![]() |
|
以作者查詢圖書館館藏 、以作者查詢臺灣博碩士 、以作者查詢全國書目 、勘誤回報 、線上人數:60 、訪客IP:3.17.74.27
姓名 葉宗弦(Yeh, Chung-Hsuan) 查詢紙本館藏 畢業系所 營建管理研究所 論文名稱 臺灣建築師事務所管理模式與員工滿意度對組織承諾影響之研究 相關論文 檔案 [Endnote RIS 格式]
[Bibtex 格式]
[相關文章]
[文章引用]
[完整記錄]
[館藏目錄]
至系統瀏覽論文 ( 永不開放)
摘要(中) 摘 要
綜觀目前臺灣建築師事務所的經營模式與管理理論,員工是事務所組織中非常重要的資產。然而為了因應全球化競爭愈趨激烈,建築師事務所的產業結構由勞力密集逐漸轉為知識密集,建築師事務所的經營策略則愈來愈仰賴員工的建築專業技能與知識,以提升建築師事務所的附加價值及競爭優勢。因此,「員工」是建築師事務所寶貴的資產,員工若能在工作上得到滿足,得以產出更好的工作績效,是臺灣建築師事務所經營管理上非常重要的課題。
本研究主要探討臺灣建築師事務所的從業人員對於建築師事務所內部管理模式與員工滿意度對組織承諾工作績效之影響,並促使事務所的主持建築師能採取適當有效策略,提昇員工工作滿意度、組織承諾之措施,並強化員工向心力,提高員工工作績效。本研究欲達成下列幾項研究目的:
1. 藉由本研究結果,期望協助建築師事務所對於內部管理模式之制定,以提昇員工工作滿意度及組織承諾程度,進而提昇事務所工作績效,做為國內建築師事務所經營管理者之重要參考。
2. 建構臺灣建築師事務所最具實務性之管理策略。
3.探討建築師事務所管理模式與員工工作滿意度對組織承諾工作績效之影響,是否會透過組織承諾之中介效果而影響工作績效。
4.探討在不同經營型態下之建築師事務所從業人員,管理模式與員工工作滿意度對組織承諾各構面之間因果關係是否有所差異。
5.提供給後續欲研究建築師事務所相關課題者之參考。摘要(英) BSTRACT
Looking at the business model and management theory of the current Taiwan architects, employees are very important assets in the firm organization. However, in order to respond to the increasingly fierce global competition, the industrial structure of architect firms has gradually changed from labor-intensive to knowledge-intensive, and the architect’s business strategy has increasingly relied on the employees’ professional skills and knowledge to enhance the architect’s The added value and competitive advantage of the firm. Therefore, "employees" are valuable assets of the architect’s offices. If employees are satisfied with their work and can produce better job performance, it is a very important issue for the management of the Taiwanese architect’s office.
This study mainly explores the impact of the employees of the Taiwanese architects firm on the internal management model and employee satisfaction of the architects in the organization′s work performance, and urges the architects of the firm to take appropriate and effective strategies to improve the employees′ job satisfaction. Degrees, organizational commitments and efforts to strengthen employees′ cohesion and improve their work performance. This study aims to achieve the following research objectives:
1. With the results of this study, it is expected to assist the architects in the formulation of the internal management model in order to improve the employees′ job satisfaction and organizational commitment, and thus enhance the performance of the firm′s work, which is important for the managers of the domestic architect firms. Reference.
2. To build the most practical management strategy for Taiwanese architects.
3. Discuss whether the impact of organizational management model and employee job satisfaction on the performance of organizational commitment work will influence the job performance through the intermediary effect of the organization.
4. To explore whether there is any difference in the causal relationship between the organizational structure and the employee′s job satisfaction in the architect firm′s employees under different operating patterns.
5. References for those who wish to study the relevant subjects of the architect′s office.關鍵字(中) ★ 建築師事務所
★ 管理模式
★ 員工滿意度
★ 組織承諾關鍵字(英) 論文目次 目 錄
中文摘要
英文摘要
謝誌
目錄
圖目錄
表目錄
一、 緒論………………………………………………………………………………………………………………………1
1-1 研究背景與動機…………………………………………………………………………………………………2
1-2 研究目的……………………………………………………………………………………………………………3
1-3 研究範圍……………………………………………………………………………………………………………4
1-4 研究流程……………………………………………………………………………………………………………5
1-5 論文架構……………………………………………………………………………………………………………6
二、 文獻回顧……………………………………………………………………………………………………………7
2-1 建築師事務所管理理論……………………………………………………………………………………7
2-1-1 建築師事務所產業分析……………………………………………………………………………7
2-1-2 建築師事務所經營狀況分析……………………………………………………………………8
2-1-3 建築師事務所管理之面向…………………………………………………………………………9
2-1-4 建築師事務所之相關研究………………………………………………………………………12
2-2 管理模式…………………………………………………………………………………………………………15
2-3 員工滿意度………………………………………………………………………………………………………19
2-3-1 員工滿意度之定義…………………………………………………………………………………18
2-3-2 員工滿意度的相關因素…………………………………………………………………………21
2-3-3 員工滿意度的重要性……………………………………………………………………………22
2-3-4 員工滿意度衡量工具……………………………………………………………………………24
2-4 組織承諾………………………………………………………………………………………………………26
2-4-1 組織承諾的定義……………………………………………………………………………………26
2-4-2 組織承諾的分類……………………………………………………………………………………28
2-4-3 組織承諾的衡量方式……………………………………………………………………………30
2-4-4 組織承諾與員工滿意度的關係……………………………………………………………30
三、 研究設計與分析方法………………………………………………………………………………………32
3-1 研究架構與假設……………………………………………………………………………………………32
3-1-1 研究架構………………………………………………………………………………………………32
3-1-2 研究假設…………………………………………………………………………………………………33
3-2 測量工具與操作性定義…………………………………………………………………………………33
3-2-1 控制變項…………………………………………………………………………………………………33
3-2-2 管理模式…………………………………………………………………………………………………35
3-2-3 員工滿意度………………………………………………………………………………………………38
3-2-4 組織承諾…………………………………………………………………………………………………40
3-3 抽樣與資料收集………………………………………………………………………………………………42
3-3-1 研究對象…………………………………………………………………………………………………42
3-3-2 資料收集方法…………………………………………………………………………………………43
3-3-3 問卷設計與專家內容效度檢視………………………………………………………………43
3-4 分析方法…………………………………………………………………………………………………………44
3-4-1 資料處理…………………………………………………………………………………………………44
3-4-2 統計分析方法……………………………………………………………………………………………45
3-5 問卷的信度檢測………………………………………………………………………………………………47
3-5-1 管理模式量表……………………………………………………………………………………………48
3-5-2 員工滿意度量表………………………………………………………………………………………50
3-5-3 組織承諾量表…………………………………………………………………………………………50
四、 實證結果與分析………………………………………………………………………………………………51
4-1 樣本描述與統計分析……………………………………………………………………………………51
4-1-1 敘述性統計分析……………………………………………………………………………………51
4-1-2 問卷發放與回收情形……………………………………………………………………………51
4-1-3 建築師事務所樣本敘述…………………………………………………………………………52
4-2 因素分析與信度檢定……………………………………………………………………………………56
4-2-1 管理模式量表…………………………………………………………………………………………56
4-2-2 員工滿意度量表………………………………………………………………………………………61
4-2-3 組織承諾量表…………………………………………………………………………………………64
4-3 回收樣本特性分析…………………………………………………………………………………………67
4-3-1 樣本基本特性…………………………………………………………………………………………67
4-4 敘述性統計分析………………………………………………………………………………………………71
4-4-1 事務所員工面對管理模式………………………………………………………………………71
4-4-2 員工滿意度………………………………………………………………………………………………74
4-4-3 組織承諾…………………………………………………………………………………………………76
4-5 管理模式、員工滿意度與組織承諾間之關係與探討……………………………………77
4-5-1 管理模式與組織承諾之相關分析…………………………………………………………77
4-5-2 員工滿意度與組織承諾之相關分析………………………………………………………79
4-6 管理模式、員工滿意度與組織承諾間之影響性分析……………………………………79
4-6-1 組織承諾的努力承諾構面……………………………………………………………………81
4-6-2 組織承諾的價值承諾構面……………………………………………………………………83
4-6-3 組織承諾的留職承諾構面……………………………………………………………………85
4-6-4 管理模式及員工滿意度各構面對組織承諾的影響………………………………88
五、 結論與建議………………………………………………………………………………………………………91
5-1 結論…………………………………………………………………………………………………………………91
5-2 建議………………………………………………………………………………………………………………93參考文獻 中文參考文獻:
〔1〕 王秉鈞,翻譯,管理學,華泰書局,台灣台北,1995。
〔2〕 王紀鯤,「建築師執業型態與權責劃分之研究」,內政部建研所籌備處,1991。
〔3〕 王紀鯤,「建築師執業型態與權責劃分之研究摘要」,台北市建築師公會,1999。
〔4〕 石瑞彰,「台灣地區建築師事務所組織型態之研究」,淡江大學建築研究所, 碩士論文,1986。
〔5〕 吳統雄,「態度與行為研究的信度與效度:理論、應用、反省」,民意學術專刊,夏季號,1985。
〔6〕 李明利,台灣建築師西進大陸專業營建管理市場之競爭力分析-以SWOT 分析上海市為例,朝陽科技大學營建工程研究所,2005。
〔7〕 辛惠罃,公共工程實施統包制度對建築師執業環境影響之研究,中華大學營建管理研究所,2003。
〔8〕 林鴻奇,我國建築師服務品質評估之研究-以建築師觀點為例,國立成功大學建築研究所,2005。
〔9〕 許士軍,「工作滿足、個人特徵與組織承諾之研究」,國立政治大學公共行政學研究所,碩士論文,1977。
〔10〕許峰賓,我國建築師服務品質評估之研究-以公部門觀點為例,國立成功大學建築研究所,2005。
〔11〕黃啟芳,建築師事務所經營規劃模式之研究,國立成功大學建築研究所,1999。
〔12〕卓坤鉎,「台灣地區建築師事務所經營趨勢之研究」,國立成功大學建築研究所,碩士論文,2000。
〔13〕張啟明,臺灣加入WTO對建築師執業環境影響之研究,淡江大學建築研究所,2001。
〔14〕馮光復,「人力精簡特徵及個人公平性知覺對留任員工工作態度影響之研究」,私立中原大學企業管理學系,碩士論文,2002。
〔15〕 陳振乾,建築師事務所參與公共工程統包設計之風險管理探討,國立高雄第一科技大學營建工程研究所,2004。
〔16〕 陳毓全,政府採購法實施後委託建築師之技術服務研究,碩士論文,朝陽科技大學建築及都市設計研究所,2005。
〔17〕 榮泰生,企業研究方法,五南圖書出版公司,2011。
〔18〕 劉光起,A管理模式,北京:企業管理出版,新華發行,1997。
〔19〕 鍾娉華,「人力資源管理措施知覺對員工工作績效之影響-工作投入及組織承諾之仲介效果分析」,國立中央大學人力資源管理研究所碩士在職專班碩士論文,2005。
〔20〕蘇雲華,「服務品質衡量方法之比較研究」,國立中山大學企業管理研究所, 博士論文,1996。
英文參考文獻:
〔1〕 Adams, J.S. (1963). Toward an Understanding of Inequity. Journal of Abnormal and Social Psychology, 67, 422-436.
〔2〕 Alderfer, Clayton P. (1969). An Empirical Test of a New Theory of Human Needs. Organizational Behaviour and Human Performance, 4(2), 142–175.
〔3〕 Batman, T. S., & Strausser, S. (1984). A Longitudinal analysis of the antecedents of organizational commitment. Academy of Management Journal, 27, pp.5-112.
〔4〕 Black, J. S., & Gregersen, H. B (1997). Participative decision-making: An integration of multiple dimensions. Human Relations,50, pp.859-878.
〔5〕 Blake,R. R.,& Mouton,J.S.(1985). Manageria lgird III. Houston, Texas: Gulf.
〔6〕 Bluedorn, A. C. (1982). A unified model of turnover from organizations. Human Relations, 35, pp.135-153.
〔7〕 Farrel, D. (1983). Exit, Voice, Loyalty, and Neglect as Responses to Job Dissatisfaction: A Multidimensional Scaling Study. Academy of Management Journal, 26, pp. 511-514.
〔8〕 Fishben, M., & Ajzen, I. (1975): Belief, Attitude, Intention and Behavior: A Introduction to Theory and Research. Journal of Leisure Research, 27, pp.61-84.
〔9〕 Locke, E. A. (1976). The Nature and Cause of Job Satidfaction, in Handbook of Industrial and Organizational Psychology. Chicago: Rand- McNally.
〔10〕 Lau ,G., & Lemahieu, P. (1997). Changing Roles: Evaluator and Feachber Collaborating in School Change. Evaluation and Planning, 20(1),7-15.
〔11〕 Leightley, L. E., & Wan, Z. (2006). Job Satisfaction and Workforce Demographics: A Longitudinal Study of the U.S. Forest Products Industry. MS: Mississippi State University.
〔12〕 Likert, R. (1967). The human organization. New York : McGraw-Hill Book Company.
〔13〕 Holland, B. K. (1989). Motivation and Job Satisfaction. Journal of Property Management, 54,pp.32-36.
〔14〕 Herzberg, F. (1966). Work and the Nature of Man. Cleveland and New York: The Word Publishing Company.
〔15〕 Hoy, W. K., & Miskel, C. G. (1982). Educational Administration: theory, research, and practice (2nd). New York: Random House.
〔16〕 Morrell, K., & Simonetto, M. (1999). Managing retention at Deloitte Consulting. Consulting to Management, 10, pp.55-60.
〔17〕 Meyer, J. P., & Allen, N. J. (2001). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, pp.61-89.
〔18〕 Martilla, J. A., & James, J. C.(1977). Importance-performance analysis. Journal of Marketing, January, pp. 77-79.
〔19〕 Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review, 50(4), 370-96.
〔20〕 Miller, D.(1988), “Relating Porter’s Business Strategies to Environment and Structure: Analysis and Performance Implementations,” Academy of Management Journal, 31(2), 280-308.
〔21〕 Morrison, G. (2004). Early Childhood Education Today. ( 9rd ed). Upper Saddle River, New Jersey: Merrill Prentice Hall.
〔22〕 Naeyc (1996). NAEYC Position Statement: Technology and Young Children Ges Three Through Eight Young. Children, 51(6), 11-16.
〔23〕Peter, L., & John, C. (2004). The Effect of Organizational Culture and Leadership Style on Job Satisfaction and Organizational Commitment: A Cross-National Comparison. Journal of Management Development, 23(4), 321-338.
〔24〕 Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of applied psychology, 59(5), 603.
〔25〕 Puffer, S. M. (1987). Prosocial Behavior,Noncompliant Behavior and work Performance Among Commission Salespeople. Journal of Applied Psychology,72, pp.615-621.
〔26〕 Porter, L. W., & Lawler, E. E. (1968). Managerial Attitude and Performance. Illinois: Homewood.
〔27〕 Rusbult, C., & Lowery, D. (1985). When Bureaucrats Get the Blues. Journal of Applied Social Psychology, 15, pp.83.
〔28〕 Saane, N. V., Sluiter, J. K., Verbeek, J. H. A. M., & Frings-Dresen, M. H. W. (2003). Reliability and validity of instruments measuring job satisfaction-a systematic review. Occupational Medicine, 53, 191-200.
〔29〕 Seashore, S. E., & Taber, T. D. (1975). Job satisfaction and their correlation. American Behavior and Scientist, pp.333-368.
〔30〕 Sims, R. L., & Kroeck, K. C. (1994). The influence of ethical fit on employee satisfaction, commitment and turnover. Journal of Business Ethics,13, pp.939-947.
〔31〕 Whyte, W. (1965). The Organization Man, Garden City, New York: Doubleday Anchor Books.
〔32〕 Wiener, Y. (1982). Commitment in organizations: A normative view. Academy of Management Review, 7, pp.418-428.
〔33〕 Williams, L. J., & Hazer, J. T. (1986). Antecedents and concequences of satisfaction and commitment in turnover models: A reanalysis using latent variable structural equation methods. Journal of Applied Psychological,71, pp.219-231.
〔34〕 Winltzky, N, (1992). Structure and Process in Thinking About Classroom Management: An Exploratory Study of Prospective Teachers. Teacher & Teacher Education, 8(1), 1-14.
〔35〕 Wu, T. F., Tsai, M. H., Fey, Y. H., & Wu, T. Y. (2006). A Study of Relationship Between Manager’s Leadership Style and Organizational Commitment in Taiwan’s International Tourist Hotels. Asian Journal of Management and Humanity Sciences, 1(3), 434-452.指導教授 謝定亞 審核日期 2018-6-14 推文 plurk
funp
live
udn
HD
myshare
netvibes
friend
youpush
delicious
baidu
網路書籤 Google bookmarks
del.icio.us
hemidemi
myshare