| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 黃亭維 | zh_TW |
| DC.creator | Ting-Wei Huang | en_US |
| dc.date.accessioned | 2017-8-22T07:39:07Z | |
| dc.date.available | 2017-8-22T07:39:07Z | |
| dc.date.issued | 2017 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=103427027 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 現今工作家庭福利措施已經立法明文規定，所有公司皆會依法設立，但是員工實際上能否使用、主管們是否支持員工使用，又或者組織的氣氛是否允許員工使用，這些又是另外一種問題了，這類的議題將是未來執行相關政策時所需要考量的重要因素。
因此本研究針對國內35間上市上櫃公司做調查，發出700份問卷並回收687份，總計有效問卷為659份。探討互動公平、知覺主管支持、工作家庭福利措施可使用度和工作滿意度之間的關係。
本研究結果顯示：
1.當公司鼓勵員工使用工作家庭福利措施時，員工會因而對工作感到滿意
2.互動公平是公司在推動工作家庭福利措施時所需要特別著重的因素
3.當員工感受到主管的支持後，不代表主管也會支持他們使用工作家庭福利措施
4.主管可以由不同面向給予員工支持，除了直接維繫情感和授權外，也能夠經由公平對待和給予尊重以間接支持員工 | zh_TW |
| dc.description.abstract |
Nowadays, the government has legislated the stipulate rules about work-family practices which all companies have set up. However, whether the employees can take advantage of the practices, whether the supervisors would encourage the employees to do it, and whether the organizational climate is friendly for the employees to make use of those practices are issues. That is to say, the factors above should be taken into account for companies to think of when implementing the practices.
My study delivered total 700 paper questionnaires to the employees of 35 listed companies, and received 659 effective questionnaires for the further analysis. The thesis discusses the relationship about Interactive Justice, Perceived Supervisor Support, Perceived Accessibility of Work-Family Practices, and Employees’ Job Satisfaction.
The study gets the results as follows:
1.After the companies encourage the employees to take advantage of work-family practices, the employees would be satisfied about their jobs.
2.Interactive Justice is especially important for the companies to consider when implementing the work-family practices.
3.It doesn’t mean that the supervisors would encourage the employees to take advantage of work-family practices even after the employees perceive the support from their supervisors.
4.The supervisors could support the employees not only by direct ways like keeping the relationship and authorizing, but also by indirect ways such as being fair and giving respect. | en_US |
| DC.subject | 互動公平 | zh_TW |
| DC.subject | 知覺主管支持 | zh_TW |
| DC.subject | 工作家庭福利措施可使用度 | zh_TW |
| DC.subject | 工作滿意度 | zh_TW |
| DC.subject | Interactive Justice | en_US |
| DC.subject | Perceived Supervisor Support | en_US |
| DC.subject | Work-Family Usefulness | en_US |
| DC.subject | Job Satisfaction | en_US |
| DC.subject | Perceived Accessibility of Work-Family Practices | en_US |
| DC.title | 工作家庭福利措施可使用度與工作滿意度關係中之主管角色 ─ 以互動公平與知覺主管支持為前因變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | How do managers influence the perceived accessibility of work-family practices and employees′ job satisfaction? - The impacts of interactive justice and perceived supervisor support | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |