Abstract
This study is focused on the discrimination of the relationship between money ethic & perfectionism and professional commitment & organizational commitment. I intend to provide company owners useful information on management of those R&D engineers. This research targets on engineers from different areas of businesses like computer, information, communication, electronics, optotech, refined machinery, automobiles, machinery, chemical engineering, metal industry and son on, but most are on the refined machinery, automobiles, machinery and telecommunication. There are total 508 copies of valid samples received. This is to check out if there is any obvious influence that the ¡§ money ethic ¡§ & ¡§perfectionism¡¨ and ¡§professional commitment ¡¨ & ¡§organizational commitment ¡¨ by using regression.
The result on research R&D engineers is as follows:
1¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on professional commitment.
¡}1¡~¡BThe stronger the no intrinsic motivation is, the stronger their involvement and identification to profession will be.
¡}2¡~¡BThe stronger the no intrinsic motivation is, the weaker willingness to stay in the same profession will be.
¡}3¡~¡BThe higher their personal standard is, the stronger their involvement and identification to profession will be.
¡}4¡~¡BThe more parental criticism, the weaker their professional identification and the willingness to stay in profession will be.
¡}5¡~¡BThe higher their personal standard and the doubt about actions is, the weaker the willingness to stay in profession will be.
¡}6¡~¡BThe higher the concern over making mistakes is, the weaker their involvement and identification to profession will be.
2¡BThe ¡§money ethic ¡§ & ¡§perfectionism¡¨ they behold have a great influence on organizational commitment.
¡}1¡~¡BThe stronger they regard ¡§money is good¡BImportant¡¨ , the weaker their involvement and identification to organization will be.
¡}2¡~¡BThe stronger the no intrinsic motivation is, the stronger their identification to organization will be.
¡}3¡~¡BThe higher they consider themselves receiving a equity treatment, the stronger their involvement to organization and the willingness to stay in position will be.
¡}4¡~¡BThe more the motivators are, the stronger their involvement to organization will be.
¡}5¡~¡BThe higher the expectation from their parents is, the stronger their involvement and identification to organization and the willingness to stay in position will be.
¡}6¡~¡BThe higher the doubt about actions is, the weaker their involvement and identification to organization and the willingness to stay in position will be.
¡}7¡~¡BThe more concern over making mistakes is, the weaker their willingness to stay in position will be.
¡}8¡~¡BThe higher their personal standard is, the stronger their involvement and identification to organization and the willingness to stay in position will be.
¡}9¡~¡BThe more criticizes receiving from parents, the weaker their involvement to organization and the willingness to stay in position will be.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0806102-121907 |
| Date | 06 August 2002 |
| Creators | Liauh, Fang-Weei |
| Contributors | Jin-Fung Uen, I-heng Chen, Jen, C.K |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0806102-121907 |
| Rights | unrestricted, Copyright information available at source archive |
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