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博碩士論文 etd-1226100-170359 詳細資訊
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論文名稱
Title
知覺組織支持對員工工作態度影響之研究
The Influence of Perceived Organizational Support on Employees' Work Attitudes
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
82
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
2000-10-26
繳交日期
Date of Submission
2000-12-26
關鍵字
Keywords
組織承諾、心理契約、工作滿意度、社會交換、知覺組織支持
Social exchange, Intention to quit, Perceived organizational support, Psychological contract, Job satisfaction, Organizational commitment
統計
Statistics
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The thesis/dissertation has been browsed 5703 times, has been downloaded 14670 times.
中文摘要
論文名稱:知覺組織支持對員工工作態度影響之研究 頁數:82
校院系所:國立中山大學人力資源管理研究所
畢業時間及提要別:89學年度第1學期碩士論文摘要
研究生:李佳怡( Chia-Yi, Lee ) 指導教授:任金剛( Chin-Kang, Jen )

論文摘要內容:
有別以往對組織承諾的廣泛討論與重視,面對現今雇傭型態的轉變,因知識工作者取代傳統勞工,所逐漸形成的知識社會,這些知識工作者藉著本身的知識優勢,已不再需要從一而終的為某一組織鞠躬盡瘁,這提醒企業必須由員工的角度,來審視組織的各項措施或決策在員工的心裡會有何效應產生。知覺組織支持強調的是員工認定組織忠誠對待員工的信念,而透過社會交換以及心理契約等機制的作用,員工會依其知覺到之組織支持的程度,以及對組織各項行為背後意義的解讀,展現不同的工作態度及行為。
本研究中採用兩種不同的計分方式來衡量員工知覺組織支持的程度,除了個人對組織各項措施在實際情況上的評價外,還兼以考量到個人期望與實際狀況間之落差,對員工工作態度及行為所可能造成的影響。
茲將本研究之研究結論分述如下:
1. 當員工知覺到較高之組織支持程度時,將伴隨著較高的情感性承諾、持續性承諾、工作滿意度及工作表現,並有較低之離職意願。
2. 不管以實際狀況分數,或個人情況與實際狀況間之差異分數來衡量知覺組織支持,知覺組織支持與情感性承諾間之相關皆最高,其次為工作滿意度。
3. 知覺組織支持對員工之情感性承諾及工作滿意度的影響力最大,對工作表現最弱;且對不同的工作態度及行為而言,受各知覺組織支持因素影響的方式亦有所不同。
4. 在知覺組織支持所涵蓋之因素中,領導關係與自我成就發展兩者相較於其他因素,對員工工作態度及行為的影響力最為廣泛。
5. 比較兩種計分方式對員工工作態度及行為之解釋力,整體而言,員工對於組織之各項措施在實際狀況上的評價,相較於實際情況與個人期待間之差異分數有更加的解釋力,且與員工之工作態度及行為有更高的相關。
6. 對某些組織支持的來源,雖然員工對組織之各項措施在實際狀況上的評價,對其工作態度及行為的影響不大,但若同時考量個人期待,該因素的影響效果便會被突顯出來。
7. 在知覺組織支持之各因素上,個人在期望與實際知覺到狀況間不同的符合狀態,確實會造成員工工作態度及行為的差異。本研究結果顯示當組織所提供的各項措施未能滿足個人的期待時,員工的組織承諾、工作滿意度會較低,且擁有較高的離職意願,但在工作表現上,個人期待未受滿足的員工反而會有較高的工作表現。

Abstract
Abstract

Due to the change of the employment, emphasizing on employees’ commitment to the organization is no more the critical determinant of whether the employees will devote themselves to the organization. From 1980s, there were scholars who started to argue that employees will form global beliefs concerning the extent to which the organization values their contributions and cares about their well-being, and called this concept perceived organizational support (POS). In contrast to organizational commitment, perceived organizational support emphasizes on employers’ commitment to the employees and has been proved to have strong relations to many of employees’ work attitudes and behaviors.
In this study, the writer uses two different kinds of scorings as the indicators to evaluate the extent of employees’ POS. The findings are as followed:

1. POS is positively related to employees’ affective commitment, continuance commitment, job satisfaction and performance, but negatively related to the intention to quit.
2. No matter using which kind of scorings, within all work attitudes and behaviors we are interested, POS is most related to affective commitment and then job satisfaction.
3. POS has the strongest influence on affective commitment and job satisfaction, and the weakest one on work performance.
4. Comparing to other POS factors, leadership and self-achievement have the most global influences on employees’ work attitudes and behaviors.
5. In whole, employees’ evaluations of organizational practices of which they really experience are more related to their work attitudes and behaviors than the discrepancy between what they expect and the actual situations.
6. When combining with individual’s expectation, the influence of some POS factors will become salience, although it may not have such strong influence when concerning the evaluations of organizational practices along.
7. Different ways of discrepancy between individual’s expectations and the actual situations will cause different influences on employees’ work attitudes and behaviors indeed.

目次 Table of Contents
第一章 緒論……………………………………………………………….. 1
第一節 研究動機……………………………………………………………. 1
第二節 研究目的……………………………………………………………. 3

第二章 文獻探討………………………………………………………….. 4
第一節 知覺組織支持………………………………………………………. 4
第二節 知覺組織支持與工作態度及行為………………………………... 14

第三章 研究方法………………………………………………………… 23
第一節 研究對象…………………………………………………………... 23
第二節 研究工具…………………………………………………………... 25
第三節 研究架構與假設…………………………………………………... 36
第四節 分析方法…………………………………………………………... 39

第四章 研究結果………………………………………………………… 41
第一節 各因素之描述性統計……………………………………………... 41
第二節 相關分析…………………………………………………………... 42
第三節 迴歸分析…………………………………………………………... 46
第四節 多變量變異數分析………………………………………………... 57

第五章 結論與建議……………………………………………………… 65
第一節 結論………………………………………………………………... 65
第二節 研究限制…………………………………………………………... 72
第三節 建議………………………………………………………………... 72

參考文獻…………………………………………………………………………... 76
附錄 研究問卷…………………………………………………………………... Ⅰ

參考文獻 References
參考文獻
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