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博碩士論文 etd-0809105-111427 詳細資訊
Title page for etd-0809105-111427
論文名稱
Title
工作有趣、領導與留任意願之探討—以公關產業為例
The Study of Job Interest, Leadership and Intention to Stay—Examples of Public Relations Industry
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
92
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
2005-07-11
繳交日期
Date of Submission
2005-08-09
關鍵字
Keywords
工作特性、工作滿足、工作動機、領導者-部屬人際交換關係、離職傾向
LMX, job satifaction, job characteristic, turnover intention, job motivation
統計
Statistics
本論文已被瀏覽 5791 次,被下載 3673
The thesis/dissertation has been browsed 5791 times, has been downloaded 3673 times.
中文摘要
本研究的主要目的在探討公關產業中的工作有趣、領導、工作滿足與離職傾向之間的關係。公關產業中由於工作時間長,又得承受客戶莫大的壓力,付出的心力與待遇回饋又不成正比,造成流動率十分高,但是仍有員工願意留任,到底是什麼驅使他們願意繼續做下去?影響其工作滿足的關鍵因素為何?

本研究採用問卷調查法,以動腦雜誌於2005年所編列之台灣公關公司名冊作為問卷發送的對象,共計發出214份問卷,有效問卷140份,回收率達65.4%。資料分析方法包含描述性統計分析、信度分析、獨立樣本t檢定、單因子變異數分析、相關分析及線性結構關係分析等。研究結果顯示:
(1)公關產業中主管與部屬交換關係品質越高,部屬的工作滿足亦會越高。
(2)部屬認知的工作其特性越良好,工作動機也越高。
(3)部屬的工作動機越高,工作滿足也越高。
(4)部屬的工作滿意度越高,其離職傾向越低。

整體來說,會願意進入公關產業的員工本身即具備有較高的成就動機,促使其明知此產業是付出的時間心力與薪資回饋並不平衡,但是因為喜歡這樣的工作,故還是願意投入公關產業;但是動機是需要被激勵以及誘導的,具備有高度成就動機並不表示就一定會有好的工作表現或是高的工作滿足感。這是由於每位部屬主觀判斷工作的有趣程度不一,因而造成個體的工作動機能夠獲得滿足與激勵的程度相異,進而影響其工作表現與工作滿足;也就是個體認知到的工作特性,所引發出的工作動機強度對其工作滿足、績效有正向影響,此外與主管交換關係較好的部屬,因為感受到較多的關注與支持,也會再次提升其工作滿足。
Abstract
I try to point out the relationship among job interest, leadership, job satisfaction and turnover intention in public relations industry. Because of long working hours, heavy strain and the unbalanced repay, turnover rate is unusually high. However, in this situation, there are still someone willing to work in public relations industry. What are the reasons urge them to stay? What are the key factors effect their job satisfaction?

The research exploits questionnaire to reach the target objects and adapts cronbach’s α , Independent-Sample T Test , One-Way anova , Pearson correlation and linear structure relation to analyze the collecting data. Through real case investigation, there are some results in this research.
1.The LMX is higher , the job satisfaction of member is higher.
2.The job characterstics of member is better , the work motivation is higher.
3.The work motivation is higher , the job satisfaction is higher.
4.The job satisfaction is higher , the turnover intention is lower.

Considering the research , we believe that the employees , willing to put himself to work in public relations industry , have high achievement motivation . It drives them flinging themselves into this industry and ignoring the unbalanced repay , just because of the fancy to the job. However , motivation needs to be encouraged and satisfied, employee with high achievement motivation don’t certainly have high performance or job satisfaction. Each member judge whether his job is interesting on his own mind, and his judgement affects his performance and job satisfaction. The job characteristic judged by people encouraged his job motivation, and then affects his job satisfaction positively. By the way, the member with high LMX gets more concern and support , it raise his job satisfaction again.
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 -------------------------------------- 5
第二章 文獻探討 ------------------------------------- 6
第一節 公關產業 ------------------------------------- 6
第二節 工作特性 ------------------------------------- 8
第三節 工作動機 ------------------------------------ 14
第四節 LMX ---------------------------------------- 19
第五節 工作滿足 ------------------------------------ 24
第六節 離職傾向 ---------------------------------- 29
第七節 各構面間關係 -------------------------------- 34
第三章 研究方法 ------------------------------------ 38
第一節 研究架構 ------------------------------------ 38
第二節 研究假說 ------------------------------------ 39
第三節 研究變項與操作型定義 ------------------------ 39
第四節 資料蒐集方法 -------------------------------- 42
第五節 資料分析方法 -------------------------------- 43
第六節 研究限制 ------------------------------------ 45
第四章 研究結果與分析 ------------------------------ 46
第一節 樣本結構之敘述性分析 ------------------------ 46
第二節 各變項之統計分析 ---------------------------- 48
第三節 信度分析 ------------------------------------ 51
第四節 LMX、工作特性、工作動機、工作滿足與離職傾向
之各構面相關性分析 -------------------------- 57
第五節 整體模式衡量分析 ----------------------------- 59
第五章 結論與建議 ---------------------------------- 68
第一節 研究結論 ------------------------------------ 68
第二節 管理意涵與建議 ------------------------------ 71
第三節 研究限制與後續研究建議 ---------------------- 71
參考文獻 -------------------------------------------- 74
附錄 問卷 ------------------------------------------- 79
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