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題名 企業如何打動員工的心？組織誘因構念與測量工具之發展
How to Attract Employees? Construct and Measurement Tools Development of Organizational Inducements
作者 蔡懷文
Tsai, Huai-Wen
貢獻者 郭建志
Kuo, Chien-Chih
蔡懷文
Tsai, Huai-Wen
關鍵詞 組織誘因
構念發展
需求滿足
量表發展
日期 2019
上傳時間 1-四月-2019 14:49:27 (UTC+8)
摘要 「組織誘因」一直以來都是受到關注的議題，企業關心如何設計酬賞與福利機制才能吸引或留住員工的心，研究者們則探究組織誘因如何透過心理機制連結組織與員工的關係。隨著組織誘因不斷地被提及，其所指涉的內容也越來越多，然而，這卻造成組織誘因的實際範疇及構念逐漸模糊。本研究回顧及整合組織誘因的學術研究內容，確立組織誘因的四種特性：僅牽涉組織與員工雙方（特定性）、由組織向員工提供（方向性）、員工需達成某些條件或滿足某些協議（交換性）、能滿足員工的需求（期待性）。以這四種特性為基礎，本研究進一步建立組織誘因的構念定義：「在組織與員工的關係中（特定性），組織為了維持員工的動機（方向性），使其展現符合組織期待的態度與行為（交換性），組織所給予的各種有形或無形的有價值成果 （期待性）」。接著，本研究進一步論述「期待性」中組織誘因對員工的影響機制，說明組織誘因之所以對員工而言具有價值，乃因為其能滿足員工的基本心理需求。最後，本研究透過三個子研究，依序以13篇相關文獻及113位大學學生樣本（研究一）、630位台灣正職員工樣本（研究二）、201位台灣正職員工樣本（研究三），陸續完成題目發展及內容效度檢核（研究一）、探索式及驗證式因素分析（研究二）、效標關聯效度檢核（研究三），最終發展13題組織誘因量表，為組織誘因構念建立統一的測量工具。
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描述 碩士
國立政治大學
心理學系
105752023
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0105752023
資料類型 thesis
dc.contributor.advisor 郭建志zh_TW
dc.contributor.advisor Kuo, Chien-Chihen_US
dc.contributor.author (作者) 蔡懷文zh_TW
dc.contributor.author (作者) Tsai, Huai-Wenen_US
dc.creator (作者) 蔡懷文zh_TW
dc.creator (作者) Tsai, Huai-Wenen_US
dc.date (日期) 2019en_US
dc.date.accessioned 1-四月-2019 14:49:27 (UTC+8)-
dc.date.available 1-四月-2019 14:49:27 (UTC+8)-
dc.date.issued (上傳時間) 1-四月-2019 14:49:27 (UTC+8)-
dc.identifier (其他 識別碼) G0105752023en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/122777-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description (描述) 105752023zh_TW
dc.description.abstract (摘要) 「組織誘因」一直以來都是受到關注的議題，企業關心如何設計酬賞與福利機制才能吸引或留住員工的心，研究者們則探究組織誘因如何透過心理機制連結組織與員工的關係。隨著組織誘因不斷地被提及，其所指涉的內容也越來越多，然而，這卻造成組織誘因的實際範疇及構念逐漸模糊。本研究回顧及整合組織誘因的學術研究內容，確立組織誘因的四種特性：僅牽涉組織與員工雙方（特定性）、由組織向員工提供（方向性）、員工需達成某些條件或滿足某些協議（交換性）、能滿足員工的需求（期待性）。以這四種特性為基礎，本研究進一步建立組織誘因的構念定義：「在組織與員工的關係中（特定性），組織為了維持員工的動機（方向性），使其展現符合組織期待的態度與行為（交換性），組織所給予的各種有形或無形的有價值成果 （期待性）」。接著，本研究進一步論述「期待性」中組織誘因對員工的影響機制，說明組織誘因之所以對員工而言具有價值，乃因為其能滿足員工的基本心理需求。最後，本研究透過三個子研究，依序以13篇相關文獻及113位大學學生樣本（研究一）、630位台灣正職員工樣本（研究二）、201位台灣正職員工樣本（研究三），陸續完成題目發展及內容效度檢核（研究一）、探索式及驗證式因素分析（研究二）、效標關聯效度檢核（研究三），最終發展13題組織誘因量表，為組織誘因構念建立統一的測量工具。zh_TW
dc.description.tableofcontents 第一章 緒論 1
第一節：研究動機 1
第二節：研究目的 4
第二章 文獻探討 5
第一節：組織誘因 5
第二節：需求滿足 9
第三節：組織誘因量表 12
壹、工作敬業 15
貳、幸福感 16
第三章 「研究一：題目發展」 17
第一節 題目生成 17
第二節 題目篩選 17
第三節 研究一小結 18
第四章 「研究二：心理計量特性檢驗」 20
第一節 研究程序與對象 20
第二節 研究結果 20
壹、探索式因素分析 20
貳、驗證式因素分析 21
第三節 研究二小結 22
第五章 「研究三：效標關聯效度檢驗」 24
第一節 研究程序與對象 24
第二節 研究工具 25
壹、組織誘因量表 25
貳、需求滿足量表 25
參、工作敬業量表 26
肆、幸福感 26
伍、控制變項 27
第三節 研究結果 27
壹、探索式及驗證式因素分析 27
貳、相關分析 27
參、平均變異萃取量分析 30
肆、模型比較 30
伍、中介模型分析 31
第四節 研究三小結 33
第六章 研究討論 35
第一節 理論貢獻 35
第二節 實務建議 38
第三節 研究限制 38
壹、調整量表開發過程 38
貳、取樣來源限制 39
參、需求滿足量表效度不足 40
肆、組織誘因的多元向度 40
參考文獻 41


表目錄
表 1：16題組織誘因量表內容檢驗（研究一） 19
表 2：13題組織誘因量表探索式因素分析（研究二） 21
表 3：13題組織誘因量表驗證式因素分析（研究二） 22
表 4：需求滿足量表 25
表 5：工作敬業量表 26
表 6：幸福感量表 26
表 7：13題組織誘因量表探索式及驗證式因素分析（研究三） 28
表 8：相關分析表（組織誘因、需求滿足、工作敬業、幸福感） 29
表 9：平均變異萃取量（組織誘因、需求滿足、工作敬業、幸福感） 30
表 10：模型比較（組織誘因、需求滿足、工作敬業、幸福感） 31
表 11：中介模型分析（組織誘因、需求滿足、工作敬業） 32
表 12：中介模型分析（組織誘因、需求滿足、幸福感） 32
表 13：本研究與心理契約、員工組織關係之差異 37

圖目錄
圖 1：組織誘因邏輯關係網 15

附錄目錄
附錄 一：研究一調查問卷 49
附錄 二：研究三第一階段調查問卷 52
附錄 三：研究三第二階段調查問卷 56		zh_TW
dc.format.extent 1659625 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0105752023en_US
dc.subject (關鍵詞) 組織誘因zh_TW
dc.subject (關鍵詞) 構念發展zh_TW
dc.subject (關鍵詞) 需求滿足zh_TW
dc.subject (關鍵詞) 量表發展zh_TW
dc.title (題名) 企業如何打動員工的心？組織誘因構念與測量工具之發展zh_TW
dc.title (題名) How to Attract Employees? Construct and Measurement Tools Development of Organizational Inducementsen_US
dc.type (資料類型) thesisen_US
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dc.identifier.doi (DOI) 10.6814/THE.NCCU.PSY.002.2019.C01en_US