員工價值主張對於員工情感性組織承諾之影響 -以組織認同為中介

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：14

、訪客IP：18.191.141.17

姓名

陳登惠(Teng-Hui Chen) 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

員工價值主張對於員工情感性組織承諾之影響 -以組織認同為中介
(A Study of the Relationship between Employee Value Proposition and Affective Commitment of Organization Employee：The Mediating Effect of Organizational Identification)

相關論文

★ 企業內部人力資源入口網站使用者滿意度調查–以A公司為例	★ 員工內部行銷知覺、組織承諾與離職傾向之關係研究─以某科技公司為例
★ 研發人員創造力人格特質、工作價值觀對工作績效之影響-以某高科技研究機構為例	★ 組織生涯管理對組織承諾影響之探討-以A公司為例
★ 導入以職能為基礎之評鑑中心可行性研究－－以銀行業為例	★ 360 度管理職能評鑑與受評者自我覺察能力之探討－個案公司跨年度研究
★ 探討中階主管人格特質、領導風格與工作績效之關聯性--以Y公司為例	★ 因應公司經營策略變革之人力資源配置調整個案探討
★ 從組織變革觀點探討業務流程管理成效之個案研究	★ 主管領導風格與員工人格特質對工作績效之影響
★ 矩陣式組織之專案績效考核制度探討-以某公司為例	★ 企業因應員工分紅費用化之措施及其成效探討
★ 證券後勤基層主管職業生涯地圖之建立	★ 企業導入卓越經營績效評量之案例探討
★ 主管領導風格對組織氣候與績效之影響探討-以T公司為例	★ 人力資源管理措施對工作態度之影響探討-以台灣高鐵為例

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)

面臨環境的不確定性，企業意識到唯有人力資本方能提高競爭優勢，因此為了將具潛力的員工續留於組織，紛紛推行以「員工」為核心的各項人力資源措施，期盼人才能對組織產生高度的認同與承諾，並能持續為組織效力，以達成企業的經營目標。過往對於員工價值研究多以對企業的貢獻程度作為衡量依據，鮮少從員工的內心本質去做探討，普遍讓員工感受到自己如同生產工具，造成低度認同或不願承諾的情事，因此本研究試圖了解企業對於員工價值主張的實施程度，是否會加深員工情感性組織承諾，同時納入組織認同作為中介變項，企圖釐清是否會經過中介路徑去影響員工情感性組織承諾。
本次研究對象為新竹以北企業之員工，實際進行500份問卷調查，最後回收樣本數為358 份，回收率達71.6%，經檢驗後移除無效填答者17份，得有效樣本數為341份，並經由分析後提出研究結論如下：

(1)員工價值主張構面中的公司所提供的工作內容、工作與生活品質，能促進員工情感性組織承諾。
(2)員工價值主張構面中的公司整體特性、薪資與福利、工作保障與個人成長，與員工情感性組織承諾無顯著關聯性。
(3)組織認同對於公司所提供的工作內容與員工情感性組織承諾有完全中介效果；其次，組織認同對於工作與生活品質及員工情感性組織承諾有部分中介效果。

摘要(英)

Facing the environmental uncertainties, enterprises realized that only human capital could improve their competitive advantage. In order to maintain high retention rate of potential employee in the organization, a variety of human resource activities that focus on “Employee” which aim to create deep organizational commitment, identity, endeavor, and eventually reached the company goal. Many researches from the past measured the employee value by their effort to the company, only a few by their intrinsic motivation. The employer made the employee feel like a production tool which ended up with low degree of commitment and unwilling to promise. Therefore, this study aims to analyze the correlation of Employment Value Proposition and Affective Commitment. While adding the Organizational Identification as a mediator to examine the influence of employee Affective Commitment.
This study was conducted by employees who work at the northern Taiwan. 500 questionnaires were conducted, 341 valid samples were collected exclude 17 invalid. The research conclusions are as follows :

(1)Employee Value Proposition on the job characteristics, family and work balance have significant contribution to the Affective Commitment of organization employee.
(2)Employee Value Proposition on the company organizational characteristics, compensation and benefit, job security and growth have no significant contribution to the Affective Commitment of organization employee.
(3)Organizational Identification on the job characteristics and affective commitment have full mediator effect. While, Organizational Identification on the family work balance and Affective Commitment have only partial mediator effect.

關鍵字(中)

★ 員工價值主張
★ 情感性組織承諾
★ 組織認同

關鍵字(英)

★ Employee Value Proposition
★ Affective Organizational Commitment
★ Organizational Identification

論文目次

摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vi
表目錄 vii
第一章緒論 1
1-1 研究背景 1
1-2 研究動機 2
1-3 研究目的與問題 3
1-4 研究流程 4
第二章文獻探討 6
2-1 員工價值主張 6
2-1-1 價值的涵義 6
2-1-2 員工價值主張定義 7
2-1-3 員工價值主張構面 8
2-2 員工情感性組織承諾 10
2-2-1 組織承諾定義與分類 11
2-2-2 情感性組織承諾 15
2-3 組織認同 15
2-3-1 組織認同定義 16
2-3-2 組織認同的分類 18
2-4 各研究變項的關係 19
第三章研究設計 23
3-1 研究架構 23
3-2 研究假設 24
3-3 研究變項操作型定義 25
3-4 資料處理與分析方法 30
第四章研究結果與分析 32
4-1 樣本敘述項統計分析 32
4-2 因素分析 35
4-3 信度分析 38
4-4 相關分析 39
4-5 迴歸分析 41
第五章結論與建議 49
5-1 研究結果與討論 49
5-2 管理意涵 53
5-3 研究限制 54
5-4 研究建議 55
參考文獻 56
附錄 65

參考文獻

中文文獻
〔1〕 Frondizi, R.，價值是什麼?價值學導論，黃藿譯，聯經，臺北市，民國73年。
〔2〕 Osterwalder, A., Papadakos, T.，價值主張年代 :設計思考X顧客不可或缺的需求=成功商業模式的獲利核心，季晶晶譯，初版，天下雜誌，臺北市，民國104年。
〔3〕丁虹、司徒達賢和吳靜吉，「企業文化與組織承諾之關係研究」，管理評論，7, 173-197頁，1988
〔4〕吳思華，策略思考的本質，三版，臉譜，臺北市，民國89年。
〔5〕徐瑋伶和鄭伯壎，「組織認同：理論與本質之初步探索分析」，中山管理評論，10(1), 45-64頁，2002。
〔6〕李祥銘，「我國金融產業購併後組織認同與組織承諾之研究」，國立臺北大學，博士論文，民國98年。
〔7〕李雯智，「2000 年以後國內外組織認同研究評析」，學校行政，(45), 60-72頁，2006。
〔8〕林俊傑，「組織承諾的理論與相關研究之探討」，學校行政，(51), 35-53頁，2007。
〔9〕梁雙蓮，「中央行政機關公務人員組織認同的硏究」，國立臺灣大學，博士論文，民國73年。
〔10〕池文海、楊宗儒和呂正雄，「內部行銷與情緒智力對員工績效之影響」，中華管理學報，9(3)，2008。
〔11〕洪榮昭，人力資源管理-工作價值觀、管理策略規劃、心理上的新觀念，初版，哈佛企管，臺北市，民國84年。
〔12〕溫金豐，「員工價值主張：探索進階人力資源管理的根基」，科技部補助專題研究計畫成果報告，國立中山大學，高雄市，2015年10月。
〔13〕王豫萱和胡昌亞，「再探組織認同之本質：2002-2012之研究回顧與前瞻」，人力資源管理學報，13(4), 107-137頁，2013。
〔14〕許士軍，管理學，八版，臺灣東華，臺北市，民國77年。
〔15〕賴彥如和黃同圳，「人力資源管理措施對情感性承諾之影響-轉換型領導知覺之調節效果探討」，人力資源管理學報，7(2), 93-111頁，2007。
〔16〕邱柏松和戴志璁，「組織認同、員工忠誠度、人力資本及組織效能之研究－以商業銀行為例」，管理研究學報，7(2), 227-255頁，2007。
〔17〕鄭晉昌，人才管理大戰略 : 決定企業長期強盛或短暫成功的關鍵經營技術，初版，大寫出版，臺北市，民國104年。
〔18〕陳佳雯和陸洛，「大中華地區員工之工作不安全感與工作態度及行為的關聯：以情感性組織承諾為調節變項」，組織與管理,，6(1), 59–92頁，2013。
〔19〕陳寶山，「國民小學教師的教育價值觀」，教育研究所集刊，(28),299-309頁，1986。
〔20〕黃俞嘉，「衡量員工價值主張之初探研究」，國立中山大學，碩士論文，民國103年。

英文文獻
〔1〕 Allen, N., &Meyer, J. “The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization”, Journal of Occupational Psychology, Vol 63(1), 1990.
〔2〕 Ashforth, B. E., &Mael, F. “Social Identity Theory and the Organization”, The Academy of Management Review, Vol 14(1), pp. 20-39, 1989.
〔3〕 Baron, R. M., &Kenny, D. A. “The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations”, Journal of Personality and Social Psychology, US: American Psychological Association, 1986.
〔4〕 Bergami, M., &Bagozzi, R. P. “Self-categorization, affective commitment and group self-esteem as distinct aspects of social identity in the organization”, British Journal of Social Psychology, Vol 39(4), pp. 555-577, 2000.
〔5〕 Berger, P. D., Bolton, R. N., Bowman, D., Briggs, E., Kumar, V., Parasuraman, A., &Terry, C. “Marketing Actions and the Value of Customer Assets: A Framework for Customer Asset Management”, Journal of Service Research, Vol5(1), pp. 39-54, 2002.
〔6〕 Berry, L. L., &Parasuraman, A. P., Marketing services : competing through quality, Simon and Schuster, New York, 1991.
〔7〕 Blau, P. M., Exchange and power in social life, New York: J. Wiley., 1964.
〔8〕 Borman, W. C., & Motowidlo, S. J. Expanding the criterion domain to include elements of contextual performance, In Schmitt, N. & Borman, W. C. (Eds.), Personnel selection in organisations, 1993.
〔9〕 Brown, M. E. “Identification and Some Conditions of Organizational”, Administrative Science Quarterly, Vol 14(3), pp.346-355, 1969.
〔10〕 Buttle, F., Customer relationship management : concepts and technologies, 2nd ed, Amsterdam ; Butterworth-Heinemann, 2009.
〔11〕 Camlek, V., “How o spot a real value proposition ”, Information Services and Use, Vol 30(3–4), pp. 119-123, 2010.
〔12〕 Campbell, J. P., Some possible implications of “modeling” for the conceptualization of measurement, Performance Measurement and Theory, pp. 277-298, 1983.
〔13〕 Cheney, G. “On the various and changing meanings of organizational membership: A field study of organizational identification ”, Communication Monographs, Vol 50(4), pp. 342-362, 1983.
〔14〕 Davies, B., &Davies, B. J. “Talent management in academies ”, International Journal of Educational Management, Vol 24(5), pp. 418-426, 2010.
〔15〕 Dawkins, J., The Public’s Views of Corporate Responsibility 2003, MORI, 2004.
〔16〕 Dutton, J. E., &Dukerich, J. M., “Keeping An Eye on the Mirror: Image and Identity In Organizational Adaptation”, Academy of Management Journal, Vol 34(3), pp. 517-554, 1991.
〔17〕 Dutton, J. E., Dukerich, J. M., &Harquail, C.V., “Organizational Images and Member Identification”, Administrative Science Quarterly, Vol39(2), pp. 239-263, 1994.
〔18〕 Flamholtz, E. G., Human resource accounting: advances in concepts, methods and applications, Boston: Kluwer Academic publishers, 1999.
〔19〕 Gale, B. T., Managing customer value : creating quality and service that customers can see, R. C.Wood, Ed., New York: Free Press, 1994.
〔20〕 Gautam, T., VanDick, R., &Wagner, U., “Organizational identification and organizational commitment: Distinct aspects of two related concepts”, Asian Journal of Social Psychology, Vol7(3), pp. 301-315, 2004.
〔21〕 Hallowell, R., Schlesinger, L. A., &Zornitsky, J., Internal Service Quality,Customer and Job Satisfaction: Linkagesand Implications for Managers, Human Resource Planning, 1996.
〔22〕 Heger, B., “Linking the Employment Value Proposition (EVP) to Employee Engagement and Business Outcomes: Preliminary Findings from a Linkage Research Pilot Study”, Organization Development Journal, Vol 25(2), pp. 121-132, pp. 233, 2007.
〔23〕 Herrbach, O., “A matter of feeling? The affective tone of organizational commitment and identification”, Journal of Organizational Behavior, Vol 27, 2006.
〔24〕 Hinkle, D. E., Wiersma, W., &Jurs, S. G., Basic behavioral statistics, W.Wiersma &S. G.Jurs, Eds., Boston: Houghton Mifflin, 1982.
〔25〕 Hogg, M. A., Terry, D. J., &White, K. M., “A Tale of Two Theories: A Critical Comparison of Identity Theory with Social Identity Theory”, Social Psychology Quarterly, Vol 58(4), pp. 255-269, 1995.
〔26〕 Iverson, R., &Buttigieg, D.,” Affective, normative and continuance commitment: Can the “right kind” of commitment be managed?”, The Journal of Management Studies, Vol 36(3), pp.307-333, 1999.
〔27〕 Johnson, W. L., Johnson, A. M., &Heimberg, F.,” A Primary- and Second-Order Component Analysis of the Organizational Identification Questionnaire”, Educational and Psychological Measurement, Vol 59(1), pp. 159-170, 1999.
〔28〕 Kaiser, H. F., “An index of factorial simplicity”, Psychometrika, Vol 39(1), pp. 31-36, 1974.
〔29〕 Kanter, R. M., “Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities”, American Sociological Review, Vol 33(4), pp. 499-517, 1968.
〔30〕 Ketchand, A. A., &Strawser, J. R.,” Multiple Dimensions of Organizational Commitment: Implications for Future Accounting Research”, Behavioral Research in Accounting, Vol 13(1), pp. 221-251, 2001.
〔31〕 Kotler, P., Marketing Management: Analysis, Planning, Implementation, and Control, Prentice-Hall, 1991.
〔32〕 Kotler, P., Marketing management : an Asian perspective, New York: Prentice, 1996.
〔33〕 Lawler, E., &Mohrman, S. A., “HR as a strategic partner: What does it take to make it happen?”, Human Resource Planning, Vol 26, 2003.
〔34〕 Lievens, F., “Employer branding in the Belgian Army: The importance of instrumental and symbolic beliefs for potential applicants, actual applicants, and military employees”, Human Resource Management, Vol 46(1), pp. 51-69, 2007.
〔35〕 Limerick, D., &Cunnington, B., Managing the new organization : a blueprint for networks and strategic alliances, Jossey-Bass Publishers, 1993.
〔36〕 Mael, F., &Ashforth, B. E., “Alumni and their alma mater: A partial test of the reformulated model of organizational identification”, Journal of Organizational Behavior, Vol 13(2), pp. 103-123, 1992.
〔37〕 Mael, F., &Ashforth, B. E., “ Loyal from day one: biodata, organizational identification, and turnover among newcomers”, Personnel Psychology, Vol 48(2), pp. 309-333, 1995.
〔38〕 Maslow, A. H., “A theory of human motivation”, Psychological Review, Vol 50(4), pp. 370-396, 1943.
〔39〕 Mathews, B. P., &Shepherd, J. L., “Dimensionality of Cook and Wall’s (1980) British Organizational Commitment Scale revisited”, Journal of Occupational and Organizational Psychology, Vol 75(3), pp. 369-375, 2002.
〔40〕 Mathieu, J. E., &Zajac, D. M., “A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment”, Psychological Bulletin, Vol 108(2), pp. 171-194, 1990.
〔41〕 Meyer, J., Allen, N., &A. Smith, C., “Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization”, Journal of Applied Psychology, Vol 78(4), pp. 538-551, 1993.
〔42〕 Meyer, J. P., &Allen, N. J., “A three-component conceptualization of organizational commitment”, Human Resource Management Review, Vol 1(1), pp. 61-89, 1991.
〔43〕 Meyer, J. P., &Herscovitch, L., “ Commitment in the workplace: toward a general model”, Human Resource Management Review, Vol 11(3), pp. 299-326, 2001.
〔44〕 Miller, J., Job, D., &K. Vassilev, V., “Principles in the Evolutionary Design of Digital Circuits—Part I”, Genetic Programming and Evolvable Machines, Vol 1, 2000.
〔45〕 Mitchell, T. R., “Organizational Behavior”, Annual Review of Psychology, Vol 30(1), pp. 243-281, 1979.
〔46〕 Moore, G. A., Crossing the chasm marketing and selling technology products to mainstream customers, New York: HarperBusiness, 1991.
〔47〕 Morris, J. H., &Sherman, J. D., “Generalizability of an Organizational Commitment Model”, The Academy of Management Journal, Vol 24(3), pp. 512-526, 1981.
〔48〕 Morrow, P. C., “Concept redundancy in organizational research: The case work of commitment”, The Academy of Management Review, Vol 8(3), pp. 486-500 ,1983.
〔49〕 Morton, J., &Rys, M. E., “Price Elasticity Prediction: New Research Tool for the Competitive ’80s”, Marketing News, Vol.21(1), p. 18,1987.
〔50〕 Mowday, R. T., Porter, L. W., &Steers, R. M., Employee-organization linkages : the psychology of commitment, absenteeism, and turnover, New York: Academic Press, 1982.
〔51〕 Nayar, V., Employees first, customers second : turning conventional management upside down, Boston, Mass: Harvard Business Press, 2010.
〔52〕 Nunnally, J. C., Psychometric theory, New York: McGraw-Hill, 1978.
〔53〕 Patchen, M., Participation, achievement, and involvement on the job, Englewood Cliffs, N.J: Prentice-Hall, 1970.
〔54〕 Payne, A., Holt, S., &Frow, P., “Integrating employee, customer and shareholder value through an enterprise performance model: an opportunity for financial services”, International Journal of Bank Marketing, Vol 18(6), pp. 258-273, 2000.
〔55〕 Porter, L. W., Steers, R. M., Mowday, R. T., &Boulian, P.V., “Organizational commitment, job satisfaction, and turnover among psychiatric technicians”, Journal of Applied Psychology, Vol 59(5), pp. 603-609, 1974.
〔56〕 Riketta, M., “Organizational identification: A meta-analysis”, Journal of Vocational Behavior, Vol 66(2), pp. 358-384, 2005.
〔57〕 Robbins, S. P., Organizational behavior, Upper Saddle River, N.J.: Prentice Hall, 2001.
〔58〕 Rokeach, M., The nature of human values, New York, US: Free Press, 1973.
〔59〕 Sasser, W. E., &Arbeit, S. P., “Selling jobs in the service sector”, Business Horizons, Vol 19(3), Vol 61-65, 1976.
〔60〕 Staw, B. M., &Ross, J., “Commitment to a Policy Decision: A Multi-Theoretical Perspective”, Administrative Science Quarterly, Vol 23(1), pp. 40-64, 1978.
〔61〕 Steers, R. M., “Antecedents and Outcomes of Organizational Commitment”, Administrative Science Quarterly, Vol 22(1), pp. 46-56, 1977.
〔62〕 Tajfel, H., Differentiation between social groups: Studies in the social psychology of intergroup relations, Oxford, England: Academic Press, 1978.
〔63〕 Tajfel, H., “Social Psychology of Intergroup Relations”, Annual Review of Psychology, Vol 33(1), pp. 1-39, 1982.
〔64〕 Whyte, W. H., The organization man, Garden City, N.Y.: Doubleday, 1956.
〔65〕 Zeithaml, V. A., “Consumer Perceptions of Price, Quality, and Value: A Means-End Model and Synthesis of Evidence”, Journal of Marketing, Vol 52(3), pp. 2-22, 1988.

指導教授

鄭晉昌

審核日期

2019-6-19

推文