| 摘要: | 蓋洛普針對超過87,000個事業單位進行跨單位的比較，發現員工投入分數較高的單位，有較低的離職率、較高的業績成長、較佳的生產力以及較高的顧客忠誠度等其他可以證明績效較佳的指標。而組織氣候是組織成員對於組織的管理方式、成員間互動行為、政策制度知覺，是影響組織成員態度與行為的重要變項。 本研究選定國內大眾運輸公司全體人員做為此次研究對象，運用敘述統計、信度分析、相關分析以及迴歸分析等統計方法，驗證組織氣候對工作滿意、工作投入之影響，以及主管領導風格是否於其中扮演干擾的角色。本研究之發現如下： (1) 員工知覺整體組織氣候越佳者，本身的工作滿意程度會越高。 (2) 員工知覺整體組織氣候越佳者，其工作投入程度亦會越高。 (3) 對於自己工作滿意程度越高的員工，在工作投入的程度上也會越高；且工作滿意在組織氣候影響工作投入之間，具有部分之中介效果。 (4) 高轉換型領導在組織氣候和工作滿意之間，僅部分具有強化工作滿意的結果。 (5) 高轉換型領導風格在風險傾向和工作滿意之間，具有干擾效果；但在組織氣候和工作投入之間，其干擾效果為負向顯著，與本研究假設相反。 因此本研究針對個案公司提出以下幾點建議： ? 營造良好之組織氣候 – 給予員工更多工作自主性、建立公正、公平、公開的升遷制度；在績效考核過程當中持續不斷給予員工明確的目標以及努力方向；深入組織文化到每位員工；強化部門間的交流溝通等。 ? 提升員工之工作滿意 – 讓員工樂在工作、願意將公司推薦給親朋好友且和公司共同成長。 ? 強化主管領導風格 – 透過360°評量部屬回饋的部份，定期檢視主管的管理方式是否恰當。 Gallup has done cross-unit comparison of over 87,000 business units. The discovery shows: the units have higher scores of work involvement will have lower turnover rates, higher growth rate, better productivity, and higher customer royalty. Organization climate is sense of employment of management style, interaction between employees, and policy system and is also one of the important variables can affect employment attitude and behavior. The object of this research is all employment of a domestic transportation company. Using statistic methods of described statistic, reliability analysis, and correlation analysis to find out the effect of organization climate to work satisfaction/ work involvement and whether leadership style is a moderator between the relationships. The following important discoveries are stated separately as follows: (1) Employee, who has better sense of whole organization climate, will be more satisfied on the job. (2) Employee, who has better sense of whole organization climate, will be more involved in the job. (3) Employee, who has more satisfaction on the job, will also be more involved in the job. Furthermore, job satisfaction has partial mediation on the effect of organization climate to work involvement. (4) High transformational leadership style partially affects work satisfaction on the effect of organization climate to work satisfaction. (5) High transformational leadership style has moderator effect on the effect of risk preference to work satisfaction. However, the moderator effect on the effect of organization climate to work involvement is negative which is opposite to this research’s hypothesizes. According to the research result, the following are some suggestions: ? Build a fine organization climate. ? Raise the work satisfaction. ? Enforce the leaders’ leader style. |
