學術產出-期刊論文
文章檢視/開啟
書目匯出
-
題名 工作價值觀、領導型態、工作滿足與組織承諾關係之研究－以韓國電子業為例 作者 朴英培 ; 黃俊英 ; 郭崑謨 貢獻者 企管所 關鍵詞 工作價值觀 ; 領導型態 ; 工作滿足 ; 組織承諾
Work values ; Leadership style ; Job satisfaction ; Organization commitment日期 1990.09 上傳時間 22-四月-2014 18:05:43 (UTC+8) 摘要 本研究係以韓國電子業員工為對象，探討組識承諾與其前因變項之關係，主要目的在（一）了解個人及企業變項在工作價值、工作滿足及組識承諾上的差異；（二）探討工作價值、領導型態兩者對工作滿足與組識承諾之影響及互動作用；（三）探討領導型態、工作價值與工作滿足之關係及影響程度；（四）探討工作價值、領導型態及工作滿足與組識承諾之關係及影響程度。本研究主要探取問卷調查法，所有蒐集的有效問卷共達1,016份。由相關性檢定、變異數分析、正準相關分析的結果顯示：（一）員工的工作價值觀、工作滿足及組織承諾隨著個人情況（性別、年齡、教育程度、婚姻狀況、職位、年資、工作類別）之不同而異。（二）不同公司員工在工作價值、工作滿足及組識承諾上均有顯著差異；但工作價值、工作滿足及組織承諾不太受企業規模的影響。（三）工作價值、領導型態與工作滿足之大部份構面間有顯著的相關存在。（四）工作價值、領導型態、工作滿足與組織承諾之大部份構面間有顯著的相關存在。（五）工作價值、領導型態對工作滿足及組識承諾有部份的互動影響作用。（六）領導型態之結構因素及體恤因素二者均對工作滿足有很大的預測力；工作滿足與領導型態之各因素構面均對組織承諾有很大的預測力；但工作價值之各因素構面對工作滿足及組識承諾的預測力皆較弱。
This resarch focalizes on the relationships between organization commitment and its antecedent variables. The researcher had sampled and surveyed the employees in nine companies in Korean electronic industry. And the valid questionnaires being recollected had totalled to 1,016. The statisical methods used were: factor analysis, correlation analysis, ANOVA, and canonical correlation analysis. The reseach has some major findings which are of both theoretical and empirical improtances: 1) Demographic and organizational variables (e.g. sex, age, education level, marital status, position, department, tenure, and job category) do affect individuals` work valus, job satisfaction, and oranization commitment; 2) Individuals` work values, job satisfaction, and organization commitment are different significantly among companies being studied. This phenomenon is caused, on the behavioral point of view, not by the company-size but by the climate-type of each company;3) Most dimensions of work values and leadership style are intercorrelated with job satisfaction;4) most dimensions of work values, leadership style, and job satisfaction are intercorrelated with organization commitment;5) Besides the main effects, work values and leadership style may have interactional commitment;6) Both "consideration" and "initating structure" factors of leadership style are powerful in predicting the job satisfaction; and the factor/dimensions of job satisfaction and leadership style can predict organization commitment with great confidence; however, all the factors of work values are weak in predicting job satisfaction as well as organization commitment.關聯 管理評論, 9, 53-87 資料類型 article dc.contributor 企管所 en_US dc.creator (作者) 朴英培 ; 黃俊英 ; 郭崑謨 zh_TW dc.date (日期) 1990.09 en_US dc.date.accessioned 22-四月-2014 18:05:43 (UTC+8) - dc.date.available 22-四月-2014 18:05:43 (UTC+8) - dc.date.issued (上傳時間) 22-四月-2014 18:05:43 (UTC+8) - dc.identifier.uri (URI) https://ah.lib.nccu.edu.tw/item?item_id=73812 - dc.description.abstract (摘要) 本研究係以韓國電子業員工為對象，探討組識承諾與其前因變項之關係，主要目的在（一）了解個人及企業變項在工作價值、工作滿足及組識承諾上的差異；（二）探討工作價值、領導型態兩者對工作滿足與組識承諾之影響及互動作用；（三）探討領導型態、工作價值與工作滿足之關係及影響程度；（四）探討工作價值、領導型態及工作滿足與組識承諾之關係及影響程度。本研究主要探取問卷調查法，所有蒐集的有效問卷共達1,016份。由相關性檢定、變異數分析、正準相關分析的結果顯示：（一）員工的工作價值觀、工作滿足及組織承諾隨著個人情況（性別、年齡、教育程度、婚姻狀況、職位、年資、工作類別）之不同而異。（二）不同公司員工在工作價值、工作滿足及組識承諾上均有顯著差異；但工作價值、工作滿足及組織承諾不太受企業規模的影響。（三）工作價值、領導型態與工作滿足之大部份構面間有顯著的相關存在。（四）工作價值、領導型態、工作滿足與組織承諾之大部份構面間有顯著的相關存在。（五）工作價值、領導型態對工作滿足及組識承諾有部份的互動影響作用。（六）領導型態之結構因素及體恤因素二者均對工作滿足有很大的預測力；工作滿足與領導型態之各因素構面均對組織承諾有很大的預測力；但工作價值之各因素構面對工作滿足及組識承諾的預測力皆較弱。 en_US dc.description.abstract (摘要) This resarch focalizes on the relationships between organization commitment and its antecedent variables. The researcher had sampled and surveyed the employees in nine companies in Korean electronic industry. And the valid questionnaires being recollected had totalled to 1,016. The statisical methods used were: factor analysis, correlation analysis, ANOVA, and canonical correlation analysis. The reseach has some major findings which are of both theoretical and empirical improtances: 1) Demographic and organizational variables (e.g. sex, age, education level, marital status, position, department, tenure, and job category) do affect individuals` work valus, job satisfaction, and oranization commitment; 2) Individuals` work values, job satisfaction, and organization commitment are different significantly among companies being studied. This phenomenon is caused, on the behavioral point of view, not by the company-size but by the climate-type of each company;3) Most dimensions of work values and leadership style are intercorrelated with job satisfaction;4) most dimensions of work values, leadership style, and job satisfaction are intercorrelated with organization commitment;5) Besides the main effects, work values and leadership style may have interactional commitment;6) Both "consideration" and "initating structure" factors of leadership style are powerful in predicting the job satisfaction; and the factor/dimensions of job satisfaction and leadership style can predict organization commitment with great confidence; however, all the factors of work values are weak in predicting job satisfaction as well as organization commitment. en_US dc.format.extent 1736453 bytes - dc.format.mimetype application/pdf - dc.language.iso en_US - dc.relation (關聯) 管理評論, 9, 53-87 en_US dc.subject (關鍵詞) 工作價值觀 ; 領導型態 ; 工作滿足 ; 組織承諾 en_US dc.subject (關鍵詞) Work values ; Leadership style ; Job satisfaction ; Organization commitment en_US dc.title (題名) 工作價值觀、領導型態、工作滿足與組織承諾關係之研究－以韓國電子業為例 zh_TW dc.type (資料類型) article en
