English  |  正體中文  |  简体中文  |  全文筆數/總筆數 : 49378/84106 (59%)
造訪人次 : 7380256      線上人數 : 66
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library & TKU Library IR team.
搜尋範圍 查詢小技巧:
  • 您可在西文檢索詞彙前後加上"雙引號",以獲取較精準的檢索結果
  • 若欲以作者姓名搜尋,建議至進階搜尋限定作者欄位,可獲得較完整資料
  • 進階搜尋
    請使用永久網址來引用或連結此文件: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/33948


    題名: 大學職員工作輪調制度認知、組織公平與輪調意願之相關性研究─以北部地區學校為例
    其他題名: The employees' rotation intention and their perception to job rotation system, organizational justice: a study of universities in northern Taiwan
    作者: 蔡承佑;Chai, Tsen-yu
    貢獻者: 淡江大學公共行政學系公共政策碩士在職專班
    黃一峰;Huang, Irving Yi-feng
    關鍵詞: 工作輪調;組織公平;組織變革;Job Rotation;Organizational Justice;Organizational Change
    日期: 2007
    上傳時間: 2010-01-11 04:42:31 (UTC+8)
    摘要:   本研究以制度認知、組織公平為自變項,輪調意願為依變項,採用量化研究的方式,以北部地區大學教務處、學生事務處及總務處之專任職員為問卷調查對象,探討此三項變數之相關性,並以大學職員對此三變項之認知為何?不同的個人背景變項對此三變項是否有差異?制度認知與輪調意願之關係是否受到組織公平的中介影響?等三大問題進行研究,經實證分析後,結果發現:

    一、組織公平「程序公平」、「分配公平」知覺越高的職員,其輪調意願之「被動意願」及「主動意願」就會越強。制度認知「制度支持」、「制度規範」知覺越高的大學職員,其輪調意願之「主動意願」及「被動意願」就越強。

    二、有輪調經驗比無輪調經驗的職員有較高的輪調制度認知;50歲以上比40至49歲以及未滿40歲的職員,有較高的組織公平認知;專科以下學歷比大學學歷以及研究所以上學歷的職員,有較高的組織公平認知;研究所以上學歷比大學學歷的職員,有較高的輪調意願;公立學校比私立學校的職員,有較高的輪調意願。

    三、制度認知透過組織公平影響輪調意願的效果並不顯著。
    The purpose of this study is to discuss the relationship among the staff’s perception to the job rotation, organizational justice and rotation intention. The research methods applied in this study include questionnaire survey and quantitative research methods, taking the staff’s perception to job rotation and organizational justice as the independent variables and the rotation intention as the dependent variable. The samples for this study include the fulltime staffs working at the Office of Academic Affairs, Office of Student Affairs, and Office of General Affairs in the universities in Northern Taiwan. This study is aimed to explore more of the following aspects: (1) the university staff’s perception of the three variables, (2) the effect of different personal background on the three variables, (3) the influence of the organizational justice on the relationship between the staff’s perception to the job rotation and rotation intention.
    The results demonstrate the following findings:
    The higher the staff’s perception to the organizational justice regarding the “procedure justice” and “distributive justice” is, the higher their “passive intention” or “active intention” will be.
    Staffs who have been rotated have higher perception to the job rotation than those who have not been rotated. Staffs aged 50 and above have higher perception to the organizational justice than those who aged 40 to 49 and those who aged below 40. Staffs who have a junior college education and below have higher perception to the organizational justice than those who have a college education and those who have a graduate school education and above. Staffs who have a graduate school education have higher rotation intention than those who have a college education. Public university staffs have higher rotation intention than private university staffs.
    The perception to the system under the organizational justice does not have an obvious effect on the rotation intention.
    Based on the survey findings, the suggestions for rotation system are proposed as the following:
    Promoting the goal and the function of the rotation system to the staffs who did not have previous rotation experiences.
    Providing the staffs with channels to participate in planning and reviewing the rotation system.
    顯示於類別:[公共行政學系暨研究所] 學位論文

    文件中的檔案:

    檔案 大小格式瀏覽次數
    0KbUnknown240檢視/開啟

    在機構典藏中所有的資料項目都受到原著作權保護.

    TAIR相關文章

    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library & TKU Library IR teams. Copyright ©   - 回饋