| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 王茵茵 | zh_TW |
| DC.creator | Yin-Yin Wang | en_US |
| dc.date.accessioned | 2021-1-25T07:39:07Z | |
| dc.date.available | 2021-1-25T07:39:07Z | |
| dc.date.issued | 2021 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=105427602 | |
| 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 | 隨著經濟的發展，企業間競爭愈發激烈，企業中的核心價值仍舊是爲企業創造價值的知識工作者；儘管近年來在中國大陸的就業競爭激烈，但如何可以讓員工投入更多的心思在工作上，認可組織的經營理念與文化和價值，並且主動地希望留在組織中，有著較高的組織承諾，不輕易因爲薪酬等外在因素而跳槽，是現在企業面臨的重要人力資源議題之一。
近年體驗式服務的發展不僅適用於客戶體驗，也適用於企業內部員工；Jacob（2017）提出員工體驗的概念，即是將員工當作企業的內部顧客，從物理環境、文化環境、科技環境三方面爲員工提供更好的服務，從而留住企業的核心人才；故本研究想探討員工體驗對組織承諾的影響，人格特質影響人的行爲，而員工體驗對組織承諾的影響是否會受內外控人格特質的調節。
本研究的研究對象爲大陸高新科技公司的間接員工，以問卷調查的方法作爲資料蒐集方法，採取隨機便利抽樣的方式，以線上問卷爲主，共回收了447份問卷，剔除無效問卷31份，有效問卷共416份。
研究結果發現，員工的情感性組織承諾，皆受到員工體驗，分別爲物理環境、文化環境和科技環境的影響；員工體驗與組織承諾皆呈正向的顯著影響；而迴歸分析加入員工體驗各構面與內外控人格特質的交互變項後，結果顯示皆達顯著水準，故內外控人格特質對其有一定的干擾效果。 | zh_TW |
| dc.description.abstract | As the economy advances, companies are stepping into a more competitive market, and the core value of a company still lies in the knowledge workers who created knowledge for companies. One of the key topics in human resource such as ′how to make employees voluntarily pay more attention to work, appreciate the value and culture of the organization, and take an active part in the organization with high commitment, without easy switching jobs is of great importance among modern companies.
In recent years, the development of experiential service both become applicable to customers and employees. Jacob (2017) suggests that treating employees as internal customers of the organization would be helpful for employees to get better services from the cultural, physical and technological environmental. This is the concept of employee experience which is a positive strategy to retain core talents of a company. Therefore, the study is trying to investigate the level of impact of employee experience and the influence of the locus of control over the commitment of an organization.
The demographic coverage of the study is the employees of the high-tech firms in mainland China. The methodology is online survey. The study collected 447 respondents in total, and left with final 416 respondents after expurgating the 31 invalid ones.
This research result found that the emotional commitment to a company will subject to employee experience, namely physical environment, cultural environment and technical environment, and the commitment to the company is positive related to employee experience. Also, as significant level of regression analysis is reached between the locus of control and each attribute of employee experience, therefore, locus of control is justified to have certain influence on the employee experience. | en_US |
| DC.subject | 員工體驗 | zh_TW |
| DC.subject | 組織承諾 | zh_TW |
| DC.subject | 內外控人格特質 | zh_TW |
| DC.subject | Employee Experience | en_US |
| DC.subject | Organizational Commitment | en_US |
| DC.subject | Locus of Control | en_US |
| DC.title | 員工體驗對組織承諾的影響，以內外控人格特質爲干擾變項 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The impact of employee experience on organizational commitment-with the Locus of Control as the Moderator | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |