| 摘要: | 本研究旨在瞭解信用卡業員工工作價值觀、組織承諾之現況，並探討其工作價值觀與組織承諾之關連性，及個人背景對工作價值觀、組織承諾之影響。
本研究利用問卷調查蒐集資料，經由統計分析，得出研究發現，並歸納出以下結論：
一、整體工作價值觀及自我成長取向、自我實現取向、尊嚴取向、社會互動取向、組織安全與經濟取向、安定與免於焦慮取向以及休閒健康與交通取向等子構面，都分別對組織承諾及價值承諾、努力承諾、留職承諾等子構面存在正相關關係。
二、整體工作價值觀及自我成長取向、自我實現取向、尊嚴取向、社會互動取向、組織安全與經濟取向、安定與免於焦慮取向以及休閒健康與交通取向等子構面，都分別對組織承諾及價值承諾、努力承諾、留職承諾等子構面有顯著影響。
三、男性較女性更注重「組織安全與經濟取向」、「休閒健康與交通取向」之工作價值觀；不同年齡工作價值觀具有顯著差異，尤其是「自我成長取向」與「尊嚴取向」兩個構面。在所有年齡層36-40歲最具有正面價值觀，26-30歲表現則低於其他年齡層。已婚與未婚之工作價值觀僅於「自我成長取向」有顯著差異。
四、不同年齡層之組織承諾有顯著差異。無論組織承諾或其子構面，平均分數前三名皆為46-50歲、36-40歲、20-25歲，26-30歲者則為分數最低者；服務年資愈久，組織承諾愈高，尤其是16-20年人員明顯高於其他年資人員。
本研究根據研究結論，提出下列建議，供實務界參考：
一、企業招募新進員工時，應考量其工作價值觀，以提高組織承諾。二、企業應透過教育訓練協助員工建立積極的工作價值觀，以提高組織承諾。
三、企業應建立「安定與免於焦慮」的工作環境。
四、企業應建立一套完善之薪酬及福利制度。
五、企業宜重視個人差異，適才適所，以提高工作價值觀及組織承諾。
The purpose of this research is to find out the orientation of workers serving in credit card industry toward work value and organizational commitment. In addition, the relationship between work value and organization commitment was identified in this research. Furthermore, this research describes different individual background affecting work values and organizational commitment.
The research collects primary data by questionnaire surveys, after analyzing the data, the conclusion are described as below:
1.The work values of samples and the sub-dimensions of work values, including self-growth orientation, self-actualization orientation, self-esteem orientation, social interaction orientation, stability and anxiety-free orientation, organization security and economy orientation, have a positive correlation with the organizational commitment of samples and its sub-dimensions, including value commitment, diligence commitment, desire of retention commitment.
2.The work values of samples and the sub-dimensions of work values,including self-growth orientation, self-actualization orientation, self-esteem orientation, social interaction orientation, stability and anxiety-free orientation, organization security and economy orientation, have a significant influence on organizational commitment of samples and its sub-dimensions, including value commitment, diligence commitment, desire of retention commitment.
3.Male pay much attention on the prospects of "organization security and economy and “recreation, health and traffic” than female. There are substantial difference on work values among different age of workers, especially on the dimensions of self-growth orientation and self-esteem orientation. Among those samples, the employees aged between 36 and 40 own the highest degree of positive work value. On the contrary, the employees aged between 26 and 30 have the least degree of work value There are substantial difference on the self-growth orientation dimension of work values among married employees and single employees.
4.The degree on organizational commitment among different age of employees varies significantly. Both of organizational commitment and its sub-dimension, the three groups of employees aged on the range of 46-50,36-40 and 20-25 own the highest degree of organizational commitment in sequence. On the contrary, the employees aged between 25 and 30 have the least degree of organizational commitment.
According to the conclusion of this research, some recommendations are provided as below:
1.To enhance employees’ organizational commitment, the enterprise had better recruit people whose work values fit to the enterprise.
2.To enhance employees’ organizational commitment, the enterprise should strengthen its employees’ positive work value by training.
3.The enterprise should establish a stable and anxiety-free working environment.
4.The enterprise should establish a comprehensive salary payment and welfare system.
5.To enhance employee’s work value and organizational commitment, the enterprise should pay attention to individual difference. |
