個別協議對中高齡員工的工作適配、 自我效能、敬業精神及職業承諾關係之研究：以旅行業為例

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張嘉齡(Chia-Ling Chang) 查詢紙本館藏

畢業系所

企業管理學系

論文名稱

個別協議對中高齡員工的工作適配、自我效能、敬業精神及職業承諾關係之研究：以旅行業為例
(Exploring the Relationships between Idiosyncratic Deals, Person-Job Fit, Self-Efficacy, Job Engagement, and Occupational Commitment among Mid-Aged Employees: The Case of the Travel Industry)

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至系統瀏覽論文 (2030-1-10以後開放)

摘要(中)

本研究旨在探索職場中個別協議對於中高齡員工的工作適配、自我效能、敬業精神與職業承諾的影響機制，並檢視這些因素彼此之間的關係。本研究以306名旅行業中高齡員工為研究樣本，採用結構方程模型進行假設檢驗，研究結果證實個別協議對工作適配、自我效能具有顯著的影響；工作適配對敬業精神與職業承諾亦產生顯著正向的影響。本研究結果為中高齡旅行業員工的管理提供了新視角，強調靈活的個別協議設計與適配的工作安排對員工行為的促進作用，提出具體的管理建議，並針對未來在跨行業比較及長期縱向研究方向提出相關之建議。

摘要(英)

This study, focusing on mid-aged and elderly workers, aims to explore the effects of idiosyncratic deals (I-deals), person-job fit, and self-efficacy on job engagement and occupational commitment. Data were collected through the distribution of online questionnaire to the mid-aged and elderly employees in the travel industry. Structural equation modeling was used to conduct for hypothesis testing. The results show that I-deals significantly affects employees’ person-job fit and self-efficacy. Besides, person-job fit has a positive and significant effect on job engagement and occupational commitment. This study proposes a new perspective on the management of mid-aged and elderly employees with the case of the travel industry, confirming positive effects of flexible job design and person-job fit on promoting employee behavior. Managerial implications and suggestions for future research are thus discussed.

關鍵字(中)

★ 個別協議
★ 中高齡員工
★ 工作適配
★ 自我效能
★ 敬業精神
★ 職業承諾

關鍵字(英)

★ idiosyncratic deals (I-deal)
★ mid-aged workers
★ person-job fit
★ self-efficacy
★ job engagement
★ occupational commitment

論文目次

中文摘要 vi
Abstract vii
誌謝 viii
表目錄 xii
第一章緒論 1
第一節研究動機 1
第二節研究背景 3
第三節研究目的 4
第四節名詞釋義 5
第五節研究流程 6
第二章文獻探討 7
第一節中高齡勞動力現況 7
第二節臺灣旅行業勞動力現況 10
第三節個別協議 14
第四節工作適配 19
第五節自我效能 21
第六節敬業精神 24
第七節職業承諾 26
第八節研究變項之間的關係 30
第三章研究方法 33
第一節研究架構 33
第二節資料蒐集與樣本性質 34
第三節測量工具 37
第四節資料分析方法 40
第四章研究結果分析 42
第一節信度與效度 42
第二節相關分析 44
第三節驗證型因素分析 46
第五章結論 50
第一節研究結論 50
第二節研究貢獻與管理意涵 52
第三節研究限制與未來研究建議 56
參考文獻 58
附錄一研究調查問卷 66
附錄二內容效度審查專家名單 69
附錄三樣本對研究變項題項填答結果之統計量一覽表 70

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指導教授

陳春希(Chun-Hsi, Chen)

審核日期

2025-1-17

推文