人力資源在金融服務企業中極其重要。為確保經驗在組織變革的過程中被成功複製，價值觀能正確傳承，並且組織績效能有效提升，組織氣候的建立及組織成員的滿意度是過去許多組織研究強調的要素。本研究針對國內某金控公司旗下銀行員工為研究對象，藉由組織氣候為前因變項，透過工作滿意分析對工作績效的影響。希望藉由實證的研究，形成因應模式與建議，營造適合組織達成工作績效目標之組織氣候，同時增進員工滿足感，降低人員流動所造成之成本負擔。
根據文獻，本研究整理：1)組織氣候與工作滿意,2)工作滿意與員工感知的工作績效, 3)工作滿意與實際工作績效, 4)組織氣候與員工感知的工作績效, 5)組織氣候與實際工作績效, 6)員工感知的工作績效與實際工作績效之關係,並做成假設。研究以問卷方式進行調查，分析組織氣候、組織成員工作滿意程度與主觀工作績效三者之關係，再分別進行各變項間之相互關係研究，並探討不同人口統計變數之影響。資料蒐集對象為個案銀行大台北地區50間分行，人數1,096人，回收373份。同時配合資料蒐集取得之實際工作績效，比較相同工作滿意程度下，主客觀工作績效間之差異。
研究發現，組織內成員對工作所感滿意的程度，與其感知的工作績效具有顯著的正向關係，和早期人群關係學派的主張相同。但本研究亦發現，不管是內在滿意或外在滿意，與實際工作績效間並未有顯著的關聯性，和早期人群關係學派、一般社會大眾的認知有所差距。 / Human resources in the financial service industry are extremely important. To ensure that the experience in the process of organizational change successfully copies, values correctly heritages, and performance effectively enhances, the organizational climate and job satisfaction are two emphasized factors in the past researches. In this study, the object is the employees of a financial holding company’s bank. Regarding organizational climate as antecedent variables, analysis of the impact on job performance through job satisfaction is practiced. It is essential to create a suitable climate of the organization to achieve the performance goals, and to increase employees’ satisfaction through empirical research.
According to the literature, the study concludes the relationship between 1) Organizational Climate and Job Satisfaction; 2) Job Satisfaction and perception of Job Performance; 3) Job Satisfaction and actual Job Performance; 4) Organizational Climate and perception of Job Performance; 5) Organizational Climate and actual Job Performance; 6) perception of Job Performance and actual Job Performance, and makes assumptions. The research carries out through questionnaires, and analyzes the relationship among organizational climate, job satisfaction, and subjective job performance. It explores the effect of different demographic variables. The source of data covers 1,096 people from fifty branches in Taipei. 373 were returned. The study compares the difference between objective and subjective job performance.
The study found that the degree of members’ satisfaction shows a significant positive relationship with their perception of job performance. However, the study also found that, regardless of the intrinsic or extrinsic satisfaction, there is no significant correlation with actual job performance. It differs from the cognition of the public.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0100380037 |
| Creators | 黃博榆 |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
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