職場包容、組織公平、組織認同與員工幸福感及敬業精神關係之研究

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姓名

劉晉佑(Chin-Yu Liu) 查詢紙本館藏

畢業系所

企業管理學系

論文名稱

職場包容、組織公平、組織認同與員工幸福感及敬業精神關係之研究

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摘要(中)

本研究主要探討職場包容、組織公平、員工幸福感、組織認同及敬業精神之間的關係，以網路將電子問卷內容發放給台灣各產業的在職人士，共回收 256 份。本研究以描述性統計分析、信度分析、相關分析、驗證性因素分析及階層迴歸分析來檢驗變項之間的關係。研究結果顯示：(1)職場包容與組織公平呈正向關係；(2)組織公平與員工幸福感呈正向關係；(3)組織公平與組織認同呈正向關係；(4)組織公平與敬業精神呈正向關係；(5)組織認同與員工幸福感呈正向關係；(6)組織認同與敬業精神呈正向關係。綜合上述的研究結論，本研究提出管理意涵以幫助各企業擬訂決策，並針對未來的研究提出建議。

摘要(英)

The study delves into the relationships among workplace inclusion, organizational justice, employee well-being, organizational identification, and job engagement. A total
of 256 valid responses was collected through the
distribution of online questionnaire to full-time employees in Taiwan. It is found that workplace inclusion is positively related to organizational justice. Organizational justice is positively related to employee wellbeing, organizational identification, as well as job engagement. Organizational identification is positively related to employee well-being and job engagement. Drawn on the
findings, managerial implications and suggestions for future research are thus discussed.

關鍵字(中)

★ 職場包容
★ 組織公平
★ 員工幸福感
★ 組織認同
★ 敬業精神

關鍵字(英)

★ workplace inclusion
★ organizational justice
★ well-being
★ organizational identification
★ job engagement

論文目次

中文摘要 i
Abstract ii
致謝 iii
目錄 iv
圖目錄 vi
表目錄 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
第一節職場包容 5
第二節組織公平 8
第三節員工幸福感 11
第四節組織認同 14
第五節敬業精神 17
第六節研究變項之間的關係 19
第三章研究方法 21
第一節研究架構 21
第二節研究工具與衡量方式 22
第三節研究設計 24
第四節研究分析方法 25
第四章研究結果 26
第一節描述性統計分析 26
第二節信度分析 29
第三節驗證性因素分析 30
第四節相關分析 33
第五節階層迴歸分析 34
第五章結論與建議 40
第一節研究結果討論 40
第二節管理意涵 42
第三節研究限制 44
第四節未來研究建議 45
參考文獻 46
附錄 50

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指導教授

陳春希

審核日期

2024-7-25

推文