公務機關派遣人員身分轉換對知覺組織支持與組織承諾之影響、及內外控人格特質之干擾效果─以行政院所屬機關派遣人員為例

Abstract

本研究主要探討工作身分轉換對知覺組織支持與組織承諾之影響，以及內外控人格特質在知覺組織支持與組織承諾間是否具有干擾效果，並以26個行政院所屬機關之330位派遣轉自僱人員為研究對象，透過發放問卷方式，並經平均值差異檢定及階層迴歸分析結果發現：(1)派遣人員身分轉換後，其知覺組織支持及組織承諾均有所提升。(2)身分轉換會透過知覺組織支持對組織承諾產生正向影響。(3)內外控人格特質在知覺組織支持與組織承諾間未具有干擾效果。(4)教育程度越高者知覺組織支持越低，且仍有部分派遣人員認為身分轉換並未提升其知覺組織支持。

The aim of this study is to explore the effects of employment status change on perceived organizational support and organizational commitment, as well as the moderating effect of locus of control. The research data was collected by questionnaires from 330 workers employed in 26 government agencies in Taiwan, whose working status were changed from contingent to permanent. By using t-test and hierarchical regression analysis, the result from the empirical study show: (1) The change of employment status will increase the employees’ perceived organizational support and organizational commitment. (2) The change of employment status will increase organizational commitment through the influence of perceived organizational support. (3) There’s no moderating effect of locus of control between perceived organizational support and organizational commitment. (4) Workers with higher education level show lower perceived organizational support, and some employees still disagree that the change of employment status increases their perceived organizational support.