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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
31

國民小學組織結構、組織承諾與學校效能關係研究

劉春榮 Unknown Date (has links)
本研究旨在探討國民小學學校組織結構、組織承諾與學校效能的關係;其次比較分析教師人口變項類別、學校環境變項類別在學校組織結構、組織承諾及學校效能上的差異;並尋找有效預測學校效能的變項。 研究採問卷調查法,以自編「國民小學組織結構量表、國民小學組織承諾量表及國民小學學校效能量表三部份。受試包括臺灣地區190所公立國民小學的1415名教師,問卷回收率達71 80%。回收問卷經統計處理,獲得以結論: 一、學校組織結構正式式、專門化愈高,則學校效能不論在校長領導、行政溝通、學習環境、課程與教學、學生行為表現、學生學習表現及整體學校效能均有愈高的現象。 二、學校組織結構集中化、傳統化愈高,則學校效能不論在校長領導、行政溝通、學習環境、課程與教學、學生行為表現、學生學習表現及整體學校效能均有愈低的現象。 三、學校組織承諾其認同程度、努力意願、留職傾向或整體組織承諾愈高,則學校效能不論在校長領導、行政溝通、學習環境、課程與教學、學生行為表現、學生學習表現及整體學校效能均有愈高的現象。 四、學校組織結構正式化、專門化愈高,則學校組織承諾不論在認同程、努力意願、留職傾向及整體學校組織承諾均有愈高的現象。 五、學校組織結構集中化、傳統化愈高,則學校組織承諾不論在認同程度、努力意願、留職傾向及整體學校組織承諾均有愈低的現象。 六、我國國民小學學校組織結構整體而言:其正式化及專門化程度頗高;而集中化及傳統化程度較低。高低排序依次為專門化、正式化、傳統化、集中化。 七、我國國民小學學校組織承諾整體而言:不論在認同程度、努力意願、留職傾向及整體組織承諾均相當不錯。其高低排序依次為努力意願、整體組織承諾、留職傾向、認同程度。 八、我國國民小學學校效能整體而言:校長領導、課程與教學、學生行為表現較佳;而學生學習表現、學習環境、行政溝通及整體學校效能次之。其高低排序依次為校長領導、課程與教學、學生行為表現、學生學習表現、學習環境、整體學校效能、行政溝通。 九、不同的教師人口變項類別,不論在學校組織結構、學校組織承諾或學校效能,多有所不同,但因不同的分量表而情況不一。 十、不同的學校環境變項類別,不論在學校組織結構、學校組織承諾或學校效能,多有所不同,但因不同的分量表而情況不一。 十一、學校效能的預測由於分量表不同,而其有效的預測變項亦有所差異。整體來講,認同、正式化、集中化、專門化、傳統化,一般大學畢業的教師、性別、兼任組長的教師、創校10-20年的學校、13-14班的學校及留職傾向,能有效預測學校整體效能。但各變項的預測力不同,且影響的方向也不一樣。 根據研究所得,本研究分別對教育行政機關、學校行政單位、學校校長及教師與未來研究者提出建議。
32

性別公平知覺影響組織承諾之研究:以新北市城鄉發展局與新北市衛生局為例 / The impact analysis of the gender justice perceptions on organizational commitment: case studies of the urban and rural development and the Public Health Department in New Taipei City Government

陳育萱, Chen, Yu Hsuan Unknown Date (has links)
本研究以新北市的兩個不同性別比例狀況的機關為主要研究對象,有效樣本分別為112份與128份。主要的研究主軸在於瞭解在當前組織環境中,影響員工願意為組織付出努力的重要原因不僅僅只求管理制度上的公平,更甚者,組織決策者的任何行動都必須表現出重視不同性別的存在,依此,本研究試圖在各主要變數中先證明性別差異的存在,再進一步驗證性別公平知覺才是真正未來組織管理者擬訂組織決策方向的重要考量。 研究結果發現,在個人背景變項、組織公平、主管領導方式與性別公平知覺此四個變數中,性別公平知覺對於組織承諾相較於其他變數有更為顯著的正向影響。因此,本研究認為除了瞭解性別差異的重要性之外,無論公部門或是民間企業都應該針對不同性別員工做適當的考量,進一步對組織的資源分配重新思考並做不同的配置與改變,並且進一步依此作為主要績效考量與改革的方向,才能有效拔擢優秀人才,尤其在當前環境艱困的工作職場中,不但需要組織員工願意為組織付出努力更需要對於組織目標有高度認同感,在此種不斷地正向循環之下,最終期能達到主管、員工與組織三贏的局面。
33

高中校長領導行為、教師組織承諾與學校組織效能關係之研究

蔡炳坤, Tsai, Ping-Kun Unknown Date (has links)
本研究的目的在探討高中校長領導行為、教師組織承諾與學校組織效能之關係。所稱「高中校長」包括公立(含國立與縣市立)高級中學與私立高級中學校長。   本研究採用文獻分析法與問卷調查法,文獻分析法以蒐集、探討國內外相關文獻,作為擬定研究架構與編製調查問卷內容之依據;問卷調查法以自編「高級中學學校組織運作現況調查問卷」(內含校長領導行為問卷、教師組織承諾問卷與學校組織效能問卷)為工具,對全國公私立高中進行問卷調查。問卷以高中教師為調查對象,經分層隨機取樣,計調查49所學校,發出問卷1,185份、回收1,090份、有效問卷1,053份,可用率89%。調查所得資料分別以描述性統計、t檢定、單因子變異數分析、Pearson積差相關、典型相關分析、逐步多元迴歸分析等統計方法實施資料分析,據以進行研究結果的分析與討論。   本研究獲得下列重要結論: 一、高中校長領導行為、教師組織承諾與學校組織效能的現況良好。 二、不同教師背景變項下,高中校長領導行為、教師組織承諾與學校組織效能,各有明顯的差異性。 (一)男性教師、年齡較大的教師、兼任行政職務的教師,所感受與知覺的高中校長領導行為、教師組織承諾與學校組織效能,都明顯高於女性教師、年齡較小的教師、未兼任行政職務的教師。 (二)在「本校服務年資」比較資深的教師,所感受與知覺的教師組織承諾與學校組織效能,明顯高於比較資淺的教師。 (三)在「學歷」變項方面,「研究所以上」在「組織認同」、「目標達成」大於「師範院校」;「一般大學」在「主動例外管理」大於「師範院校」、「研究所以上」;「一般大學」、「研究所以上」在「態度型承諾」、「努力意願」大於「師範院校」;「師範院校」只有在「被動例外管理」大於「研究所以上」。 (四)私立學校教師、大型學校教師,所感受與知覺的「轉型領導」、「態度型承諾」與學校組織效能,都明顯高於公立學校教師、小型與中型學校教師。 (五)市區學校教師在「被動例外管理」、「組織認同」、「留職傾向」、「目標達成」等層面,明顯高於鄉鎮學校教師;而鄉鎮學校教師則在「型塑願景」、「智能啟發」、「主動例外管理」等層面,明顯高於市區學校教師。 三、高中校長呈現高度的領導行為、教師具有高度的組織承諾,則會有較高的學校組織效能。 四、高中校長領導行為、教師組織承諾與學校組織效能之間有密切的關係。 五、高中校長領導行為中的「個別關懷」、教師組織承諾中的「組織認同」,最能 有效預測學校組織效能。 根據本研究之結論,提出建議如下: 一、對教育行政機關的建議 (一)建立完整的高中校長培育與證照制度,以提高校長領導行為。 (二)建立教師專業發展、評鑑與分級制度,以提高教師組織承諾。 (三)研訂學校組織效能更具體、明確的指標,建立績效責任制度。 二、對高中校長的建議 (一)轉型領導與互易領導等校長領導行為近年來受到重現,且與學校組織效能有密切關係,值得善加運用。 (二)宜多關懷女性教師、年齡較小的教師、未兼任行政職務的教師,以提高校長領導行為。 (三)應致力於學校組織效能的提升。 三、對高中教師的建議 (一)教師組織承諾對學校組織效能具有重要之影響,值得高中教師們重視並實踐。 (二)女性教師、年齡較小的教師、服務年資較淺的教師、未兼任行政職務的教師,宜增強對組織的承諾。 (三)公立學校教師應自珍自重,用心於學校校務的運作、專注於對組織的承諾,進而致力於學校效能的提升。 四、對其他單位之建議 (一)建議師範院校,應加強教育專業知能、教學專業態度之培育,以養成具備高度組織承諾、高度組織效能的高中教師。 (二)建議教師專業組織,可致力於教師組織承諾的提高,俾有助於學校組織效能,進而提升教師專業地位。
34

臺灣地區公立高中校長教學領導、教師組織承諾與教師教學效能關係之研究 / A Study on the Relationship Among Principals’ Instructional Leadership, Teachers’ Organization commitment, and Teachers’ Teaching Effectiveness in Public Senior High Schools in Taiwan.

葉佳文, Yeh,Chia-Wen Unknown Date (has links)
本研究主要目的在探討公立高中校長教學領導、教師組織承諾與教師教學效能之關係和影響情形及不同背景變項之校長教學領導、教師組織承諾與教師教學效能的差異性分析,進而建構及驗證其互動模式,並提出研究結論與建議。 本研究採訪談及問卷調查二種方法,針對校長教學領導、教師組織承諾與教師教學效能等三個變項進行探究。本研究首先由文獻探討分析中,建立研究架構及理論基礎,在問卷調查方面,則先以177位公立高中教師為預試樣本,將取得的樣本資料進行信度與因素分析,以發展為正式問卷。正式問卷施測後,以回收有效樣本832位公立高中教師之問卷為研究資料,分別以描述性統計、t考驗、變異性分析、相關分析、多元逐步迴歸分析及線性結構方程模式等統計方法,進行資料分析。在訪談方面,根據本研究意旨與目的研擬訪談大綱,訪談13位現職公立高中校長,藉以瞭解校長與教師間對「校長教學領導」知覺的差異性及其原因。 本研究之主要研究結果如下: 一、現行公立高中校長教學領導、教師組織承諾與教師教學效能之整體表現 良好。 二、不同背景變項之高中校長教學領導、教師組織承諾與教師教學效能有顯著差異。 三、不同程度之校長教學領導對教師組織承諾的影響有顯著差異。 四、不同程度之校長教學領導對教師教學效能的影響有顯著差異。 五、不同程度之教師組織承諾對教師教學效能的影響有顯著差異。 六、校長教學領導與教師組織承諾呈顯著高度正相關。 七、校長教學領導與教師教學效能呈顯著中度正相關。 八、教師組織承諾與教師教學效能呈顯著中度正相關。 九、校長教學領導與教師組織承諾能有效解釋教師教學效能。 十、校長教學領導會影響教師教學效能;校長教學領導應特別重視提升教師專業。 根據以上研究結果,本研究提出以下建議: 一、對教育行政主管機關之建議 (一)培養校長教學領導專業知能 (二)建立教師專業成長機制與評鑑辦法 (三)強化校長教學領導共識 二、對公立高中校長之建議 (一)積極扮演教學領導者的角色 (二)培養良好的溝通能力 (三)重視教師努力意願、提升教師組織承諾知覺 三、對公立高中教師之建議 (一)建立教師專業知能、協商制定教師評鑑 (二)協助校長教學領導、提升教師教學效能 四、對未來研究之建議 (一)研究對象方面:擴大研究對象範圍,多元觀點研究分析。 (二)研究方法方面:多方整合專家意見,實地觀察受訪學校。 (三)研究內容方面:探討其他研究變項,建構新的架構模式。 (四)研究工具方面:發展其他研究量表,適用不同類型學校。 關鍵詞:教學領導、組織承諾、教學效能 / The purpose of this study is to explore the relationship among principals’ instructional leadership, teachers’ organization and teaching effectiveness in public senior high schools and the different effects from the different background factors. An interactive model was constructed and confirmed, and some research conclusions and suggestions were offered. This study adopted two research methods : visiting survey and questionnaire survey, aiming the relations among principals’ instructional leadership, teachers’ organizational commitment, and teachers’ teaching effectiveness. First, the research frame and theory were established based on the literature analysis. As for the questionnaire survey, 177 senior high school teachers in public schools were chosen as pre-test samples on which the reliability and validity analysis were based and the formal questionnaires were developed. The 832 public senior high teachers’ questionnaires were used as research data and some statistical techniques such as t-test, ANOVA, correlation analysis, multiple stepwise regression analysis, and SEM were employed. As for the visiting survey, 13 public senior high school principals were interviewed to understand the differences between the principals and teachers about the awareness of “principals’ instructional leadership”. The major findings from this study are as follows: 1.The overall performances of principals’ instructional leadership, teachers’ organizational commitment, and teachers’ teaching effectiveness are good. 2.The effects of different background variables on principals’ instructional leadership, teachers’ organizational commitment, and teachers’ teaching effectiveness are statistically significant. 3.The effects of principals’ instructional leadership on teachers’ organizational commitment are significantly different. 4.The effects of principals’ instructional leadership on teachers’ teaching effectiveness are significantly different. 5.The effects of teachers’ organizational commitment on teachers’ teaching are significantly different. 6.The principals’ instructional leadership and teachers’ organization are high positive correlation. 7.The principals’ instructional leadership and teachers’ teaching effectiveness are medium positive correlation. 8.Teachers’ organizational commitment and teachers’ teaching effectiveness are medium positive correlation. 9.Principals’ instructional leadership and teachers’ organizational commitment can explain effectively teachers’ teaching effectiveness. 10.Principals’ instructional leadership has effects on teachers’ teaching effectiveness; principals’ instructional leadership should put more emphasis on the teachers’ profession The suggestions made by this study are as follows: A.The suggestions to the educational administrative institutes: 1.Develop principals’ professional knowledge. 2.Establish mechanism for teachers’ professional development and assessment. 3.Strengthen the commitment of principals’ instructional leadership. B.The suggestions to the public senior school principals: 1.Play a more active role as instructional leaders. 2.Develop sound communication skills. 3.Value teachers’ devotion to teaching and raise the awareness of teachers’ organizational commitment. C.The suggestions to public senior high school teachers: 1.Develop teachers’ professional knowledge and establish teachers’ evaluation. 2.Help principals’ instructional leadership, and promote teachers’ teaching effectiveness. D.The suggestions to the research in the future: 1.The research subjects: expand the research subjects, analysis based on multiple points of view. 2.The research methods: Integrate experts’ suggestions and visit the interviewed schools. 3.The research contents: Explore other variables, and establish new research frames. 4.The research tools: Develop other research measurement and apply to different types of schools. keywords: Instructional Leadership ; Organization commitment Teaching Effectiveness
35

非營利組織內部行銷、組織認同、組織承諾研究:以兩岸種子人才培訓計劃為例 / The relationship among internal marketing, organizational identification and organizational commitment in Seed Talent Program

吳家銘, Wu, Chia Ming Unknown Date (has links)
本研究的目的,係透過理論與實務的檢測,探討在種子人才培訓計劃中,內部行銷、組織認同與組織承諾的關係。在內部行銷、組織認同與組織承諾的變項中,哪些構面會影響三者關係的成立?組織認同與組織承諾在不同的個人背景下是否會有差異?台北與上海的種子人才培訓計劃成員,在性別、家鄉、年齡、級別、院所、幹部經驗是否會有差異? 本研究係組織理論的量化分析,量化分析的資料係透過線上問卷與現場發送的方式而得。有鑑於種子人才培訓計劃係一橫跨兩岸的組織,本研究設計兩份問卷,以確保兩地的樣本有一定的數量。本研究使用的統計分析,包含:敘述性統計分析、信度分析、樣本代表性檢定、卡方檢定、獨立樣本T檢定、單因子變異數分析、相關分析、迴歸分析。 本研究的結論如下:上海種子人才培訓計劃的成員,在內部行銷、組織認同、組織承諾的各個變項均較台北種子人才培訓計劃要來得高。內部行銷、組織認同與組織承諾的關係存在,且內部行銷會透過組織認同影響組織承諾。當組織的內部行銷機制完整度越高,成員對組織的認同感會提升,也會越容易對組織做出承諾。此外,當組織成員對組織的認同度越高時,越容易對組織做出承諾。 / The purpose of the study is to find the relationship among internal marketing, organizational identification and organizational commitment in “Seed Talent Program”. In those dimensions, what variables influence the connection? Are the different personal backgrounds influence the organizational identification and organizational commitment? The members in Shanghai and Taipei have difference in sex, hometown, age, level, institutes, guide experience or not? Our survey uses the quantitative analysis. The data was collected through online questionnaire and visit the place in Taipei. In view of the program have foundations in Taipei and Shanghai; we design two questionnaires to make sure get enough samples. The statistical methods used in the survey include: descriptive statistics, reliability analysis, representative rample analysis, t-test, one-way anova, correlation analysis, regression analysis. After testing 252 members in Shanghai and Taipei, we found that the members in Shanghai have higher scores in three dimensions than those in Taipei. The relationship among the internal marketing, organization identification and organization commitment exists. When the internal marketing mechanisms become well, the members have higher identification and easily to make promise in the organization. The relationship is controlled by the hometown variables.
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國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究 / Examining the Effect of Person-Organization Fit and Organizational Commitment on Organizational Citizenship Behavior of Junior High School Teachers

鄧竹君 Unknown Date (has links)
本研究旨在探討國民中學教師個人與組織適配、組織承諾對組織公民行為影響之研究,並探究組織承諾在個人與組織適配與組織公民行為之間是否具有中介變項的效果。本研究採用問卷調查法,以苗栗縣共29 所國民中學教師為樣本母群體,採分層隨機抽樣,抽出364位受試者,回收有效問卷286份,所得資料分別以描述性統計、t 考驗、單因子變異數分析、皮爾遜積差關係、迴歸分析等統計方法進行資料的分析與處理,以瞭解國民中學教師個人與組織適配、組織承諾對組織公民行為之現況、差異情形及其預測力。研究結論如下: 一、苗栗縣國民中學教師個人與組織適配屬中上程度,以「個人與同事適配度」最高。 二、苗栗縣國民中學教師組織承諾屬中上程度,以「情感性承諾」最高。 三、苗栗縣國民中學教師組織公民行為屬中上程度,以「對學生之公民行為」最高。 四、本校服務年資及學校規模在教師個人與組織適配上有顯著差異。 五、學校規模在組織承諾上有顯著差異。 六、學校規模在組織公民行為上有顯著差異。 七、教師個人與組織適配、組織承諾對組織公民行為具顯著相關與預測。 八、教師組織承諾在個人與組織適配與組織公民行為間具有部份中介效果。 最後依據研究結果與結論,提出具體建議,以作為教育行政機關、國民中學校長、教師以及未來研究的參考。 關鍵詞:個人與組織適配、組織承諾、組織公民行為
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會計師事務所查帳員工作滿足與組織承諾之研究

林良楓, LIN, LIANG-FENG Unknown Date (has links)
第一章乃就研究動機、研究目的、研究問題予以扼要說明。 第二章就有關文獻加以探討。首先就工作滿足之定義及理論基礎加以闡述,其次就組 織承諾之意義及研究途徑加以說明,再次就影響工作滿足及組織承諾之因素加以探討 ,並提出國內外之相關研究結果。最後再探討工作滿足與組織承諾之關係及比較其差 異。 第三章則敘述本文之研究方法,包括研究對象,施測與資料收集程序,測量工具及分 析方法等。 第四章為結果與討論,乃將實際調查所得之資料,依前述之方法予以分析,列示其結 果,並討論之。 第五章為結論與建議,乃彙述本研究之重要發現,並指出在研究過程中所受之限制。 最後根據研究結果提出一些改善會計師事務所查帳員的建議,俾作為各事務所主持人 之參考。
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領導型態,角色壓力, 核心生活興趣與組織承諾的關係

鄭得臣, ZHENG, DE-CHEN Unknown Date (has links)
共壹冊,約一萬五千字,分五章八節。 本研究的目的在探討: (1)國內個人核心生舌興趣的傾向; (2)探討領導型態,角色 特性及核心生活興趣對組織承諾的影響: (3)領導型態對角色模糊與角色衝突的影響 。受試者包括縣市政府人員 194人,中國造船員工 144人,太子汽車 102人,總計440 人。研究中對受試者施以領導行為描述問卷,角色特性問卷,組織承諾問卷及核心生 活興趣問卷。統計方法採因素分析,相關分析,典型相關分析,逐步迴歸分析, T考 驗,X2考驗及變異數分析。結果顯示: (1)國內個人核心生活的傾向偏向彈性及工作 方面,非工作層面者非常少。 (2)領導型態、角色模糊、角色衝突、角色過度負荷及 核心生活興趣均對組織承諾有所影響。 (3)領導型態對角色特性之知覺有所影響。
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民營化組織變革的不確定性認知對組織承諾之影響研究

羅春月, Luo,Chuen Yueh Unknown Date (has links)
在經濟自由化、國際化潮流的衝擊下,公營事業「私有化」(privatization)自1980年代以來成為主流思潮,在國內政治、經濟、社會發展日趨成熟,以及公營事業機構經營績效普遍不彰的環境下,紛紛要求政府去保護、去壟斷、去管制,讓公營事業回歸市場競爭機制,於是行政院於1989年成立跨部會的「專案小組」負責推動民營化工作,惟民營化的腳步卻顯得蹣跚難以開展,直到1996年「國家發展會議」中才確立「加速民營化」的共識後,民營化政策乃如火如荼的展開。 歷經十幾年民營化推行的結果,弊端叢生,有淪為財團化、賤賣國產、政治酬庸工具、製造大量失業的疑慮,並嚴重損及員工既有的工作權益,而廣受訾議;近年來更質變為政府籌措財源的工具,以致員工抵制、抗爭民營化政策持續未歇,乃至遊說立法委員通過特別立法加以保護與刪減釋股預算等,百般推遲、阻撓民營化進度,究其原因,乃在員工預期民營化組織變革將帶來不確定性未來的集體共同認知使然,害怕減薪、裁員、失去工作保障、勞動條件改變、僱庸關係變更、喪失公務員身分、權力及社會地位降低、經濟利益減損、可用資源減少、工作量增加…等等。 本研究以公賣局為個案研究,公賣局為因應民營化的需要,改善經營體質,提升組織競爭力,從1996 年開始規劃實施一連串的組織變革措施中,主要進行人力精簡、組織調整及全面品質管理等三大重要變革措施,其中以人力精簡與組織調整對員工的衝擊影響最大;人力精簡從1997年到2003年10月底止,已精簡4371人,有1/3以上的員工選擇優惠離退,而組織調整的方式則以簡併、裁撤、遷廠方式為之,影響了數千名員工的工作地點、工作性質、人際關係與環境的變動,員工在經歷這些重大組織變革,其對民營化組織變革的認知情況如何,是否會反應在工作壓力與組織承諾上,所以本研究即以微觀的認知觀點,試圖從員工對民營化組織變革的不確定性認知切入,來探求民營化組織變革的不確定性認知,對員工工作壓力與組織承諾的影響情況,深切鋪陳員工心理層面的憂鬱、焦慮、徬徨的感受,以提供政府當局及變革推動者參考。 本研究除採用文獻探討法對過去學者研究文獻做一回顧與整理外,並使用問卷調查法,以2004年2月底留任在台灣菸酒公司流通事業部職員為研究對象,所得有效樣本462份資料,以描述性統計分析、因素分析、信度分析、t檢定、單因子變異數分析、皮爾森積差相關分析、逐步迴歸分析等統計方法予以分析。 本研究主要獲致結論如下: 在描述性統計分析方面,員工最擔心的是被減薪(87.9%)、職務或工作地點變動(82%)、被裁員或解僱(80.8%)、失去公務員身分工作權較無保障(78.8%)、以及對個人未來的事業生涯有不安與徬徨的感受(76.6%),除此之外,對未來角色的變更也充滿相當的憂慮,在變革過程中,員工也認為所獲取或接觸的變革資訊嚴重不足,也顯示參與決策與溝通的管道不夠暢通,並且也相信民營化組織變革將使組織發展更具變動性,在在均說明了員工對民營化組織變革充滿了不確定性的認知程度相當高。反應在工作壓力方面,則以「焦慮反應」最為嚴重,平均數比率為75.56%,其次為「工作過荷」的現象為70.82%,然其對組織的「價值及努力承諾」、「留職承諾」仍舊是非常高昂,平均數比率分別為71.8%、71.62%。 在差異性分析方面,發現有顯著差異者有:1.不同年齡、職位的員工對「變革資訊」的不確定性認知有顯著差異。2.不同工作類別的員工對「溝通疑慮」的不確定性認知有顯著差異。3.不同職位員工對「組織發展」的不確定性認知有顯著差異。4.不同職位的員工對「低自尊」有顯著差異。5.不同工作類別的員工對「留職承諾」有顯著差異。 在相關分析方面,民營化組織變革的不確定性認知與工作壓力呈高度正向相關,與組織承諾則呈中度負向相關,而工作壓力與組織承諾則呈高度負向相關。 在預測力分析方面,民營化組織變革的不確定性認知對工作壓力、工作壓力對組織承諾均具解釋力或預測力,且工作壓力對民營化組織變革的不確定性認知與組織承諾間具有中介效果,亦即留任員工對民營化組織變革的不確定性認知程度愈高,其工作壓力愈大,工作壓力愈大,則員工的組織承諾愈低。 本研究根據研究結論分別對政府、事業機構、員工及後續研究者提出建議,期以建構更完善的民營化政策、以及提出更完整、更具價值的研究成果。 關鍵字: 認 知 組織變革 工作壓力 組織承諾 / Under economy liberalization trend, as well as globalization influences, the public enterprise privatization became a leading trend starting from 1980s, Internal (domestic) politics, economy, society development is mature rapidly, and public enterprises management agency are generally not developing/improving, makes them requesting government to give up protection, monopolize, controls etc. in order to put the public enterprises into competitive market mechanism. Hence in 1989 Executive Yuan had set up a special team in charge for pushing government entity for privatization, although privatization moves was halting and difficult to develop at the start, untill 1996 the Country Development Meeting where participants has reached a common view to accelerate the privatization issue, the privatization became a hot topic like a raging fire that everyone is talking about. Over ten years after privatization was carried out, disadvantage clusters, conglomeration of companies, low price sales and quisling government properties, political bribing, unemployment misgivings, seriously damaging workers interests and rights, and became a widely discuss issues. In recent years it even deteriorated and spoiled into a fund raising tools, which made workers to boycott, then fights against privatization policy continues. And even canvassed legislators to enforce protection laws, truncate and write off budgets, all sorts of put off or deferred to obstruct and jeopardize the progress of privatization. Trace to its cause, worker anticipation that privatization will bring uncertainty in the future due to the change of the organization, salary reduction, lay off staff, loosing job indemnification, labor laws and regulation changes, relation alteration in the employment system, loss of civil servant status, social status and rights diminishing, economical benefits reductions, available resource decreasing, increase of workload etc, etc.. This research is based on Taiwan Tobacco and Wine Board as a case study, due to the need of privatization to improve its management, increase of competitiveness capability, starting from 1996 Taiwan Tobacco & Liquor Corporation has taken up a series of organization transformation measures, there were 3 major improvement measures, mainly on manpower simplification; organization adjustment and overall quality control management. Where the manpower and organization adjustment have the most direct influence to staff/workers; Manpower reduction has been started since 1997 and up till the end of October 2003, there were already 4,371 persons reduced, 1/3 above personnel choose the preferential leave quit, while re-organization is implemented using simplification, dissolve of companies, relocate of factories, this has affected thousands of staff/worker’s work place, jobs nature, relationship and environmental alterations. Upon they experienced all these significant re-organization major changes. How do staff/workers recognition towards organization changes due to the privatization effect? Will it reflect in their work commitment due to the work pressure and organization changes? This study is based on basic cognitive point of view, attempt to cut in from worker’s uncertain recognition to organization changes by privatization, seeking for uncertain recognition of organization transformation cause by privatization, the effect towards personnel work pressure and organization commitments, deeply elaborate personnel psychology disconsolation, anxiety, hesitation, in order to provide to government authority and the reformers for references. This research adopt and consolidate the previously research documentary retrospect, it also combine with questionnaires inquisition. Based on the research object from Taiwan Tobacco & Liquor Corporation Business Distribution Unit staff at the end of February 2004, obtained effective samples of 462 item and were analyzed with Descriptive Statistic Analysis method, Factor Analysis, Reliability Analysis, t-Test, One-way ANOVA, Pearson Analysis of Regression, Analysis of Stepwise Regression Statistical. The main conclusions of this research are as follows: Under descriptive statistic analysis salary reduction is the most worried case (87.9%), duty and or work place alteration (82%), lay off staff (80.8%), loss of civil servant status and work rights (78.8%), fear of personal future business career uncertainty hesitation (76.6%), in addition to this, anxiety to the future personal role’s alteration. And during the changes period, staff/workers felt if organizational changes information severely lack of, it also shows if decision makers has impeded the communication in between, and the belief that privatization of organizational changes will let the organization development full with alteration nature. This illustrates staff/workers have very high uncertainty cognition to the privatization of organizational changes. Reaction shown directly on work stresses, while anxiety reaction is the most severe case, average rating at 75.56%, following is work overloaded phenomenon with 70.82%, but to organizational value and effort commitment, retention commitment are still lofty, average ratio at 71.8% and 71.62% respectively. At divergence analysis, it is found there is a distinct difference at 1. Age differences: on duty staff/workers have a different opinion of uncertain cognition to organizational changes information. 2. Different job sections staff/workers have distinct recognition on communication misgiving uncertainty cognition. 3. Different position/grade personnel has a different recognition on organization development. 4. Different position/grade personnel has distinct recognition on low self-esteem. 5. Different Job sections staff/workers has different recognition on retention commitment. On correlation analysis, there is a high positive relationship between privatization of organizational changes uncertainty cognition and work stress, while it shows a medium negative relationship to organizational commitment; work stress and organizational commitment shows a high negative relationship. In forecast analysis, privatization of organizational changes uncertainty cognition and work stress, work stress and organizational commitment both equipped with elucidate and anticipation power, while work stress and privatization of organizational changes uncertainty cognition and organizational commitment are of intermediate effect, in other words for staff to remain in office will increase its recognition to privatization of organizational changes uncertainty cognition, work stress will be heavier, when work stress becomes bigger, staff/workers organizational commitment will become lesser. This research concludes for suggestions to government entity, enterprises, staff/workers and the fellow researchers to improve the privatization program and submit more valuable and complete study results. Key words : cognition 、organizational changes、work stress 、 organizational commitment
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激勵保健因素與公立高職兼職行政工作教師組織承諾關係之研究

江巨材 Unknown Date (has links)
本研究主要目的在於探討激勵保健因素與公立高職兼職行政教師組織承諾之關係。採用文獻分析與問卷調查方式進行。 在文獻分析方面,首先針對激勵保健因素及組織承諾相關文獻進行蒐集、探討與分析。進而建立研究架構。 再以教育部94年度所公佈之92所公立高職兼職行政工作教師為研究對象,以激勵保健因素與公立高職兼任行政教師組織承諾關係之研究問卷為工具。以抽樣方式進行調查。 發出問卷644份,回收問卷635份,有效問卷609份,問卷可用率為94.6%。問卷回收後,使用描述性統計分析、單因子變異分析、皮爾森積差相關、逐步多元迴歸等方式進行資料分析,茲就研究結果加以討論。 本研究得到以下結論: 一、 公立高職兼職行政教師激勵保健因素呈現中等感受度。 二、 公立高職兼職行政教師激勵因素以「工作本身」感受度較高,「學習成長」感受度較低。 三、 公立高職兼職行政教師保健因素以「工作環境」感受度較高,「行政考核」感受度較低。 四、 公立高職兼職行政教師呈現良好組織承諾。 五、 公立高職兼職行政教師在組織承諾上以「努力意願」感受度較高,「續任兼職傾向」感受度較低。 六、 二十年以上服務年資兼職行政工作教師有較高的整體激勵保健因素知覺。 七、 擔任「主任」之兼職行政工作教師有較高激勵保健因素知覺。 八、 50歲以上兼職行政工作教師有較高的組織承諾。 九、 男性、已婚、高年齡、高職務、高服務年資、非商工或工商職校者,有較高的續任兼職傾向與組織承諾。 十、 擔任主任之兼職行政工作教師有較高「組織承諾」。 十一、 兼職行政工作教師對激勵保健因素之知覺愈高則會有愈高的組織承諾。 十二、 激勵保健因素能有效預測兼職行政工作教師之組織承諾,其中又以「保健因素」最具預測力。 十三、激勵保健理論使用於公立高職兼職行政工作教師,部分符合。 依據以上結論,本研究提出下列建議 一、 對學校單位建議 (一)增加進修管道,培養行政人才 (二)建立健全考核制度,拔擢優秀兼職行政工作教師 (三)簡化行政程序,增加工作人力,均衡工作之質量 (四)建立優質工作環境,提升兼職行政工作教師組織承諾 (五)確立學校發展方向,提升兼職行政工作教師組織承諾 (六)積極培訓資淺兼職行政工作教師,強化行政工作發展 (七)重視年長及資深兼職行政工作教師,建立行政工作傳承 二、 對兼職行政工作教師建議 (一) 積極參與學習,追求個人與組織成長 (二) 適時表達意見,協助學校建立完善之行政考核制度 (三) 針對重視之激勵因素分層面,持續續探索工作之樂趣 (四) 適時自我調適,持續服務之熱忱 / The purpose of the paper was mainly to investigate into the relationship between the motivation-hygiene factor and the organizational commitment of part-time administrative teachers in the public vocational high school. We adopt the literature analyses and the questionnaire ways. The first step of this study was to collect the relevant backgrounds with regard to the motivation-hygiene factors and the organizational commitments. The relevant literatures were proceeded the investigation, the discussion and the analysis and then these data were established the framework. Secondly, the Ministry of Education in 2005 year investigates the part-time administrative teachers of public vocational high school, and the questionnaire of the motivation-hygiene factor and the organizational commitment become the research instrument and they were used. The questionnaire uses the sampling module in Taiwan. We issue the 644 questionnaires, and we retrieve 635 copies. However, the 609 copies are valid questionnaires among the 635 copies. Therefore, the data validation rate was 94.6﹪. Finally, we use the statistics methods, including descriptive analysis, one-way Anova, Parsons product-moment correlation and multiple stepwise regressions to analyze the collected data. The study obtains the conclusions as follows. (a) The part-time administrative teachers in public vocational high school possessed the perception of the middle degree in the motivation-hygiene factor. (b) Among three motivation factors, the part-time administrative teachers in public vocational high school possessed higher perception in “work” and they possessed lower perception in “growth and learning”. (c) Among three hygiene factors, the part-time administrative teachers in the public vocational high school possessed higher perception in “work environment” and they possessed lower perception in “administration and personnel examination”. (d) The part-time administrative teachers in the public vocational high school reached higher than mid-level perception in organizational commitment. (e) Among the three factors of the organizational commitment, the part-time administrative teachers in the public vocational high school possessed higher perception about the willingness and the effort, and they possessed lower perception about remaining position. (f) If the part-time administrative teachers in the public vocational high school exceed 20 years, they possessed higher perception in the motivation-hygiene factor. (g) Teacher who is serving as managers possessed higher perception in the motivation factors. (h) The part-time administrative teachers over 50 years old possessed higher perception about the organizational commitment. (i) A man, the married, high years, high position, high seniority, commercial & industrial vocational high school and industrial & commercial vocational high school possessed lower the remaining position about the organizational commitment. (j) The managers of the part-time administrative teachers possessed higher perception about the organizational commitment. (k) Supposing the perception of the motivation-hygiene factor is more and more high, the part-time administrative teachers also possessed higher the organizational commitment. (l) The motivation-hygiene factor efficaciously predicted the organizational commitment of the part-time administrative teachers. For instance, the hygiene factor possessed higher prediction. (m) The motivation-hygiene theory conformed to the part-time administrative teachers in public vocational high school. According to the above-mentioned conclusion, this study proposes the following results: To the school: (a) It should increase the way of the further education and cultivate the administrative personnel (b) It constructs better testing system and the school take care of the excellent part-time administrative teachers. (c) It simplifies the administration systems and enhances human resources thus balancing its quality and quantity. (d)It constructs better working environment to enhance the organizational commitment of the part-time administrative teachers. (e) It establishes developing direction to enhance the organizational commitment of the part-time administrative teachers. (f) It actively cultivates the young part-time administrative teachers to strengthen working development. (g) It should pay attention to the senior part-time administrative teachers to construct the administrative continuance. To the part-time administrative teachers: (a) They should actively participate in learning and to chase the growth from the individual to the organization. (b) They suitably express the opinion, thus they help the school to establish the administrative testing system. (c) They aim at the motivating factors highlighted to explore working funs. (d) They are suitably the self- adjustment, and to continue the enthusiastic service.

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