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博碩士論文 etd-0810112-173356 詳細資訊
Title page for etd-0810112-173356
論文名稱
Title
參與職工福利委員會與組織公民行為之探討- 以知覺組織支持為中介機制
A Study of Participating Employees' Welfare Committee and Organizational Citizenship Behavior: Perceived Organizational Support as a Mediating Mechanism
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
113
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
2012-07-20
繳交日期
Date of Submission
2012-08-10
關鍵字
Keywords
組織公民行為、知覺組織支持、職工福利委員會、知覺主管支持
perceived supervisor support (PSS), perceived organizational support (POS), organizational citizenship behavior (OCBs)
統計
Statistics
本論文已被瀏覽 5737 次,被下載 1174
The thesis/dissertation has been browsed 5737 times, has been downloaded 1174 times.
中文摘要
據統計國內成立職工福利委員會數目截至2008年底已逾14,000家,然而福委會已儼然成為在一定規模以上的事業單位中扮演著提供員工一個良好福利的重要角色,於是本研究擬透過福委會的組成方式來檢視有參與過福委會的員工是否能在參與規劃或執行福委會的會務中經由福委會其組成方式知覺到主管及組織的支持,此外能更進一步透過知覺主管支持或知覺組織支持來引發員工的組織公民行為。

研究結果顯示,有參與福委會的員工比起未參與的員工在組織公民行為中的認同組織此一構面上具有顯著差異,但在知覺組織支持及知覺主管支持上則無顯著差異;此外,透過進一步分析發現,福委會的組成方式在委員人數、遴選方式、專責提供的福利項目及是否指派HR進入福委會都對知覺主管支持及知覺組織支持有顯著影響;故若組織能善用這些組成要素來讓福委會能發揮其最大效用,並讓參與的員工能從規劃或執行會務中感受到主管或是組織對於員工福利的用心,那麼將更進一步引發員工擔負本身職責以外的組織之公民行為。
Abstract
According to the report, in the year 2008 there are more than 14,000 Employees' Welfare Committees, which proves Employees' Welfare Committee plays an important role between the employers and the employees in Taiwan . Therefore, in this study, we will try to compare two groups of people (participant and non-participant) to differentiate the differences in PSS (perceived supervisor support) , POS ( perceived organizational support) and OCBs ( organizational citizenship behavior ). Besides, we will also exanimate the composition of Employees' Welfare Committee to see if the people who have participated in Employees' Welfare Committee will trigger higher POS or PSS, and with a higher PSS or POS. Employees will be more motivated in their job performance and will work beyond the responsibilities given .

This survey shows that the differences in PSS and POS between the two groups are not significant, however, the participated group in one dimension of OCBs ─ Organizational Identification is significant. The further analysis shows that the number of members, the way of election, the welfares offered by the committee will have positive relationships with PSS and POS by assigning the HR to the committee. What’s more, if the organizations can make good use of these components to let their employees perceive and understand how their organizations or supervisors put efforts on them when they participate in the Welfare Committee. Furthermore to influence employees to exhibit behavior which is not explicitly recognized by formal reward system but expected to be positively related to measures of organizational effects.
目次 Table of Contents
第一章 緒論 01
第一節 研究動機及背景 03
第二節 研究目的 05
第三節 研究流程 06

第二章 文獻探討 07
第一節 職工福利委員會 07
第二節 知覺組織支持及知覺主管支持 19
第三節 組織公民行為 25
第四節 職工福利委員會、知覺組織支持與組織公民行為之關係 30

第三章 研究方法 35
第一節 研究架構 35
第二節 研究假設 36
第三節 研究變項及測量方法 37
第四節 研究對象 39
第五節 資料分析方法 46

第四章 研究分析 47
第一節 量表因素及信度分析 47
第二節 變異數分析 52
第三節 相關分析 69
第四節 中介效果之分析 75
第五節 研究結果 80

第五章 結論與建議 81
第一節 結論 81
第二節 企業實務建議 87
第三節 未來研究建議 89
第四節 研究限制 90

參考文獻 91

附錄一 研究問卷 98
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