請用此 Handle URI 來引用此文件:
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/6757
完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 王宏文(Hong-Wung Wang) | |
dc.contributor.author | Fu-Yu Chen | en |
dc.contributor.author | 陳彧夫 | zh_TW |
dc.date.accessioned | 2021-05-17T09:17:32Z | - |
dc.date.available | 2014-07-27 | |
dc.date.available | 2021-05-17T09:17:32Z | - |
dc.date.copyright | 2012-07-27 | |
dc.date.issued | 2012 | |
dc.date.submitted | 2012-07-24 | |
dc.identifier.citation | 壹、中文部分
丁志達,2005,〈人力資源管理〉,臺北:揚智。 李新鄉,2008,〈組織心理學〉,臺北:五南。 行政院勞工委員會,2009,〈員工協助方案宣導手冊〉,臺北:行政院勞工委員會。 行政院勞工委員會,2011,〈勞工生活及就業狀況調查報告〉,臺北:行政院勞工委員會。 沈介文、陳銘嘉、徐明儀,2004,〈當代人力資源管理〉,臺北:三民。 林水波,1980,〈基層行政機關員工社會背景、人格特質與工作滿足感的關係〉,臺北:五南。 林水波,1990,〈臺北市政府員工工作滿足感之研究〉,臺北市政府研究發展考核委員會委託研究報告。 林育正,2007,〈員工協助方案對員工幸福感與工作績效之關聯性研究〉,國立中興大學企業管理研究所碩士論文。 徐正光,1978,〈工廠青年工人的工作滿足〉,中央研究院民族學專刊,24,199-213。 孫景棠,2001,〈台灣企業推行員工協助方案對員工態度與組織績效之研究〉,國立中山大學人力資源管理研究所碩士論文。 許士軍,1977,〈工作滿足、個人特徵與組織氣候一文獻探討及實證研究〉,國立政治大學學報,35,13-56。 許士軍,1993,〈管理學〉,臺北:東華。 陸洛、高旭繁,2009,〈組織行為〉,臺中:滄海。 陳義勝,1984,〈組織行為:管理的觀點〉,臺北:華泰。 陳秀玲譯,Peter Drucker著,2001,〈克拉克精選:個人篇〉,臺北:天下。 戚樹誠,2008,〈組織行為〉,臺北:雙葉。 蔡文皇,1997,〈員工協助方案對員工工作滿意與組織承諾之影響〉,國立成功大學工業管理學系研究所碩士論文。 劉姿讌,2010,〈員工協助方案與離職傾向之關聯性-以工作滿意度為中介變數探討〉,國立中央大學人力資源管理研究所碩士論文。 貳、英文部分 Bowen, C. F., Radhakrishna, R. B., & Keyser, R. (1994). Job Satisfaction and Commitment of 4-H Agents. Journal of Extension, 32(1). Retrieved from the World Wide Web on November 6, 2011 from http://www.joe.org/joe/1994june/rb2.html Clark, A., Oswald, A., & Warr, P. (1996). Is Job Satisfaction U-Shaped in Age? Journal of Occupational and Organizational Psychology, 69, 57-81. Clark, Andrew. E. (1998). Measures of Job Satisfaction: What Makes a Good Job ? Evidence from OECD Countries, OECD Labour Market and Social Policy Occasional Papers, No. 34, OECD Publishing. Retrieved from the World Wide Web on Feb 6, 2012 from http://dx.doi.org/10.1787/670570634774 Florit, E. F., & Lladosa, L. E. Vila (2007). Evaluation of the Effects of Education on Job Satisfaction: Independent Single-Equation vs. Structural Equation Models. International Atlantic Economic Society Res (2007), 13, 157-170. Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. New York: Johnson Wiley & Sons. Kifle, T., & Kler, P. (2007). Job Satisfaction and Gender: Evidence from Australia, 36th Australian Conference of Economists 2007, Conference Paper. Locke, Edwin A.. (1969). What is Job Satisfaction? Organizational Behavior and Human Performance, 4, 309-336. Reitz, H. J. (1981). Behavior in Organizations. Homewood, Ill. R.D. Irwin. Robbins, S. P. & Judge, T. A. (2008, 陳春希導讀). Organizational Behavior. Pearson Education Inc. Saari, L. M., & Judge, T. A. (2004). Employee Attitudes and Job Satisfaction. Human Resource Management, 43(4), 395-407. Seashore, S. E., & Taber, T. D. (1975). Job Satisfaction Indicators and Their Correlates. American Behavioral Scientist 18, 333-368. .Scott, M., Swortzel, K. A., & Taylor, W. N. (2005). The Relationships between Selected Demographic Factors and the Level of Job Satisfaction of Extension Agents. Journal of Southern Agricultural Education Research, 55(1), 102-115. Smith, T. W. (2007). Job Satisfaction in America: Trends and Socio-Demographic Correlates. Retrieved from the World Wide Web on November 23, 2011 from http://www-news.uchicago.edu/ releases/07/pdf/070827.jobs.pdf Vroom, V. H. (1964). Work and motivation. New York: John Willey & Sons Inc. Wexley,Kenneth N. & Yuki, Gray A. Organizational Behavior and Personnel Psychology. Richard D. Irwin, Inc. (臺北:華泰翻印). Worrell, T. G. (2004). Job Satisfaction: Ten Years Later. Unpublished doctoral dissertation, Virginia Polytechnic Institute and State University, Blacksburg, VA. Retrieved from the World Wide Web on October 15, 2011 from http://scholar.lib.vt.edu/theses/available/etd-05252004-122551/unrestricted/ Travisdiss.pdf | |
dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/6757 | - |
dc.description.abstract | 勞工族群是台灣經濟發展的主要動力及社會安定的基石,因此,政府在法律及執行面上努力建構一個完整體系以保障勞工;而企業為了使員工能專注於工作,近年來開始導入員工協助方案,以解決員工工作、生活上的問題。雖然外在客觀環境逐步改善,但國內受僱員工對於工作上主觀認知如何,值得加以重視及探討。
本研究以勞委會辦理之100年「勞工生活及就業調查」之受僱員工為研究對象,樣本共3098份,統計分析採敘述統計、卡方檢定及多元迴歸方法;並分別以工資、性別平等、主管關切、同事友誼、人事升遷滿意度作為衡量工作滿意之構面。 研究結果發現,個人背景:不同性別員工對工作滿意,並無顯著差異;年齡層增加對工資滿意度上升,其餘各構面之工作滿意則與年齡層約略呈相反方向變動;而學歷愈高對同事友誼及工資愈感滿意,對升遷恰好相反,愈不滿意。員工特性:階層愈高之員工,一般而言,工作滿意度愈高;工作年資愈久,對於工資愈滿意,對於升遷及主管關切的滿意度則大約呈現U型關係。組織特徵:員工規模愈大之受僱者,對工作愈不滿意。同時研究也驗證員工協助方案,正向影響受僱者工作滿意。 | zh_TW |
dc.description.abstract | Labor plays a major role in Taiwan’s economic growth and forms a solid foundation for our social security. Because of this, the government is actively setting up a comprehensive system to protect labor. At the same time, to let employees focus on their work, recently enterprises start introducing Employee Assistance Programs to help solve employees’ problems both in their work and in their daily life. Although the overall social circumstances have been gradually improved, it is still important to study the subjective cognition of the employees.
This research analyzes the data based on 3,098 regular employees’ samples of ' Survey on the Living and Employment Situation of Labor ' conducted by Council of Labor Affairs, 2011. The statistical analysis methods adopted by the study include descriptive statistics, chi-square test, and multiple regression model. By examining aspects including wage, gender equality, supervisor’s concerns, co-worker relations, and job promotion, the study aims to evaluate how an employee is satisfied with his job. The study reveals the result that when the personal background is taken into consideration, the gender is not significantly related to job satisfaction. Yet, age shows a marked discrepancy. That is to say, the older the worker becomes, the more satisfied he is with his wage, but less satisfied with the other aspects such as gender equality, supervisor’s concerns, co-worker relations, and job promotion. As for an employee with a higher educational level, he is usually more satisfied with his wage and co-worker relations, but sometimes he is less satisfied with the speed he can get a promotion. Also, when an employee is in a higher position, he is more satisfied with his job, and the longer his job tenure is, the more satisfied he is with his wage. The relation between job tenure and the satisfaction of job promotion can be shown in a graph of a U-shape. The relation between job tenure and supervisor’s concerns is also a U-shaped one. While the more employees a company hires, the less satisfied the worker feels with his job. Moreover, the study reveals that EAPs helps an employee to enjoy his job much more. | en |
dc.description.provenance | Made available in DSpace on 2021-05-17T09:17:32Z (GMT). No. of bitstreams: 1 ntu-101-P99322010-1.pdf: 700262 bytes, checksum: f5624cdbde68e8cee41b32d56dcc9538 (MD5) Previous issue date: 2012 | en |
dc.description.tableofcontents | 第一章 緒論 1
第一節 研究動機 1 第二節 研究目的 3 第三節 研究問題 4 第二章 員工協助方案背景與現況 5 第一節 員工協助方案緣由 5 第二節 台灣員工協助方案發展過程 5 第三節 員工協助方案提供及使用情形 6 第三章 工作滿意之探討 11 第一節 工作滿意定義與內涵 11 第二節 工作滿意理論 12 第三節 工作滿意度的衡量及構面 14 第四節 工作滿意及相關因素 17 第四章 研究結果 23 第一節 研究設計 23 第二節 個人背景對工作滿意度的影響 28 第三節 員工特性對工作滿意度的影響 47 第四節 組織特徵對工作滿意度的影響 68 第五節 員工協助方案與工作滿意的關係 76 第六節 多元迴歸模型對工作滿意的解釋力 90 第五章 結論與建議 93 第一節 結論 93 第二節 建議 97 | |
dc.language.iso | zh-TW | |
dc.title | 受僱員工工作滿意度影響因素之分析-兼論員工協助方案之效能 | zh_TW |
dc.title | The Analysis of Factors Affecting Employees’ Job Satisfaction-Focus on the Effectiveness of Employee Assistance Programs | en |
dc.type | Thesis | |
dc.date.schoolyear | 100-2 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 林水波,成之約 | |
dc.subject.keyword | 工作滿意,員工協助方案,工資,性別平等,主管關切,同事友誼,人事升遷, | zh_TW |
dc.subject.keyword | job satisfaction,Employee Assistance Programs(EAPs),wage,gender equality,co-worker relations,job promotion, | en |
dc.relation.page | 103 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2012-07-24 | |
dc.contributor.author-college | 社會科學院 | zh_TW |
dc.contributor.author-dept | 政治學研究所 | zh_TW |
顯示於系所單位: | 政治學系 |
文件中的檔案:
檔案 | 大小 | 格式 | |
---|---|---|---|
ntu-101-1.pdf | 683.85 kB | Adobe PDF | 檢視/開啟 |
系統中的文件,除了特別指名其著作權條款之外,均受到著作權保護,並且保留所有的權利。