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https://tkuir.lib.tku.edu.tw/dspace/handle/987654321/33007
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| 題名: | 激勵制度滿意、工作滿意、組織承諾與工作績效之關係研究-以皮革業為例 |
| 其他題名: | A study of the relationship among motivation system satisfaction, job satisfaction, organizational commitment and job performance - an example of the leather industry |
| 作者: | 謝政勳;Hsieh, Cheng-hsun |
| 貢獻者: | 淡江大學管理科學研究所碩士班
陳海鳴;Chen, Hai-ming |
| 關鍵詞: | 皮革工業;激勵制度;工作滿意;組織承諾;工作績效;Leather Industry、Motivation System;Job Satisfaction;Organizational Commitment;job performance |
| 日期: | 2009 |
| 上傳時間: | 2010-01-11 03:07:52 (UTC+8) |
| 摘要: | 本研究旨在探討皮革業員工對於激勵制度滿意、工作滿意、組織承諾與工作績效間之關係，以及探討其相關因素。並且驗證組織承諾、工作滿意在激勵制度滿意與工作績效間的中介效果。
本研究選擇「台灣區皮革工業同業公會」之會員名單為主要研究對象，依隨機抽樣方法發出400份問卷，共得有效問卷325份，並運用敘述統計分析、因素分析、信度分析、迴歸分析等統計方法，得到結果如下:
(一) 員工對激勵制度的滿意，以口頭獎勵、健康檢查及社會保險最為滿意。
(二) 員工的工作滿意，以對於公司的貢獻度、自己的工作績效及工作方向與目標最為滿意。
(三) 員工的組織承諾，以願意付出額外的努力，協助公司獲利、對公司的忠誠度及願意留在公司繼續深造最為滿意。
(四) 員工對工作績效的滿意，以工作安全與衛生、標準作業程序熟析、特別注意重大事件最為滿意。
(五) 激勵制度滿意對工作滿意有顯著影響，尤其以物質型激勵制度正向影響效果為最大，也會增進員工的工作績效。
(六) 員工對工作滿意愈高，則組織承諾也會愈高，尤其是留職承諾效果為最好，讓員工更願意留在原本的組織努力，也會使員工的工作績效提升。
(七) 組織承諾在激勵制度滿意與工作績效間具有正向中介效果。
The main purpose of this research is not only to understand the relationship among leather industry employees’ motivation system satisfaction, job satisfaction, organizational commitment and job performance, but also verify the mediating effect of organizational commitment and job satisfaction between the motivation system satisfaction and job performance.
The subject of this research is selected from the membership list of“Leather Industry Association”in Taiwan. 400 employees are selected by random sampling method to fill out the questionnaire and 325 effective samples are received. Descriptive statistics, factor analysis, reliability analysis and regression analysis are used to analyze the data. Some important results are listed below:
1. The top 3 employees’ motivation system satisfactions are the verbal rewards, physical examination and social insurance.
2. The top 3 satisfactions of employee about job satisfaction are their contribution to the company, their job performance, direction and objectives of the company.
3. The top 3 organizational commitment of the employees are willing to pay extra effort for the company, their loyalty for the company, and are willing to stay in the company to continue to study.
4. The top 3 job performance are the work safety and health, staff familiar with the standard operating procedures, and staff pay attention to the critic incidents.
5. The employees’ motivation system satisfaction is significant influence on job satisfaction, especially with the material motivation, and material motivation can improve employee’s job performance.
6. The higher of the employees’ motivation system satisfaction, the more employees’ organizational commitment, especially the retention commitment. Retention commitment can make employees work harder and it also can improve the job performance of employees.
7. Organizational commitment has positive mediating effect between the employees’ motivation system satisfaction and job performance. |
| 顯示於類別: | [管理科學學系暨研究所] 學位論文
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