Title page for etd-0707102-211302


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URN etd-0707102-211302
Author Ming-Tien HO
Author's Email Address m8845312@student.nsysu.edu.tw
Statistics This thesis had been viewed 5094 times. Download 4353 times.
Department Human Resource Management
Year 2001
Semester 2
Degree Master
Type of Document
Language zh-TW.Big5 Chinese
Title Research on the influence of ethical climate and organizational commitment on organizational citizenship with the trust-granting staff of financial institutions in Kaohsiung-Pingtung area as examples.
Date of Defense 2002-06-21
Page Count 111
Keyword
  • organizational commitment
  • financial institution
  • trust-granting staff.
  • credit information staff
  • organizational citizenship
  • ethic climate
  • Abstract In recent years, there is a significant change in consumers’ cognition and values owing to the transition of financial conditions, and a sort of more diversified financial service is demanded to cater for their needs. Since the openness of financial market in 1990, our human resources of professional intellect never reach the anticipated level of advance because no appropriate regulation on the running tactics of financial institutions is made, besides the want of foresighted projects on financial market, ethical climate in financial institutions, definite and concrete reconstruction of organizational commitment. As a result, financial proprietors surged into the market upon the openness, forming a superficial feature of flourishing development; on the other hand, the deteriorating competition behind the prosperity causes trust-granting quality to go down and consequently the rate and amount of overdue loan to go higher and higher. In the meanwhile, the opportunities of nationally economic development get corrupted. Many researches prove the ethical climate and organizational commitment do have effect on organizational citizenship. This research is aimed to find out the degree the trust-granting staff’s ethical climate and organizational commitment influence the organizational citizenship by studying the personal characteristics and position properties. It also expects follow-up researches will further probe into the difference and correlation between the ethical climate and organizational commitment of the trust-granting staff with the final say in order to build more positive and active ones, so as to enhance a more positive trust–granting attitude and behavior.
    Taking trust-granting staff of financial institutions in Kaohsiung-Pingtung area as subjects, this research gave out 125 copies of questionnaire and recovered 120 effective. With fidelity analysis, descriptive analysis, factor analysis, single factor variance analysis, Pierson correlation analysis, and typical correlation analysis, we can conclude as follows.
    1. Subjects’ research variances are: (1) Ethical climate: legislative orientation, care orientation, and independent judgment. (2) Organizational commitment: affectional commitment, continuous commitment, and moral commitment. (3) Organizational citizenship: the manifestation of both cognition or attitude in terms of sticking to own duty and organizational public welfare lies above the medium or high levels.
    2. Based on personal characteristics or position properties, the subjects who have highest manifestation in their cognition and attitude in each dimension are: (1) Legislative orientation: female, 40~49 years old, single, under junior college, incumbent clerk. (2) Care orientation: male, over 50 yeas old, married, above university, director. (3) Independent judgment: male, over 50 years old, married, under junior college, incumbent clerk. (4) Affectional commitment: male, over 50 years old, married, above university, director. (5) Continuous commitment: male, 30~39 years old, married, over university, former director. (6) Moral commitment: female, over 50 years old, married, under junior college, director. (7) Sticking to own duty: female, over 50 years old, married, under junior college, director. (8) Organizational public welfare: female, over 50 years old, married, under junior college, director.
    3. The research variances that have apparent correlation: (1) legislative orientation: care orientation, affectioal commitment (2) Care orientation: independent judgment, affectional commitment, moral commitment. (3) Independent judgment: moral commitment (4) Affectional commitment: moral commitment (5) Continuous commitment: moral commitment (6) Sticking to own duty: organizational public welfare, legislative orientation, care orientation, affectional commitment, moral commitment (7) Organizational public welfare: affectional commitment, moral commitment.
    4. Both ethical climate and organizational commitment have an obvious correlation with organizational citizenship.
    According to the conclusions, we recommend the following suggestions: 1. To financial institutions: (1) Carrying out internal legislative curriculum and drills; (2) Carrying out external legislative and related case curriculum and drills; (3) Appointing with discretion the managerial personnel of operating units; (4) Cultivating staff’s team spirit; (5) Reconstructing the financial ethics of discipline and order. 2. To succeeding researchers: (1) Broadening the researching samples; (2) Studying the attitude of incumbent and former managers’ ethic climate and organizational commitment toward the trust-granting acts.
    Advisory Committee
  • Liang-Chih Huang - chair
  • Chim-Ming Ho - co-chair
  • Bih-Shiaw Jaw - advisor
  • Files
  • etd-0707102-211302.pdf
  • indicate access worldwide
    Date of Submission 2002-07-07

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