博碩士論文 105457019 詳細資訊




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姓名 蔡承剛(Chen-Kang Tsai)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 組織溝通、信任及認同與員工的組織承諾和留任意願關係之研究
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摘要(中) 本研究以517位各行各業之員工為研究對象,探討企業之組織溝通現況,並針對此了解其對於員工的組織認同與組織信任之關係,以及組織認同、組織信任和組織承諾、留任意願的關係。研究結果顯示組織的良好溝通和成員對組織的信任感及認同感有正向的關係。組織信任和員工的組織承諾及留任意願有顯著的正向關係;組織認同也和員工的組織承諾及留任意願有顯著的正向關係。本研究依據研究結果,提出對於人力資源管理實務的意涵以及未來研究之建議。

關鍵字:組織溝通、組織信任、組織認同、組織承諾、留任意願
摘要(英) This study investigates the relationships among organizational communication, organizational identification, organizational trust, organizational commitment, and employees’ retaining intention. It is found that organizational communication is positively related to employees’ trust and identification towards organizations. Organizational trust is also found to be positively related to employees’ organizational commitment and retaining intention. In addition, organizational identification is positively related to employees’ commitment and retaining intention. Based on the findings, managerial implications and suggestions for future research are thus discussed.

Keywords: organizational communication, organizational trust,
organizational identification, organizational commitment, retaining intention
關鍵字(中) ★ 組織溝通
★ 組織信任
★ 組織認同
★ 組織承諾
★ 留任意願
關鍵字(英) ★ organizational communication
★ organizational trust
★ organizational identification
★ organizational commitment
★ retaining intention
論文目次 摘要 I
Abstract II
誌謝 III
目錄 IV
表目錄 VII
圖目錄 VIII
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 組織溝通 5
一、 機制層面 5
二、 心理層面 6
三、 符號解釋層面 7
四、 系統互動層面 7
第二節 組織承諾 8
一、 O ′Reilly與Chatman 理論 8
二、 三因子理論 9
三、 組織承諾與留任意願之關聯 10
第三節 組織認同 11
一、 組織認同定義 11
二、 組織認同探討 11
三、 組織認同與組織承諾之差異 12
第四節 組織信任 13
一、 組織信任源起 13
二、 組織信任類型 14
第五節 留任意願 16
第六節 變項之間的關係 17
一、 組織溝通與組織信任 17
二、 組織溝通與組織認同 17
三、 組織信任、組織承諾與留任意願 18
四、 組織認同、組織承諾與留任意願 19
第三章 研究方法 20
第一節 研究架構 20
第二節 研究對象 21
第三節 研究工具 21
一、 人口統計變項調查表 21
二、 組織溝通量表 22
三、 組織信任量表 22
四、 組織認同量表 22
五、 組織承諾量表 22
六、 留任意願量表 22
第四節 研究方法 23
一、 獨立樣本t檢定 23
二、 描述性統計分析 23
三、 信度分析 23
四、 驗證式因素分析 24
五、 相關分析 25
六、 迴歸分析 25
第四章 研究結果與分析 26
第一節 獨立樣本t檢定 26
第二節 描述性統計分析 27
第三節 信度分析 28
第四節 驗證式因素分析 29
第五節 相關分析 31
第六節 迴歸分析 33
一、 組織溝通與組織信任之關係 33
二、 組織溝通與組織認同之關係 34
三、 組織信任與組織承諾之關係 35
四、 組織信任與留任意願之關係 36
五、 組織認同與組織承諾之關係 37
六、 組織認同與留任意願之關係 38
第五章 研究結論與建議 40
第一節 研究結論 40
第二節 管理意涵與貢獻 43
一、 管理意涵 43
二、 研究貢獻 45
第三節 研究限制 46
第四節 研究建議 47
中文文獻 48
英文文獻 49
附錄一 研究調查問卷 58
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指導教授 陳春希 審核日期 2018-7-24
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