碩士 / 國立臺東大學 / 區域政策與發展研究所 / 97 / A revolutionary organization policy transforming of the Coast Guard Administration must make a major impact on the working morale of Staffs and the level of commitment to organization at the Coastal Patrol Directorate General. During organizational revolution, the attitude of staffs is the key indication to successful organization transforming. As a staff of the organization, each person has different responsibility and function, which affect the level of organization identity, team spirit, and job involvement. Therefore, improvement and rising job morale is a popular topic among related academy. Commitment to organization is also taken as an important variable for research on organizational management and behavior. Staffs of the Coastal Patrol Directorate General react differently to organizational adjustment during revolution, so administration and excutives are responsible for taking necessary measures to lower the chance for conflict. Necessary measures mean a rise in commitment to organization and improvement in relationship between staffs and organization, which conserve enormous social resouces and prevent from unnecessary comsuption of operational costs. Thus, the organization is able to keep on a good pace.
Subjects of this research were staffs of the Coastal Patrol Directorate General, and questionnaire was utilized. A total of 310 official questionnaires were sent out, and 288 were returned and 255 were valid, in which thre recovery rate is 93%. Data was run through Descriptive Analysis, Independent Samples T Test, One-Way Analysis of Variance, Correlation and Regression Analysis, and the result is as follow:
1.In the Job Morale category, the questionnaire showed staffs of the Coastal Patrol Directorate General were more statisfy with the Team Spirit, and more unsatisfied with organization identity.
2.In the Level of Commitment to organization category, most of the staffs of the Coastal Patrol Directorate General had higher level of commitment to effort making and lower level of commitment to job retention.
3.For level of satisfication with job morale cognition: commissioned officers were higher than those of non-commissioned officers, and married staffs were higher than those of sigle staffs. Compared with battalions, the 83 battalion was higher than any other battalions.
4.For level of satisfication with commitment to organization cognition: commissioned officers were higher than those of non-commissioned officers, married staffs were higher than those of single staffs, and administrative personnel were higher than any other staffs. Compared with battalions, the 83 battalion was higher than any other battalions.
5.Job morale displayed an obvious correlation between commitment to organization, commitment to effort making and commitment to job retention.
6.Prediction of commitment to organization: It made better predictions of level of commitment to job retention based on job morale. Therefore, the research concluded that if the Coast Guard Administration gained a high level of commitment to organization from staffs of the Coastal Patrol Directorate General, staffs of the Coastal Patrol Directorate General tend to be more loyal to the Administration and willing to cooperate for all missions. And efficiency of the Administration has improved.
| Identifer | oai:union.ndltd.org:TW/097NTTTC784014 |
| Date | January 2009 |
| Creators | Huang Hsi Chang, 張晃溪 |
| Contributors | 侯松茂 |
| Source Sets | National Digital Library of Theses and Dissertations in Taiwan |
| Language | zh-TW |
| Detected Language | English |
| Type | 學位論文 ; thesis |
| Format | 117 |
Page generated in 0.0145 seconds