組織支持與組織認同對員工工作滿意度及假性出席關係之探討

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：37

、訪客IP：18.116.88.216

姓名

臧文倩(Wen-chien Tsang) 查詢紙本館藏

畢業系所

企業管理學系在職專班

論文名稱

組織支持與組織認同對員工工作滿意度及假性出席關係之探討

相關論文

★ 證券公司財務比率與股價關係之探討—以三家證券公司為例	★ 主管與部屬交換關係品質、心理賦能對員工工作滿足之影響─內外控人格干擾效果之探討
★ 轉換型領導、團隊凝聚力、信任與組織公民行為之相關研究－以研發人員為例	★ 跨國企業之供應商評選與管理–以A公司為例
★ 新產品開發流程及績效評估 – 以某電感製造廠M公司為例	★ 主管與部屬交換關係對員工工作績效與組織公民行為之影響—以員工心理賦能為中介效果
★ 領導部屬交換關係、工作角色感知與工作績效之研究	★ 工作角色感知、負向回饋探詢行為與工作績效之研究
★ 領導與部屬交換關係、組織公平知覺對員工的幫助行為意願與組織承諾之影響 — 以中國華東地區電子廠商為例	★ 人格特質與心理契約對員工組織承諾與離職傾向之影響-以旅館飯店業為例
★ 人格特質、工作壓力、工作投入與組織公民行為之相關研究-以警政人員為研究對象	★ 領導與部屬交換關係、信任、上司支持與組織公民行為之相關研究－以醫護人員為例
★ 面試情境之個人與組織契合度知覺對工作錄取決定之影響	★ 企業履行社會責任對於員工工作滿意度和組織承諾以及工作績效之影響
★ 以多層次觀點探討群體互賴與組織公民行為之關係：群體凝聚力的中介影響	★ 後進者技術獲取模式之研究─以LED與太陽能產業為例

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

台灣近幾年在國際大環境競爭激烈的情況下，因其政策、經濟、社會發展等因素交互影響下，員工面臨工作短缺，以致人才逕相出走，或是留在國內工作卻長期處於高壓的工作環境中，已然成為未來企業營運的隱憂。組織該如何吸引、留任與激勵人才，使組織更具競爭力，乃企業面對重要課題之一。本研究探討員工知覺的組織支持對其工作滿意度與假性出席的影響，以期能藉由研究結果，提供企業穩定發展之參考，增進員工對公司的工作滿意度及改善員工的出席狀況。
本研究以在國內全球生活消費性外商企業以及國內大型電子產業員工，共計400位為研究對象，探討知覺組織支持是否會影響組織認同，員工工作滿意度與假性出席。研究結果證實，知覺組織支持對員工的組織認同、工作滿意度與假性出席具有正向關係。員工的組織認同與其工作滿意度有正向的關係；而工作滿意度又與員工的假性出席有正向的關係。本研究針對研究結果進行討論，提出管理意涵及後續的研究建議。

摘要(英)

This study investigates the relationships among perceived organizational support, employee job satisfaction, organizational identification, and presenteeism with employees in the fast moving consumer goods industry and high-tech industry in Taiwan as the research sample. It is found that a few demographic variables, including age and working experiences, are related to employees’ job satisfaction and presenteeism. Perceived organizational support is found to be positively related to employees’ job satisfaction, organizational perceived support, and presenteeism. Employees’ organization identification is found to be positively related to employee job satisfaction. In addition, employee job satisfaction is found to be positively related to presenteeism. Managerial implication and recommendations for future study are thus discussed.

關鍵字(中)

★ 知覺組織支持
★ 組織認同
★ 工作滿意度
★ 假性出席

關鍵字(英)

★ perceived organizational support
★ organizational identification
★ job satisfaction
★ presenteeism

論文目次

中文摘要-----------------------------------------------------------------i
英文摘要----------------------------------------------------------------ii
誌謝 -----------------------------------------------------------------iii
目錄--------------------------------------------------------------------iv
圖目錄-------------------------------------------------------------------v
表目錄------------------------------------------------------------------vi
第一章緒論--------------------------------------------------------------1
第一節研究背景----------------------------------------------------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
第一節知覺組織支持------------------------------------------------5
第二節組織認同---------------------------------------------------11
第三節員工工作滿意度---------------------------------------------17
第四節假性出席---------------------------------------------------21
第五節各研究變項的關係-------------------------------------------23
第三章研究方法---------------------------------------------------------27
第一節研究架構---------------------------------------------------27
第二節研究變項與研究工具-----------------------------------------28
第三節資料蒐集與研究樣本-----------------------------------------30
第四節樣本資料統計-----------------------------------------------31
第五節資料分析方法-----------------------------------------------33

第四章資料分析與統計方法-----------------------------------------------35
第一節各變項相關分析---------------------------------------------35
第二節問卷信度與效度分析-----------------------------------------36
第三節各變項之階層迴歸分析---------------------------------------37
第五章討論與建議-------------------------------------------------------45
第一節研究結果與討論---------------------------------------------45
第二節研究貢獻與管理意涵-----------------------------------------49
第三節研究限制與未來建議-----------------------------------------52
參考文獻----------------------------------------------------------------54
問卷--------------------------------------------------------------------60

參考文獻

一、中文文獻
王欣雯 (2013) 人力資源管理實務、知覺組織支持對員工工作熱愛及離職傾向之研究
─以中國華東地區電子產業為例。國立中央大學企業管理研究所碩士論文。
方啟元 (2005) 人力資源管理活動對工作滿意度之影響─探討員工知覺組織支持的中
介效果。國立中央大學人力資源管理研究所碩士論文。
李佳怡 (2000) 知覺組織支持對員工工作態度影響之研究。國立中山大學人力資源管
理研究所碩士論文。
李旺祥 (2012) 國軍軍官的組織信任、知識分享意願及其相關因素之研究¬-以北部新訓
單位為例。台灣師範大學教育學系國防教育碩士論文。
李語譁 (2009) 內部行銷對工作滿意度、組織認同與忠誠行為之影響-以H公司之個案為
例。逢甲大學經營管理碩士在職專班碩士論文，未出版，台中市。
施智婷、陳旭耀、黃良志（2011）主管管理職能提升：自我導向學習與知覺組織支持
的交互效果。臺大管理論叢，22(1)：135-164。
馬昌宜 (2010) 企業購併之工作內容改變與角色衝突對員工的組織支持知覺與工作態
度和績效的影響。中央大學企業管理研究所碩士論文。
許士軍 (1990)，管理學。台北：東華書局。
陳建丞 (2008) 員工知覺的組織支持與工作績效間的中介模型研究。管理學報， 25(3)，
頁309-331。
陳清明 (2009) 心理氣候、心理賦能與工作努力、角色內績效以及離職傾向關係之研
究－以金融產業為例。國立中央大學企管理研究所碩士論文。
張火燦、謝廷豪、劉嘉雯 (2007) 員工工作滿意、組織承諾與離職意圖關係的統合分
析修正模式。台灣管理學刊，7（1）:25-42。
張芳全 (2013) 統計就是要這樣跑 (第三版)。台北 : 心理出版社。
黃姿瑋 (2012) 職場員工疲勞、病假、離職與假性出席之相關性研究。台灣大學職業醫
學與工業研究所。
齊群翔 (2008) 員工熱愛驅動因子對員工工作績效、離職意圖之影響─一項跨時追蹤
研究。國立中央大學人力資源管理研究所碩士論文。
謝智玲 (2011) 新住民子女社會支持、自尊與行為適應之研究。測驗統計年刊第二十
輯。大葉大學師資培育中心暨教育專業發展研究所。

二、英文文獻
Adams, J.S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social
Psychology, 67, 422-436.

Adams, J.S. (1965). Inequity in social exchange. Advances in Experimental Social
Psychology, 2, 267-299.

Alderfer, C.P. (1973). Existence, Relatedness and Growth: Human Needs in Organizational
Settings, New York: Free Press, 29-51.

Armeil, S., Eisenberger, R., Fasolo, P. & Lynch, P. (1998). Perceived organizational support
and police performance: The moderating influence of socioemotional needs. Journal of
Applied Psychology, 83(2), 288-297.

Aronsson, G. & Gustafsson, K. (2005). Sickness presenteeism: Prevalence,
attendance-pressure factors, and an outline of a model for research. Journal of
Occupational and Environmental Medicine, 47(9), 958-966.

Aselage, J. & Eisenberger, R. (2003). Perceived organizational support and psychological
contracts: A theoretical integration. Journal of Orgenizational Behavior, 24, 491-509.

Ashforth, B.E. & Mael, F. (1989). Social identity theory and the organization. Academy of
Management Review, 14, 20-39.

Ashforth, B.E. & Humphrey, R.H. (1997). The ubiquity and potency of labels in
organizations. Organization Science, 8, 43-58.

Blau, P.M. (1964). Exchange and Power in Social Life. New York: Wiley.

Cole, M.S. & Bruch, H. (2006). Organizational identity strength, identification, and
commitment and their relationship with turnover intention: Does organizational
hierarchy matter? Journal of Organizational Behavior, 7, 585-605.

Coyle-Shapiro, J.A.M. & Conway, N. (2004). The employment relationship through the
lens of social exchange. In J. Coyle-Shapiro, L.Shore, S.Taylor, & L. Tetrick (Eds.)
The Employment Relationship: Examining Psychological and Contextual Perspectives.
Oxford: Oxford University Press.
Edwards, M.R. & Peccei, R. (2007). Organizational identification: Development and testing
of a conceptually grounded measure. European Journal of Work and Organizational
Psychology, 16(1), 25-57.

Eisenberger, R., Huntington, R., Hutchison, S. & Sowa, D. (1986). Perceived organizational
support. Journal of Applied Psychology, 71(3), 500-507.

Eisenberger, R., Cummings, J., Armeli, S. & Lynch, P. (1997). Perceived organizational
support discretionary treatment, and job satisfaction. Journal of Appliedf Psychology,
82, 812-820.

Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001).
Reciprocation of perceived organizational support. Journal of Applied Psychology,
86, 42-51.

Grinyer, A. and Singleton, V. (2000). Sickness absence as risk-taking behaviour: a study of
organizational and cultural factors in the public sector. Health, Risk & Society, 2, 7-21.

Guzzo, R.A., Noonan, K.A. & Elron, E. (1994). Expatriate managers and psychological
Contract. Journal of Applied Psychology, 79(4), 617-626.

Hall, D.T., Schneider, B. & Nygren, H.T. (1970). Personal factors in organizational
identification. Administrative Science Quarterly, 15, 176-190.

Herzberg, B.M. (1959). The Motivation to Work. New York: John Wiley.

Hill, C.A. (1987). Affiliation motivation: People who need people, but in different ways.
Journal of Personality and Social Psychology, 52(5), 1008-1018.

Jennifer, M.G. & Gareth, R.J. (2004). Understanding and managing organizational
behavior. Pearson Education, Inc.

Johansen, Vegard, Gunnar Aronsson, and Staffan Marklund. (2014). Positive and negative
reasons for sickness presenteeism in Norway and Sweden: a cross-sectional survey. BMJ
open 4.2.

Koopman, C., Pelletier, K.R., Murray, J.F., Sharda, C.E., Berger, M.L., Turpin, R.S. (2002).
Stanford presenteeism scale, health status and employee productivity. Journal of
Epidemiology and Community Health, 44, 14–20.

Locke, E.A. (1973). Satisfactory and dissatisfactory among white collar and blue collar
employees. Administrative Science Quarterly, 22, 57-75.

Maslow, A.H. (1954). Motivation and Personality. New York: Harper & Brothers Pub,
146-150.

Mael, F. & Ashforth, B. E. (1995). Loyal from day one: Biodata organizational identification,
and turnover among newcomers. Personnel Psychology, 48, 309-333.

Masterson, S.S. (2001). A trickle-down model of organizational justice, Relating
employees′ and customers′ perceptions of and reactions to fairness. Journal of Applied
Psychology, 86(4), 594.

McKevitt, C., Morgan, M., Dundas, D. and Holland, W.W. (1998). Sickness absence and
working through illness, a comparison of two professional groups. Journal of Public Health Medicine, 19, 295-300.

Miller, V.D., Allen, M., Casey, M.K. & Johnshon, J. R. (2000). Reconsidering the
organizational identification questionnaire. Management Communication Quarterly, 13(4), 626-658.

Patchen, M. (1970). Participation Achievement and Involvement in the Job. Englewood Cliffs. NJ: Prentice Hall.

Pratt, M.G. (1998). To be or not to be? Central question in organizational identification.
In D. Whetten & P. Godfrey (Eds.), Identity in Organization: Developing Theory through Conversations, 171-207. Thousand Oaks. CA: Sage.

Rhoades, L. & Eisenberger, R. (2002). Perceived organizational support: A review of the
literature. Journal of Applied Psychology, 87, 698-714.

Roe, R. (2003), Gezondheid en prestaties (Health and performance), in Schaufeli, W.B.
Bakker, A.B. and De Jonge, J. (Eds). De psychologie van arbeid en gezondheid
(Psychology of Work and Health). Bohn Stafleu Van Loghum, Houten, Mechelen,
375-388.

Sanford, N. (1955). Dynamic of identification. Psychological Review, 62, 106-118.

Seibert, J.S.E. & Kraimer, M.L. (2001). The five-factor models of personality and career
success. Journal of Vocational Behavior, 58, 1-21.

Settoon, R.P., Bennett, N., & Liden, R. C. (1996). Social exchange in organizations,
perceived organizational support, leader-member exchange, and employee reciprocity.
Journal of Applied Psychology, 81, 219-227.

Shore, L.M. & Tetrick, L.E. (1991). A construct validity study of the survey of perceived
organizational support. Journal of Applied Psychology, 76(5), 637-643.

Tsui, A.S. & Wu, J.B. (2005). The new employment relationship versus the mutual
investment approach, Implications for human resource management. Human Resource
Management, 44(2), 115-121.

Turner, J.C. (1985). Social categorization and the self-concept: A social cognitive theory of
group behavior. In E.J. Lawler (Ed.). Advances in group processes, Theory
and Research in Organizational Behavior, 77-122. Greenwich, CT: JAI Press.

Vroom, V.H. (1964). Work and Motivation. New York: Wiley.

Widera, E., Chang, A. & Chen, H.L. (2010). Presenteeism, a public health hazard.
Journal of General Internal Medicine, 25, 11, 1244-1247.

Witt, L.A. (1991). Exchange ideology as a moderator of job attitudes organizational
citizenship behaviors relationships. Journal of Applied Social Psychology,
21(18), 1490-1501.

Weiss, D.J., Dawis, R.V., England, G.W., & Lofguist, L.H. (1967). Manual
for the Minnesota Satisfaction Questionnaire: Minnesota Studies in Vocational
Rehabilitation, 22. Minneapolis : Industrial Relations Center, University of
Minnesota.

指導教授

陳春希(Chun-hsi Chen)

審核日期

2015-7-27

推文