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姓名 劉孟璇(Meng-Hsuan Liu)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 員工價值主張、內外在動機、個人與組織適配度對員工敬業精神之研究
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摘要(中) 了解組織員工關切的價值主張,建立獨特的雇主品牌,已被越來越多組織視為吸引及留任優秀人才的一種理想方式,除此之外,員工價值主張亦被認為是驅使員工敬業精神提升的關鍵因素。本研究藉由探討員工價值主張、內在動機、外在動機與組織適配度等因素,了解其與員工敬業精神的關係。本研究以288名現任在職員工為研究對象,透過網路蒐集問卷,利用PROCESS進行迴歸分析、中介效果分析及調節效果分析,驗證員工價值主張、內在動機、外在動機、組織適配度與敬業精神等變項之間的關係。
研究結果顯示(1)員工價值主張與敬業精神、內在動機、外在動機有顯著正向關係;(2)員工的內在動機會中介價值主張與敬業精神兩者間的關係;(3)員工價值主張與內在動機的關係會因員工與組織的適配程度而有差異。基於上述研究結果,本研究提出管理實務意涵與未來研究之建議。
摘要(英) This study aims to understand the relationships among employee value proposition, intrinsic motivation, extrinsic motivation, P-O fit, P-J, and employees’ job engagement. Data are collected through online survey of 288 full-time employees in Taiwan. It is found that employee value proposition is positively related to employees’ job engagement, intrinsic motivation, and extrinsic motivation. It is also found that intrinsic motivation mediates the relationship between employee value proposition and job engagement. Besides, P-O fit moderates the relationship between employee value proposition and intrinsic motivation. Drawn on the findings, managerial implications and recommendations for future research are thus discussed.
關鍵字(中) ★ 員工價值主張
★ 內在動機
★ 外在動機
★ 個人與組織適配度
★ 敬業精神
關鍵字(英) ★ employee value proposition
★ intrinsic motivation
★ extrinsic motivation
★ P-J fit
★ P-O fit
★ job engagement
論文目次 摘要 I
圖目錄 IV
表目錄 V
第一章 緒論 1
第一節 研究背景及動機 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 員工價值主張 5
第二節 內在動機與外在動機 10
第三節 敬業精神 14
第四節 個人與組織適配度 17
第三章 研究方法 20
第一節 研究架構 20
第二節 研究工具 21
第三節 研究設計 23
第四節 研究分析方法 24
第四章 研究結果 25
第一節 研究樣本之描述性統計分析 25
第二節 信度分析 27
第四節 相關分析 33
第五節 假設檢定及中介效果分析 34
第五章 結論與建議 38
第一節 研究結論 38
第二節 研究貢獻與管理意涵 41
第三節 研究限制與未來研究建議 43
參考文獻 45
一、 中文文獻 45
二、 英文文獻 45
附錄一 52
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指導教授 陳春希(Chun-Hsi Chen) 審核日期 2021-10-7
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