組織多元化氣候組織溝通及工作滿意度之關係研究-以越南台資企業之越南員工為例

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阮氏芳(Thi - Phuong Nguyen) 查詢紙本館藏

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人力資源管理研究所

論文名稱

組織多元化氣候組織溝通及工作滿意度之關係研究-以越南台資企業之越南員工為例
(Research on the Relationship between Organizational diversity climate, organizational communication and job satisfaction – a case of the Vietnamese employees working in Taiwanese enterprises in Vietnam)

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摘要(中)

對越南投資的國家中，台灣是最高的外國直接投資之一。台灣企業的投資不僅帶動了越南經濟的發展而且擴大了很多越南就業機會。但是台資主管與越南員工由於成長的社會文化背景不同，容易導致員工不滿意。為了解決這個問題，本研究目的是探討越南員工對台資組織多元化氣候的看法。特別，本研究探討組織多元化氣候對工作滿意度的影響，以及組織溝通是否對組織多元化氣候和工作滿意關係間產生調節效果。
本研究採取SPSS統計視窗軟體作為統計分析的工具，使用問卷調查法並以越南台資企業之越南員工為研究對象。研究結果顯示組織多元化氣候之主管公平、組織包容與個人多元化價值等三個構面對工作滿意度有正向影響。組織溝通之與同事溝通構面在組織多元化氣候之員工多元化價值構面與工作滿意度構面間存在正向調節效果。但是，此構面在組織多元化氣候之主管公平、組織包容與工作滿意度間不存在正向調節效果。另外，組織溝通之與主管溝通和內部溝通等另外兩個構面，在組織多元化氣候與工作滿意度間也不存在正向調節效果。
關於理論貢獻，本研究顯示了組織多元化氣候（即主管公平、組織包容、個人多元化價值）對工作滿意度的影響，並為相關主題的研究領域做出貢獻。在實務方面，本研究提供了一個框架能幫助台灣投資者與管理者更理解越南員工對組織多元化氣候（即主管公平、組織包容性、個人多元化價值）的觀點，以提高員工滿意度和工作投入、幫助公司創造價值。另外，建立一個良好的組織溝通也是非常重要的事情，組織溝通能加強組織的聯繫、建立與維持組織文化、提高組織效率和效益。

摘要(英)

Taiwan is one of the leading FDI investors in Vietnam. The investment of Taiwanese enterprises not only helps to develop Vietnam economic, and but also generates a variety of employment opportunities for Vietnamese labors. However, there is a different in social and cultural background between Taiwanese managers and Vietnamese employees that may consequently lead to dissatisfaction of Vietnamese employees. In order to solve this issue, the current research aims to investigate viewpoints of Vietnamese employees towards Taiwanese organization diversity climate. Specifically, this study explores the impact of organizational diversity climate factors on job satisfaction. Moreover, the moderating effect of organizational communication on the relationship between organizational diversity climate factors and job satisfaction is also examined.The model was tested using SPSS for Window. Data collection via a survey conducted amongst Vietnamese employees working in Taiwanese enterprises in Vietnam.
Organizational diversity climate factors i.e. managerial fairness, organizational inclusion and personal diversity value have a positive effect on job satisfaction. Additionally, a component of organizational communication i.e. the communication with colleagues positive significantly moderates the relationship between organizational diversity climate i.e. personal diversity value and job satisfaction. However, this factor does not have a significant moderating effect on the relationships between managerial fairness, organizational inclusion and job satisfaction. Otherwise, another two components of organizational communication i.e. communication with managers and internal communication do not have a positive significant moderating effect on the relationship between organizational diversity climate and job satisfaction.
Regarding theoretical contributions, the current research sheds light on the impact of organizational diversity climate factors (i.e. managerial fairness, organizational inclusion and personal diversity value) on job satisfaction. It makes contribution to the related academic fields. With respect to practitioners, the current research provides a framework to help Taiwan investors and managers understand Vietnamese employees’ viewpoint in organizational diversity climate. Based on this, the managers can establish solutions to increase employees’ job satisfaction through improving organizational diversity climate factors. Besides, the current research also suggests that Taiwanese managers should set up a good organization communication since it can help maintain and strengthen the organization liaison, create and sustain organizational culture as well as improve organizational efficiency and effectiveness.

關鍵字(中)

★ 越南
★ 台資企業
★ 多元化氣候
★ 工作滿意度
★ 組織溝通

關鍵字(英)

★ Vietnam
★ Taiwanese enterprises
★ diversity climate
★ job satisfaction
★ organizational communication

論文目次

目錄
中文摘要 I
ABSTRACT II
誌謝 IV
目錄 V
表目錄 VI
圖目錄 VII
第一章緒論 1
第一節、研究背景與動機 1
第二節、研究目的 3
第三節、研究流程 4
第二章文獻探討 5
第一節、文化維度理論 5
第二節、組織多元化氣候 11
第三節、工作滿意度 15
第四節、組織溝通 19
第五節、組織多元化氣候、組織溝通與工作滿意度的關係 22
第三章研究方法 25
第一節、研究架構 25
第二節、研究假設 26
第三節、研究構面操作型定義與衡量 27
第四節、研究對象 30
第五節、資料分析方法 31
第四章研究結果 33
第一節、樣本及陳述統計分析 33
第二節、因素分析 34
第三節、信度分析 37
第四節、相關分析 38
第五節、階層迴歸分析 40
第五章結論與建議 47
第一節、研究結論 47
第二節、管理意涵 50
第三節、研究限制與建議 52
參考文獻 53
附錄 62

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指導教授

鄭晉昌(Jihn – Chang Jehng)

審核日期

2014-7-2

推文