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題名 企業文化認知與兩岸員工幸福感及敬業貢獻度關係之研究-以H公司為例
A Study on The Relationship Between Employees’ Perception of Corporate Culture, Happiness and Engagement on Both Sides of The Taiwan Strait – With H Case作者 呂育純
Lu, Yu-Chun貢獻者 黃家齊
Huang, Jia-Chi
呂育純
Lu, Yu-Chun關鍵詞 企業文化
工作幸福感
敬業貢獻
人力資源管理
Corporate Culture
Work Happiness
Dedicated Contribution
Human Resource Management日期 2022 上傳時間 1-Aug-2022 17:39:47 (UTC+8) 摘要 企業國際化後，面臨多國員工背景差異管理問題，臺灣大陸兩岸員工因養成背景文化不同，工作價值觀也具差異，為了能有效領導，許多企業藉由形塑公司獨特企業文化，經過有效的理念與實務倒入企業文化，提升員工工作幸福感，激勵員工士氣，創新敬業貢獻，達成公司願景目標。因此，本研究主要目的在探討企業文化對於兩岸員工工作幸福感與敬業貢獻影響之研究，並以個案股份有限公司為個案研究對象。本研究以臺灣已創辦50年零組件製造全球企業之企業個案公司為研究對象，個案公司企業領導人創建的企業文化為研究主軸，並以臺灣區總公司及大陸上海兩個廠區之員工為研究樣本，了解兩岸員工對於個案公司企業文化的認知差異，並驗證員工企業文化認知與員工工作幸福感與敬業貢獻度的關係。總回收有效問卷共計490筆資料，採用多變量統計、階層迴歸分析等統計方法，用以了解個案公司兩岸員工對企業文化認同差異，探討個案公司企業文化對員工幸福感與敬業貢獻之影響。研究發現：一、兩岸員工對於個案公司企業文化具備認同感，其中又以仁德厚道、誠信安定兩項的認同度較高，但員工成長面向的認同度較低。二、兩岸員工會因個人特徵對於個案公司企業文化的認同感而有差異，整體而言，女性、已婚、25歲以下族群對於企業文化認同感相對較低。另外，臺灣學歷為專科及大陸學歷在高中職下，及年資在一年內的同仁應該多與關注。三、個案公司企業文化的認同程度會影響員工的工作幸福感與敬業貢獻度。四、建議針對大陸員工的企業文化認同度，可依員工個人屬性分群設計不同的方案引導。根據研究結果，將能在其企業文化的導入以及兩岸人力管理層面有實證依據，作為個案公司及台商作為參考，進而創新公司整體組織文化。
The research was to explore the research on the influence of corporate culture on employees` job well-being and dedication to work on both sides of the Taiwan Strait, and take H case. as the case study object. After the internationalization of the company, it was faced with the problem of management of multi-national employees` background differences. Due to the different background cultures and different work values of employees on both sides of the Taiwan Strait, in order to be able to lead effectively. By shaping the company`s unique corporate culture and guided by effective concepts and practices, many companies could improve employees` work happiness, motivate employees` morale, innovate and contribute to their work, and achieve the company`s vision and goals.The study was H case, a global enterprise founded by Taiwan Components for 50 years. The research focus is on the corporate culture created by the leaders, and the employees of the head office in Taiwan and in Shanghai, China were used as the research object. Samples were used to understand the differences in employees` perceptions of the combined corporate culture on both sides of the Taiwan Strait, and to verify the relationship between employees` corporate culture perception and employees` work happiness and dedication to their contribution. A total of 490 pieces of data were collected from valid questionnaires, and statistical methods such as multivariate statistics and hierarchical regression analysis were used to understand the differences in the recognition of corporate culture between employees on both sides of the Taiwan Strait, and to explore the impact of corporate culture on employee happiness and dedication.The study found:1.Employees on both sides of the Taiwan Strait have a sense of identity with the corporate culture of the case company. Among them, the recognition degree of benevolence, kindness, integrity and stability is high, but the recognition degree of employee growth is relatively low.2.Employees on both sides of the Taiwan Strait will have different identification with the corporate culture of the individual company due to their personal characteristics. On the whole, females, married people, and ethnic groups under the age of 25 have relatively low identification with the corporate culture. In addition, the Taiwanese education is a junior college and the mainland education is under the high school, and the colleagues with the seniority within one year should pay more attention.3.The degree of recognition of the combined corporate culture will affect the employee`s job happiness and dedication.4.It is recommended to design different programs and guidance according to the individual attributes of employees according to the corporate cultural identity of mainland employees. 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國立政治大學
經營管理碩士學程(EMBA)
110932006資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110932006 資料類型 thesis dc.contributor.advisor 黃家齊 zh_TW dc.contributor.advisor Huang, Jia-Chi en_US dc.contributor.author (Authors) 呂育純 zh_TW dc.contributor.author (Authors) Lu, Yu-Chun en_US dc.creator (作者) 呂育純 zh_TW dc.creator (作者) Lu, Yu-Chun en_US dc.date (日期) 2022 en_US dc.date.accessioned 1-Aug-2022 17:39:47 (UTC+8) - dc.date.available 1-Aug-2022 17:39:47 (UTC+8) - dc.date.issued (上傳時間) 1-Aug-2022 17:39:47 (UTC+8) - dc.identifier (Other Identifiers) G0110932006 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/141116 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 經營管理碩士學程(EMBA) zh_TW dc.description (描述) 110932006 zh_TW dc.description.abstract (摘要) 企業國際化後，面臨多國員工背景差異管理問題，臺灣大陸兩岸員工因養成背景文化不同，工作價值觀也具差異，為了能有效領導，許多企業藉由形塑公司獨特企業文化，經過有效的理念與實務倒入企業文化，提升員工工作幸福感，激勵員工士氣，創新敬業貢獻，達成公司願景目標。因此，本研究主要目的在探討企業文化對於兩岸員工工作幸福感與敬業貢獻影響之研究，並以個案股份有限公司為個案研究對象。本研究以臺灣已創辦50年零組件製造全球企業之企業個案公司為研究對象，個案公司企業領導人創建的企業文化為研究主軸，並以臺灣區總公司及大陸上海兩個廠區之員工為研究樣本，了解兩岸員工對於個案公司企業文化的認知差異，並驗證員工企業文化認知與員工工作幸福感與敬業貢獻度的關係。總回收有效問卷共計490筆資料，採用多變量統計、階層迴歸分析等統計方法，用以了解個案公司兩岸員工對企業文化認同差異，探討個案公司企業文化對員工幸福感與敬業貢獻之影響。研究發現：一、兩岸員工對於個案公司企業文化具備認同感，其中又以仁德厚道、誠信安定兩項的認同度較高，但員工成長面向的認同度較低。二、兩岸員工會因個人特徵對於個案公司企業文化的認同感而有差異，整體而言，女性、已婚、25歲以下族群對於企業文化認同感相對較低。另外，臺灣學歷為專科及大陸學歷在高中職下，及年資在一年內的同仁應該多與關注。三、個案公司企業文化的認同程度會影響員工的工作幸福感與敬業貢獻度。四、建議針對大陸員工的企業文化認同度，可依員工個人屬性分群設計不同的方案引導。根據研究結果，將能在其企業文化的導入以及兩岸人力管理層面有實證依據，作為個案公司及台商作為參考，進而創新公司整體組織文化。 zh_TW dc.description.abstract (摘要) The research was to explore the research on the influence of corporate culture on employees` job well-being and dedication to work on both sides of the Taiwan Strait, and take H case. as the case study object. After the internationalization of the company, it was faced with the problem of management of multi-national employees` background differences. Due to the different background cultures and different work values of employees on both sides of the Taiwan Strait, in order to be able to lead effectively. By shaping the company`s unique corporate culture and guided by effective concepts and practices, many companies could improve employees` work happiness, motivate employees` morale, innovate and contribute to their work, and achieve the company`s vision and goals.The study was H case, a global enterprise founded by Taiwan Components for 50 years. The research focus is on the corporate culture created by the leaders, and the employees of the head office in Taiwan and in Shanghai, China were used as the research object. Samples were used to understand the differences in employees` perceptions of the combined corporate culture on both sides of the Taiwan Strait, and to verify the relationship between employees` corporate culture perception and employees` work happiness and dedication to their contribution. A total of 490 pieces of data were collected from valid questionnaires, and statistical methods such as multivariate statistics and hierarchical regression analysis were used to understand the differences in the recognition of corporate culture between employees on both sides of the Taiwan Strait, and to explore the impact of corporate culture on employee happiness and dedication.The study found:1.Employees on both sides of the Taiwan Strait have a sense of identity with the corporate culture of the case company. Among them, the recognition degree of benevolence, kindness, integrity and stability is high, but the recognition degree of employee growth is relatively low.2.Employees on both sides of the Taiwan Strait will have different identification with the corporate culture of the individual company due to their personal characteristics. On the whole, females, married people, and ethnic groups under the age of 25 have relatively low identification with the corporate culture. In addition, the Taiwanese education is a junior college and the mainland education is under the high school, and the colleagues with the seniority within one year should pay more attention.3.The degree of recognition of the combined corporate culture will affect the employee`s job happiness and dedication.4.It is recommended to design different programs and guidance according to the individual attributes of employees according to the corporate cultural identity of mainland employees. According to the research results, it will be able to have empirical evidence in the introduction of its corporate culture and cross-strait human management, as a reference for H case and Taiwanese businessmen, and then innovate the company`s overall organizational culture. en_US dc.description.tableofcontents 摘 要 iAbstract iii目 次 v表 次 ix圖 次 xi第一章 緒論 1第一節 研究背景 1第二節 研究動機 3第三節 研究目的 4第四節 研究流程 5第二章 文獻探討 7第一節 企業文化 7一、企業文化的定義 7二、企業文化的重要性 8第二節 員工幸福感 9一、員工幸福感的定義 9二、影響幸福感的因素 10第三節 敬業貢獻 11一、敬業貢獻之定義 11二、敬業貢獻的相關討論 13第四節 各變項關係之探討 13一、員工企業文化認知對工作幸福感之關係 13二、員工工作幸福感對敬業貢獻之關係 14三、員工企業文化認知對敬業貢獻之關係 14第三章 研究設計與方法 17第一節 研究架構與假說 17第二節 問卷調查與實施處理 19一、研究對象介紹 19二、問卷調查方式與回收 21三、問卷資料處理與分析 24第三節 研究量表 24一、企業文化構面量表 25二、員工幸福感構面量表 26三、敬業貢獻構面量表 26第四節 信度與效度分析 28一、信度分析 28二、效度分析 29第五節 統計方法與分析 32一、描述性統計分析 33二、變異數分析 33三、迴歸分析 33四、中介分析 33第四章 資料分析 35第一節 描述性統計分析 35第二節 相關分析 39一、企業文化知覺對幸福感間之相互關聯 41二、企業文化知覺對敬業貢獻間之相互關聯 41三、工作幸福感對敬業貢獻間之相互關聯 41第三節 員工企業文化認知、幸福感與敬業貢獻程度分析 42一、員工企業文化認知程度分析 42二、員工工作幸福感感受程度分析 44三、員工敬業貢獻程度分析 46第四節 不同個人屬性在企業文化、幸福感與敬業貢獻差異分析 47一、性別差異分析 47二、職位差異分析 48三、婚姻狀況差異分析 49四、年齡層差異分析 50五、教育程度差異分析 52六、年資差異分析 53七、部門差異分析 55第五節 企業文化、幸福感與敬業貢獻相互影響分析 57一、企業文化認知對工作幸福感具正向影響 57二、工作幸福感對敬業貢獻具正向影響 58三、企業文化認知對敬業貢獻具正向影響 59四、工作幸福感對兩岸企業文化認知與敬業貢獻之中介效果 60第五章 結論與建議 63第一節 研究結論 64一、個案公司兩岸員工結構 64二、兩岸員工對於個案公司企業文化具認同感 64三、員工個人特徵對於個案公司文化的認同感、幸福感受與敬業貢獻呈現差異 65四、兩岸員工對企業文化認知、幸福感與敬業貢獻有正向影響 66第二節 研究建議 67一、分群管理並輔以訪談法深入探究員工的需求差異 67二、營造降低兩岸員工文化差異的環境 67參考文獻 69附錄一 77 zh_TW dc.format.extent 2321346 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110932006 en_US dc.subject (關鍵詞) 企業文化 zh_TW dc.subject (關鍵詞) 工作幸福感 zh_TW dc.subject (關鍵詞) 敬業貢獻 zh_TW dc.subject (關鍵詞) 人力資源管理 zh_TW dc.subject (關鍵詞) Corporate Culture en_US dc.subject (關鍵詞) Work Happiness en_US dc.subject (關鍵詞) Dedicated Contribution en_US dc.subject (關鍵詞) Human Resource Management en_US dc.title (題名) 企業文化認知與兩岸員工幸福感及敬業貢獻度關係之研究-以H公司為例 zh_TW dc.title (題名) A Study on The Relationship Between Employees’ Perception of Corporate Culture, Happiness and Engagement on Both Sides of The Taiwan Strait – With H Case en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 中文參考文獻吳妙梓（2005）。銀行購併對組織文化與組織承諾及員工工作態度影響之研究。大葉大學國際企業管理學研究所碩士論文，彰化市。李建興（2007）。幸福企業大未來，你的幸福感，我的競爭力！。今周刊，(509)，2007。施建彬、陸洛（1997）。幸福心理學，台北：巨流。陸洛（1997）。《社會階級心理學》。Michael Argyle 著、陸洛譯，台北市：巨流。連怡鈞、林寬佳、林惠如（2010）。經驗專家於內容效度的運用-以老年族群為例。護理雜誌，57(6)，72-76。張珈進、費吳琛、藍烈廷（2016）。同時多工適配、敬業貢獻與工作績效之研究：個人環境適配觀點。管理學報，33(3)，419-441。張貴忠（2010）。銀行合併後之組織文化與工作特性對員工工作滿意度及組織承諾影響之研究－以永豐銀行為例。臺灣海洋大學航運管理學系碩士學位論文，基隆市。賈會彥（2009）。教師職業幸福感缺失現象探析。繼續教育研究，4，130-131。楊淽琁（2017）。職場幸福感影響工作績效與家庭工作衝突：以敬業貢獻與工作生活平衡為中介效果。國立彰化師範大學人力資源管理研究所碩士論文，彰化縣。取自https://hdl.handle.net/11296/gdg3sr.。榮泰生（2006）。『SPSS與研究方法』初版，台北：五南圖書。謝四海（2018）。從論語學會經營哲學。書泉出版社。ISBN:978-986-451-126-6。謝廷豪、廖元良、林益永、廖宜玫（2016）。工作壓力源、自我復原力與敬業貢獻對幸福感之影響：以教師為樣本。人力資源管理學報，2，55-80。謝孟蓉（2012）。高績效人力資源實務、員工幸福感及員工態度與行為之關係。國立中山大學人力資源管理研究所，高雄市。鄭曉明、劉鑫（2016）。互動公平對員工幸福感的影響：心理授權的仲介作用與權力距離的調節作用。心理學報，48(6)，693。英文參考文獻Andrews, F. 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