| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所在職專班 | zh_TW |
| DC.creator | 李緒彬 | zh_TW |
| DC.creator | Hsu-pin Lee | en_US |
| dc.date.accessioned | 2009-7-7T07:39:07Z | |
| dc.date.available | 2009-7-7T07:39:07Z | |
| dc.date.issued | 2009 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=954307013 | |
| dc.contributor.department | 人力資源管理研究所在職專班 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 組織績效為組織最關心的議題，而組織中的人員與管理制度為決定組織績效的重要關鍵因素。組織所從事的一切管理制度與活動所形成的工作環境會影響員工對於組織產生集體性的氣候感知，進而影響其工作態度。而具有高度承諾的員工比低度承諾的員工較會從事角色外行為，這也有助於提升組織的競爭力，降低員工流動率，提高生產力及工作品質。另要如何促使員工願意主動且積極的從事有助於組織績效的行為，對於組織將是極為重要的課題。如果能瞭解其行為動機並加以引導員工，一方面可以促使員工表現出組織所期待與重視的公民行為，另一方面也可以促使組織績效的進步。本研究針對個案公司採問卷調查方式，並對資料進行量化分析研究，經過統計方法實證分析，結果發現如下：
1.組織氣候在理性目標構面感知越深則組織公民行為越高。
2.組織氣候在人際關係構面感知越深則組織承諾越高。
3.組織承諾對組織公民行為有顯著正向相關性。
4.組織氣候會透過組織承諾的中介作用，間接影響組織公民行為。
| zh_TW |
| dc.description.abstract | The performance of organization is the most concerned issue for the organization. Staff and the management systems are the key factors which determining the performance of organization. The promise with a high degree of staff than the promise of low-level employees more likely to engage in extra-role behavior, which will also help enhance the competitiveness of organizations, to lower the turn-over rate, improve productivity and quality.It is extremely important to explore the reason why employees present organizational citizenship behavior, how the employees show their willing to perform, and that is conducive to the performance of organization. This has become one of the most important issues for organization. If enterprises can understand the employees’ motivation and guide them, then the enterprises can get their expectation and respect as well as improving the performance of
organization from the employees.
In this study, organizational climate is used as the independent variables,
organizational commitment is used as the intervening variable, and organizational citizenship behavior is the dependent variable. The purpose of this research is mainly to find out the relationship and the difference among organizational climate, organizational commitment, and organizational citizenship behavior. This research used the method of questionnaire survey as the C case company. After analyzing the data with quantitative analysis, together with various kinds of statistic methods, the following important discoveries are stated separately as follows:
1.Organizational climate in rational goal model perception is deeper, then the organizational citizenship is higher.
2.Organizational climate in human relations model perception is deeper, then the organizational commitment is higher.
3.Organizational commitment were positively significant to organizational citizenship behavior.
4.Organizational commitment was found to have a significant mediating effect between organizational climate and organizational citizenship behavior.
| en_US |
| DC.subject | 組織公民行為 | zh_TW |
| DC.subject | 組織承諾 | zh_TW |
| DC.subject | 組織氣候 | zh_TW |
| DC.subject | organizational climate | en_US |
| DC.subject | organizational commitment | en_US |
| DC.subject | organizational citizenship behavior. | en_US |
| DC.title | 組織氣候感知、組織承諾與組織公民行為之關聯 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationships among the Organizational Climate, Organizational Commitment and Organizational Citizenship Behavior | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |