The purposes of this study were the relationship among Organizational Culture, Job Characteristics, and Organization Citizenship Behavior in the Aviation Industry of Taiwan.
The questionnaire survey was adopted for the study. The samples included 1,000 employees who worked in aviation industry of Taiwan. The data were analyzed by the following statistical methods¡GStatistically analyzed, T-test, One-way ANOVA., Pearson product-moment correlation, multiple regression and hierarchical regression statistical techniques.
The main findings in this study were:
a. Organizational Culture and Organizational citizenship behaviors had positively correlation. Particularly, Innovative Culture had the best correlation with Organizational citizen behaviors.
b. Organizational Culture had direct effect on Organizational citizen behaviors. Particularly, the influence of Innovative Culture had the notable effect on Organizational citizen behaviors.The Innovative Culture had significant prediction on the Conscientiusness, Civil Virtue ,Altrusim, Courtesy.
c. Job characteristic and Organizational citizenship behaviors had positively correlation. Particularly, The Feedback of Task had the best correlation with Organizational citizen behaviors.
d. Job characteristic had direct effect on Organizational citizenship behaviors.The Feedback of Task had significant prediction on Courtesy. The result showed that if the organization emphasizes the Feedback of Task in the work design, then staff's Courteous aspect displays can be higher.
e. Job Characteristics and Organizational citizenship behaviors had positively correlation. Particularly ,Supportive culture had the best correlation with Dealing With Other.
f. Job Characteristics had direct effect on Organizational Culture.Particularly, Autonomy had significant prediction on Support culture.It showed that organization culture was Support culture , then the staff¡¦s Autunomy aspect dispalyed higher.
g. The result of interacted effect between Job Characteristics and Organizational Culture on the effectiveness of Organizational citizenship behaviors had partirlly direct effect.
¡]a¡^ Supportive Culture:When the airline was in the Support culture, its
work Automomy higher, its staff ¡¥s Sportsmanship could be higher.
¡]b¡^ Innovative Culture: If the airline was in the Innovative Culture, when it adopted the high Feedback of Task, then the staff had more Altrusim.
¡]c¡^ Bureaucratic Culture:When the airline was Bureaucratic Culture, the higher Feedback of Task was adopted , the more Courtesy of staff ¡¥s behavior.
Based on the above conclusions, this study offers some suggestions as the references for managers in Aviation Industry and researchers.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0905105-122612 |
| Date | 05 September 2005 |
| Creators | Hsiao, Wen-Jui |
| Contributors | Te-Cheng Yu, Kuen-Yung Jone, Chin-Kang Jen |
| 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-0905105-122612 |
| Rights | withheld, Copyright information available at source archive |
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