标题: 台电员工个人属性、生涯知觉与组织承诺之关联性研究
作者: 蔡胜文
陈照明
经营管理研究所
关键字: 生涯知觉;组织承诺;情感性承诺;持续性承诺;规范性承诺;career perception;organizational commitment;affective commitment;continuance commitment;normative commitment
公开日期: 2000
摘要: 当个体带着带着他们的生涯规划进入现在的公司,假如这公司满足他们的生涯需求,他们会被这公司所深深吸引。也就是说,个体对生涯的态度,可能会影响他们对公司的态度,因为个体在现在的组织中追求他们的生涯。本研究定义“生涯知觉”为员工对在组织中与生涯有关的组织因素的知觉;而且采用Allen和Meyer(1984)所发展的三个成分概念的组织承诺,包含情感性承诺、持续性承诺及规范性承诺。本研究尝试探讨台电员工在雇用关系中所知觉到的有关生涯的组织因素为何,这些因素如何影响员工对组织的承诺程度。希望藉由研究台电员工个人属性、生涯知觉与组织承诺的关联性,提供台电公司在管理员工生涯方面的参考。
经以台电公司39个一级责任中心的现职员工为主要对象,以抽样方法获得392个有效样本。并应用因素分析、 回归分析、 单因子变异数分析及t检定等统计方法进行资料分析。
本研究获致以下的发现:
1.年龄、教育程度、职位、服务年资及工作系统等五项个人属性与组织承诺有显着关系;而且不同年龄、教育程度、职位、服务年资或工作系统的台电员工在组织承诺上有显着差异。
2.性别、年龄、职位、服务年资、年薪所得及工作系统等六项个人属性与生涯知觉有显着关系;而且不同性别、年龄、职位、服务年资、年薪所得或工作系统的员工在生涯知觉上有显着差异。
3.台电员工的职位与其生涯知觉在组织承诺上存在有交互作用。
4.台电员工在组织中之生涯知觉程度愈高,则对组织之承诺程度愈高。
When an individual enters the current company with his/her career plan, if the company satisfies his/her career needs, the company would be attracted to him/her. On the other hand, the attitude of an individual toward his/her career may affect his/her attitude toward the company, because he/she has been being in pursuit of his/her career in the company. Career perception is defined as employee’s perception of the company’s career-related employment practices. And, Allen and Meyer’s three-component conceptualization of organizational commitment is employed in this study, i.e., affective commitment, continuance commitment, and normative commitment. This study attempts to investigate what the career-related organizational factors perceived by Taipower’ staff in the employment relationship and how those factors influence their organizational commitment. Finally, this study provides further recommendations of managing the careers of their staff to Taiwan Power Company.
Using a sample of 392 employees from the 39 first hierarchical responsibility canters of Taiwan Power Company and applying hierarchical moderated multiple regression analysis, one-way ANOVA, and T-test, there were four major conclusions as follows:
1. Among the personal characteristics, age, education, position, organizational tenure and job system each had a significant relationship with organizational commitment.
2. Among the personal characteristics, gender, age, position, organizational tenure, year incoming and job system each had a significant relationship with career perception.
3. Among the personal characteristics, only Position interacted with career perception on organizational commitment. That is, position moderated the relationship between career perception and organizational commitment.
4. The degree of organizational commitment would increase as the level of career perception increased.
URI: http://140.113.39.130/cdrfb3/record/nctu/#NT890457059
http://hdl.handle.net/11536/67449
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