The purpose of this study is to explore the relationship between staffs’ job morale and organizational commitment in the Art universities of northern Taiwan. After reviewing the literature of job morale and organizational commitment to set up the analytical framework, this study analyzes the differences between job morale and organizational commitment among different staffs.
The survey was conducted by distributing questionnaires to staffs of art universities in northern Taiwan. The questionnaire contained three parts. The first part was demographic information about the participants, and the second part was topic issue questions about the job morale and commitment. In the second part, the respondents were asked to indicate the importance degree by using a 5-point scale which ranging from 1 (strongly disagree) to 5 (strongly agree). The respondents were asked to answer the questionnaire following a standard procedure. After data collecting, 95 questionnaires were returned. Discarding 7 invalid responses (incomplete and too consistent), 88 valid responses remained for analysis. The statistical method of factor analysis, t-test, ANOVA and Pearson Product Moment Correlation Coefficient were employed. The conclusions are illustrated in the following section :
1.The majority of the staffs in the Art University of the northern Taiwan is female, bachelors, and single. The result also figures out that the staffs who are married, at the age of 31 to 40, and below 5 years of working experience are more settled to their job.
2.Staff’s organizational commitment, who are at the age of 21 to 30, is lower than those who are at the age of 51 to 60. Married staffs’ job morale and organizational commitment is higher than single staffs’.
3.There is no difference among gender, educational background, position, seniority, and department.
4.The relationship between staffs’ job morale and organizational commitment is positive significantly. That is, the higher job morale staffs have, the higher organizational commitment staffs have.
This research also provides recommendations, based on research findings, for HRM practice in university and suggestions to the future study are also proposed.