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國立大學正職員工與派遣員工之組織認同、組織承諾、組織公平與工作投入差異之...

國立高雄大學亞太工商管理學系碩士班

國立大學正職員工與派遣員工之組織認同、組織承諾、組織公平與工作投入差異之研究 = A Study on the Differences between Regular Employees and Dispatched Employees of the National University on Organizational Identification, Organizational Commitment, Organizational Justice and Job Involvement

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study on the Differences between Regular Employees and Dispatched Employees of the National University on Organizational Identification, Organizational Commitment, Organizational Justice and Job Involvement
作者:	梁雅婷,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2013[民102]
面頁冊數:	119面圖，表格 : 30公分;
標題:	工作投入
標題:	organizational identification
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/90948672350663887753
附註:	參考書目：面93-106
附註:	102年10月31日公開
其他題名:	國立大學正職員工與派遣員工之組織認同組織承諾組織公平與工作投入差異之研究
摘要註:	因應自由化、國際化的競爭激烈市場，各國立大學為降低人事成本以及使人事調度較為靈活彈性，也開始運用勞動派遣。本研究目的在建構一套適合國立大學正職員工與派遣員工之組織認同、組織承諾、工作投入與組織公平之衡量量表，並探討國立大學正職員工與派遣員工之組織認同、組織承諾、組織公平與工作投入之差異，且依據研究結果，提出管理上之意涵與建議。本研究採用問卷調查法，以四間國立大學之正職員工與派遣員工為對象，所得之有效回收問卷共292份，有效回收率為73%，並使用SPSS及AMOS統計軟體作為統計分析之工具，就樣本資料加以分析，分析結果顯示：正職員工在各變數的感受程度上大致高於派遣員工。組織認同對組織承諾有正向顯著影響；組織承諾對工作投入有正向顯著影響；組織公平對組織認同、組織承諾及工作投入三個變數具有正向顯著影響。此外，依直接效果與間接效果影響分析得知，組織公平對工作投入與組織承諾是有中介效果的。最後依研究結論提出建議供實務界做為參考。 Considering the keen competition on the liberalized and internationalized market, the national university has started labor dispatch to reduce personnel cost and make the personnel scheduling more flexible. The purpose of this study is to construct a suitable measurement instrument for exploring the differences of the organizational identification, organizational commitment, organizational justice and job involvement between regular employees and dispatched employees of the national university. The implications and suggestions are accordingly provided. This study applied a questionnaire survey for the regular employees and dispatched employees from four national universities. The effective questionnaires were 292 in total, with a response rate of 73%. The study adopted SPSS and AMOS FOR WINDOWS as the tools for statistical analysis. The findings are as follows. The regular employees have more concerns about each variable than the dispatched employees. Organizational identity has a significant positive impact on organizational commitment, and organizational commitment has a significant positive impact on job involvement. Moreover, organizational justice has a significant positive impact on organizational identification, organizational commitment, and job involvement. In addition, according to the analysis of direct and indirect effects, organizational justice has moderating effects on job involvement and organizational commitment. Finally, based on the research conclusions, the study presented suggestions as a reference for the practical industry.

國立大學正職員工與派遣員工之組織認同、組織承諾、組織公平與工作投入差異之研究 = A Study on the Differences between Regular Employees and Dispatched Employees of the National University on Organizational Identification, Organizational Commitment, Organizational Justice and Job Involvement
梁, 雅婷

國立大學正職員工與派遣員工之組織認同、組織承諾、組織公平與工作投入差異之研究 = A Study on the Differences between Regular Employees and Dispatched Employees of the National University on Organizational Identification, Organizational Commitment, Organizational Justice and Job Involvement / 梁雅婷撰 - [高雄市] : 撰者, 2013[民102]. - 119面 ; 圖，表格 ; 30公分.
參考書目：面93-106102年10月31日公開.
工作投入organizational identification

國立大學正職員工與派遣員工之組織認同、組織承諾、組織公平與工作投入差異之研究 = A Study on the Differences between Regular Employees and Dispatched Employees of the National University on Organizational Identification, Organizational Commitment, Organizational Justice and Job Involvement
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