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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 辛炳隆(Ping-Lung Hsin) | |
dc.contributor.author | Ching-Wen Cheng | en |
dc.contributor.author | 鄭晴文 | zh_TW |
dc.date.accessioned | 2021-05-20T00:48:52Z | - |
dc.date.available | 2020-11-13 | |
dc.date.available | 2021-05-20T00:48:52Z | - |
dc.date.copyright | 2020-11-13 | |
dc.date.issued | 2020 | |
dc.date.submitted | 2020-10-21 | |
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/8093 | - |
dc.description.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。 | zh_TW |
dc.description.abstract | 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. | en |
dc.description.provenance | Made available in DSpace on 2021-05-20T00:48:52Z (GMT). No. of bitstreams: 1 U0001-2010202000152200.pdf: 1547486 bytes, checksum: 5d5f914f2712c9a579dbf444fd43f590 (MD5) Previous issue date: 2020 | en |
dc.description.tableofcontents | 口試委員會審定書 i 謝辭 ii 中文摘要 iii Abstract iv 第一章 緒 論 1 第一節 研究背景 1 壹、公部門勞動派遣之運用 1 貳、行政院零派遣計畫 3 第二節 研究動機與目的 6 壹、研究動機 6 貳、研究目的 8 第三節 研究流程 8 第二章 文獻探討 10 第一節 工作身分對組織承諾之影響 10 壹、組織承諾之定義與衡量 10 貳、工作身分對組織承諾影響之相關理論 13 參、工作身分對組織承諾影響之相關實證研究 15 肆、小結 17 第二節 知覺組織支持在工作身分及組織承諾間之影響 17 壹、知覺組織支持之定義與衡量 18 貳、工作身分對知覺組織支持之影響 20 參、知覺組織支持在工作身分及組織承諾間之影響 22 第三節 內外控人格特質之干擾效果 25 壹、內外控人格特質之定義與衡量 25 貳、內外控人格特質在知覺組織支持及組織承諾間之干擾效果 27 第三章 研究設計 30 第一節 研究架構與研究假設 30 第二節 研究變項之操作型定義 31 壹、身分轉換 31 貳、知覺組織支持 31 參、組織承諾 32 肆、內外控人格特質 33 伍、控制變項 34 陸、本研究各變項之操作型定義綜整 34 第三節 研究對象與資料來源 36 壹、研究對象 36 貳、資料來源 36 第四節 資料分析方法 37 壹、敘述性統計分析(Descriptive Statistic Analysis) 37 貳、信效度分析(Reliability and Validity Analysis) 37 參、單一樣本t檢定(One Sample t test) 38 肆、獨立樣本t檢定(Independent Sample t test) 38 伍、迴歸分析(Regression Analysis) 38 第五節 本研究量表之信效度分析 38 壹、知覺組織支持 38 貳、組織承諾 39 參、內外控人格特質 40 第四章 實證結果與分析 43 第一節 敘述性統計分析 43 壹、樣本特性分析 43 貳、主要研究變項之敘述性統計分析 46 第二節 身份轉換後知覺組織支持變化按個人屬性之差異性分析 48 第三節 身分轉換對知覺組織支持、組織承諾之影響 50 壹、身分轉換後知覺組織支持與組織承諾之變化 50 貳、身分轉換後知覺組織支持的改變對組織承諾之影響 51 參、內外控人格特質之干擾效果 51 第五章 結論與建議 54 第一節 研究結論 54 壹、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 54 貳、身分轉換會透過知覺組織支持對組織承諾產生正向影響 54 參、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 55 肆、其他研究結果 55 第二節 研究建議及研究限制 56 壹、研究建議 56 貳、研究限制與未來研究建議 57 參考文獻 58 壹、中文 58 貳、英文 59 附錄 研究問卷 67 | |
dc.language.iso | zh-TW | |
dc.title | 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 | zh_TW |
dc.title | Effects of Employment Status Change on Perceived Organizational Support and Organizational Commitment: The Locus of Control as a Moderator | en |
dc.type | Thesis | |
dc.date.schoolyear | 109-1 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 劉宜君(I-Chun Liu),王湧泉(Yung-Chuan Wang) | |
dc.subject.keyword | 派遣人員,身分轉換,知覺組織支持,組織承諾,內外控人格特質, | zh_TW |
dc.subject.keyword | contingent workers,employment status change,perceived organizational support,organizational commitment,locus of control, | en |
dc.relation.page | 70 | |
dc.identifier.doi | 10.6342/NTU202004293 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2020-10-21 | |
dc.contributor.author-college | 社會科學院 | zh_TW |
dc.contributor.author-dept | 國家發展研究所 | zh_TW |
顯示於系所單位: | 國家發展研究所 |
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U0001-2010202000152200.pdf | 1.51 MB | Adobe PDF | 檢視/開啟 |
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