本研究旨在了解台灣金融產業中，讓員工參與決策過程是否會提升員工之工作投入以及工作滿意度。本研究採問卷調查法，以七間台灣金融產業之銀行與壽險公司之員工為研究對象。經調查分析，本研究發現員工參與決策會提升員工之工作投入以及工作滿意度，本研究並以企業之資訊分享程度為員工參與決策與工作投入、工作滿意之中介變數，研究發現其具有中介效果。此外，本研究並以員工之個人變數為控制變相，探討其對工作投入與工作滿意之影響，經研究發現，性別對工作投入有顯著影響，年齡、婚姻狀態與工作年資則對工作滿意有顯著影響。據此，本研究建議金融產業之企業可在不同程度上讓員工參與企業之決策過程，以提高員工之工作滿意度與工作投入度。

The purpose of this research is to understand that if Participation in Decision Making (PDM) will increase employee’s Job Involvement and Job Satisfaction. The research took Taiwanese financial industry as the research target. This research was conducted by the questionnaires. The research found that participation in decision making (PDM) will increase employee’s job involvement and job satisfaction. Also, this research took the information sharing as a mediating variable between participation in decision making (PDM) and job involvement and job satisfaction. The research found that there is significant mediating effect between those variables. Besides, the research took the individual variables as the controlling variables to, which showed that gender has a significant effect to job involvement, and age, marriage and working seniority have a significant effect to job satisfaction. Therefore, the research suggest that the companies in the financial industry could use the Participation in Decision Making to employees in the organization to enhance their job involvement and job satisfaction.

論文審定書 i
ACKNOWLEDGEMENT ii
摘 要 iii
Abstract iv
List of tables viii
List of figures viii
Chapter 1 1
INTRODUCTION 1
1.1 The motivation and the purpose of this study 1
1.2 Researching process and steps 6
Chapter 2 8
LITERATURE REVIEW 8
2.1 Participation in Decision Making 8
2.1.1 The definition of PDM 9
2.1.2 The key factors and the importance of PDM 15
2.1.3 The types of PDM 18
2.1.4 The limits and the deficiency of PDM 21
2.1.5 The related studies about PDM 24
2.2 Job Involvement 28
2.2.1 The definition of job involvement 28
2.2.2 The related theory about job involvement 35
2.2.2.1 Vroom’s Expectancy Theory 35
2.2.2.2 Synthetic Theory Model 38
2.2.2.3 Motivation framework 39
2.2.2.4 Hewitt’s Job Involvement Model 41
2.2.2.5 Brown’s Job Involvement model 44
2.2.3 The related studies about Job Involvement 45
2.3. Job Satisfaction 47
2.3.1 The definition of Job Satisfaction 47
2.3.2 The related studies about Job Satisfaction 60
2.3.2.1 Maslow’s Hierarchy of Needs Theory 60
2.3.2.2 Two Factor Theory 61
2.3.2.3 Theory X and Theory Y 62
2.3.2.4 McClelland’s Three Needs Theory 63
2.3.2.5 Equity Theory 64
2.3.2.6 Reinforcement Theory 64
2.3.2.7 ERG Theory 65
2.3.3 The related studies about Job Satisfaction 66
Chapter 3 69
RESEARCH METHODOLOGY 69
3.1. Research structure 69
3.2 Research definitions and methods 70
3.2.1 Research definitions 70
3.2.2 Measuring methods of the research variables 72
3.2.2.1 The questionnaire of the participation of decision making 73
3.2.2.2 The questionnaire of the information sharing within an organization 74
3.2.2.3 The questionnaire of job involvement 75
3.2.2.4 The questionnaire of job satisfaction 75
3.3 Research Hypothesis 76
3.4 Research target 77
3.5 The method of data analysis 78
Chapter 4 81
DATA ANALYSIS 81
4.1 Descriptions of the samples and Descriptive analysis 81
4.1.1 Descriptions of the samples 81
4.1.2 Descriptive analysis 85
4.2 Reliability Analysis 91
4.2.1 Questions of Participation in Decision Making 92
4.2.2 Questions of information sharing within organization 93
4.2.3 Questions of Job Involvement 95
4.2.4 Questions of Job Satisfaction 96
4.3 The Analysis of Hierarchical Regression 96
4.4 The Analysis of the Mediating Effect 104
4.5 The Verified Result of Research hypotheses 107
Chapter 5 108
CONCLUSION and SUGGESTION 108
5.1 Conclusion 108
5.2 Future Suggestions 111
5.3 The Limitations and Boundaries of this Study 113
REFERENCE 115
APPENDIX 120

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