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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/72822


    Title: 工作家庭平衡對工作滿意度之影響--以C銀行為例;The Influence of Work-Family Balance to Job Satisfaction – example C Bank
    Authors: 洪梓菱;Hung, Zih-Ling
    Contributors: 人力資源管理研究所
    Keywords: 工作滿意度;工作家庭平衡;主管領導感受;Job Satisfaction;Work-Family Balance;Supervisor’s leadership feeling
    Date: 2017-01-19
    Issue Date: 2017-05-05 16:46:02 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 本研究以C銀行員工為研究對象,探討工作家庭平衡對工作滿意度的影響,並將對主管領導的感受設為調節變項,探討員工對主管領導感受、工作家庭平衡及工作滿意度之間的關係,以試圖為C銀行提出一個永續經營的關鍵優勢,為員工與公司創造雙贏的策略。本研究共發放300份紙本問卷,有效回收問卷251份,有效問卷回收率為83.6%,並使用統計軟體SPSS進行敘述性統計、因素分析、信度分析、相關分析、迴歸分析等方法,針對本研究提出之假設模型進行驗證分析。
    分析結果如下:(1)工作家庭平衡對工作滿意度有正向影響,而工作家庭平衡指的是下班後身心狀態、家庭成員關係及家人對工作認知程度;(2)主管領導感受對工作滿意度有正向影響,而主管領導感受指的是主管溝通與關懷強度及主管給予工作自主性;(3)主管領導感受之主管溝通與關懷強度具有加強工作家庭平衡對工作滿意度的正向關係;(4)主管領導感受之主管給予工作自主性具有減弱工作家庭平衡對工作滿意度的正向關係。
    ;In this study, the main subjects were the employees of C Bank . It is to explore the impact of work-family balance on job satisfaction, set the supervisor’s leadership feeling as adjustment variables, and to investigate the relationship between employee and supervisor’s leadership perception, work family balance and job satisfaction. In an attempt to give C Bank a key advantage of sustainable management, and to create a win-win strategy for the employees and the bank.
    A total of 300 questionnaires were distributed in this study, 251 valid questionnaires were collected. The recovery rate of the questionnaire was 83.6%. By using statistical software SPSS for methods such as descriptive statistics, factor analysis, reliability analysis, correlation analysis and regression analysis, the hypothesis model proposed in this study was validated and analyzed. The results are as follows. (1) Work-family balance has a positive effect on job satisfaction, while work-family balance refers to physical and mental state after getting off work, the relationship between family members and family awareness of the work. (2) Supervisor’s leadership feeling has a positive impact on job satisfaction, while supervisor’s leadership feeling refers to the competent communication and care intensity and work autonomy supervisors give. (3) The competent communication and care intensity in supervisor’s leadership feeling, have a positive relationship for increasing the work-family balance to job satisfaction. (4) The work autonomy (that the supervisor gives) in supervisor’s leadership feeling has a positive relationship for lessening work-family balance to job satisfaction.
    Appears in Collections:[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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