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姓名 李緒彬(Hsu-pin Lee)  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 組織氣候感知、組織承諾與組織公民行為之關聯
(The Relationships among the Organizational Climate, Organizational Commitment and Organizational Citizenship Behavior)
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摘要(中) 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。
摘要(英) 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.
關鍵字(中) ★ 組織公民行為
★ 組織承諾
★ 組織氣候
關鍵字(英) ★ organizational climate
★ organizational commitment
★ organizational citizenship behavior.
論文目次 一、緒論
1-1.研究背景與動機1
1-2.研究目的3
1-3.研究流程4
二、文獻探討
2-1.組織氣候5
2-2.組織承諾11
2-3.組織公民行為14
2-4.組織氣候、組織承諾及組織公民行為之相關實證研究18
三、研究設計
3-1.研究架構與假設22
3-2.變項之操作性定義與衡量工具23
3-3.研究對象及與抽樣方法26
3-4.資料分析方法28
四、研究結果..
4-1.樣本特性分析29
4-2.敘述統計分析29
4-3.相關分析32
4-4.迴歸分析33
五、結論與建議
5-1.結論37
5-2.管理建議39
5-3.研究限制及後續研究建議43
參考文獻
ㄧ、中文部份45
二、英文部份46
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指導教授 劉念琪(Nien-chi Liu) 審核日期 2009-7-7
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