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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/74273

    Title: 員工揪團行為與組織氣候、人格特質及工作績效關係之研究
    Other Titles: The study on the relationship of group-building activities, organizational climate, employees' personality traits and job performance
    Authors: 施博文;Shih, Po-Wen
    Contributors: 淡江大學企業管理學系碩士在職專班
    洪英正;Hung, Ying-Cheng
    Keywords: 揪團行為;組織氣候;人格特質;工作績效;Group-Building Activities;organizational climate;PersonalityTraits;job performance
    Date: 2011
    Issue Date: 2011-12-28 18:20:22 (UTC+8)
    Abstract: 「揪團」為近幾年來相當風行的非正式群體活動,再加上透過網際網路的推波助瀾之下,已成為了一股不可小覷的團體力量(江逸之,2009)。同時這股熱潮,不只是在網路上發燒,在企業組織內也有「揪團」活動上演。但企業大多要求每位員工能盡力於其工作績效表現,協助企業朝目標達成邁進,不希望受其他生活面之雜事影響員工,因此如果員工若越熱衷參與「揪團」將影響其平日工作,此為企業所不樂見。
    Group-building activities is a very popular, informal activity in recent years. Coupled with Internet waves, it has become an un-ignored power. At the same time, this trend is not only happened the Internet fever but also arises inside the enterprises. However, enterprises are required employees to devote themselves to job performance without any chores influenced. Businesses are not reluctant to see the employees are influenced by the group-building activities on their job.
    In this thesis, the organizational climate and personality traits of employees what may influence group-building activities would be explored. The impact on job performance of employees would be explored as well. This thesis is begun from setting motivation, direction and purpose and literature review, and then set up research framework, hypotheses and questionnaires for investigating.
    Finally 150 valid questionnaires were collected and analyzed statistically by SPSS.12 to understand the cause-effect among organizational climate, personality traits and job performance. And we also explore the motivation, characteristics, type of behaviors, and the degree of preference of workers'' group-building activities in Taipei region. The following conclusions are listed according to empirical research:
    1. Different demographic variables of workers have no significant differences on group-building activities.
    2. Different organization climate recognized by workers has no significant differences on group-building activities.
    3. Workers with extraversion personality traits are more likely to participate in group-building activities.
    4. Different group-building activities of workers have no significant differences on job performance.
    5. The degree of preference and the extent of identification of group-building activities having impact on performance have significant influences on workers'' group-building activities.
    By the conclusion of this research, group-building activities within the enterprises have not impact the job performance. But the companies should take more concern on the extravert through services provided. And also to avoid the derived entanglements of money. Group-building activities are not troublesome to managements and not necessary to forbid with enforcements. The management should communicate with employees with mutual way to let them follow the ethics code and also give them appropriate space with the premise of no influence on job performance.
    Appears in Collections:[企業管理學系暨研究所] 學位論文

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