨立樣本t檢定 …………………………………………………74
第五節 單因子變異數分析………………………………………………75
第六節 簡單迴歸分析……………………………………………………81
第五章 結論與建議……………………………………………………………84
第一節 研究結論…………………………………………………………84
第二節 研究貢獻與管理意涵……………………………………………88
第三節 研究限制與建議…………………………………………………90
參考文獻 中文部份 ……………………………………………………………92
英文部份 ……………………………………………………………95
附錄一:問卷……………………………………………………………………101
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