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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | |
| dc.contributor.author | " Chia-Hao,Chang" | en |
| dc.contributor.author | 張家豪 | zh_TW |
| dc.date.accessioned | 2021-06-08T01:53:04Z | - |
| dc.date.copyright | 2016-09-13 | |
| dc.date.issued | 2016 | |
| dc.date.submitted | 2016-07-19 | |
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Godfrey (1998), “ Identify in organizations: Developing theory through conversations”, Thousand Oaks, CA: Sage, 171-208 黃仁宏，2000，人格五因素與銷售績效之關聯性－以壽險業為例，行政院國家科 學委員會 蔡維奇，2000，招募策略—精挑細選之戰術，人力資源管理的12堂課，李誠主 編，天下遠見出版股份有限公司，62-63 邱台生(Tai-Sheng Chiu);盧美秀(Meei-Shiow Lu);陳品玲(Ping-Ling Chen)，2003， 組織氣候與工作投入關係之研究―以某醫學中心暨委託經營管理醫院爲例， P184-199 王淑敏，2012，轉換型領導、組織認同與組織公民行為關係之研究，以台灣國際 獅子會300-E1 區為例，P69-73 溫金豐(Jin-Feng Uen);林裘緒(Chiou-Shiu Lin);錢書華(Michael S. Chien)，2011， 轉換型領導與組織認同：領導者組織典範性知覺的干擾效果，P265-285 蔡依倫，2001，宗教醫院志工組織認同與組織承諾之研究-與非宗教醫院志工作 比較，P78-90 廖見文，2012，非營利組織志工的組織認同與工作投入關係之研究，P6-13 姜昭安；陳殷哲，2014，研發人員心理資本與工作投入之關連性研究，P15-25 潘佳嫻，2012，職場友誼對組織認同之影響－以工作投入為干擾變數，P8-22 林國芳，2012，工作壓力與工作投入關聯性之研究—以組織認同為中介變項，P32-37 李孟潮，武漢中德心理醫院，認同的概念——對佛洛德著作的概念研究 蔡維奇，2016，經理人月刊139期，再不滿上司，也千萬別上臉書抱怨！求職、 轉職一定要知道的招聘趨勢 黃國棟，2016，聯合報，玉山金徵才600人，MA招募20人 王長桐，2010，工作投入與職家衝突關聯性之研究—以心理資本為干擾效果 彭蘭惠，2010，教師之組織認同與組織公民行為：審慎勤勉人格特質干擾效果 | |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/19309 | - |
| dc.description.abstract | 本研究主要在探討目前社會的時空背景下，有工作之個人對於其組織認同以及工作投入之間的關係，並且就勤勉責任感的特質去檢驗是否會影響兩者之間的關聯，意即，檢驗勤勉責任感是否帶有調節效果。
此研究假設組織認同與工作投入之間正向關聯，也就是假設個人若是有著較高的組織認同，其工作投入也會較高，即表示兩者之間有正向關係；同時，假設個人特質中的勤勉責任感也會對於工作投入有正向影響，表假設五大人格特質中，所測得之勤勉責任感程度越高者，在工作投入的程度會越加投入；最後，假設勤勉責任感對於組織認同與工作投入之間，會存在調節變項。換句說話，本研究認為個人之勤勉責任感程度愈高者，會有助於提高組織認同對於工作投入之水準，達到正面的調節作用。 經由研究所蒐集之數據並分析後發現，上述三個假設在統計意義上都明顯表示顯著，故證實存在有上述假設之正向關係以及調節變數作用確實存在，並針對數據分析提出解釋，以及提出進一步後續實務上之應用意義。 | zh_TW |
| dc.description.provenance | Made available in DSpace on 2021-06-08T01:53:04Z (GMT). No. of bitstreams: 1 ntu-105-R03741043-1.pdf: 1096796 bytes, checksum: e7bb2c21e5d13beae7f01037b4412013 (MD5) Previous issue date: 2016 | en |
| dc.description.tableofcontents | 摘要................................................................................................................................3
英文摘要........................................................................................................................4 目錄................................................................................................................................5 第一章 緒論 ...............................................................................................................6 第一節 研究動機................................................................................................................. 6 第二節 研究目的................................................................................................................. 6 第三節 研究流程................................................................................................................. 7 第二章 文獻探討.........................................................................................................8 第一節 組織認同................................................................................................................. 8 第二節 工作投入............................................................................................................... 14 第三節 勤勉責任感........................................................................................................... 17 第四節 假說推導............................................................................................................... 19 第三章 研究方法.......................................................................................................22 第一節 研究架構............................................................................................................... 22 第二節 研究假設............................................................................................................... 22 第三節 研究變項之操作性定義與衡量........................................................................... 23 第四節 資料收集、處理與分析方法............................................................................... 27 第四章 資料分析.......................................................................................................28 第一節 樣本特性分析....................................................................................................... 28 第二節 變項之信度分析與敘述性統計分析................................................................... 32 第三節 相關性分析........................................................................................................... 35 第四節 主效果之檢定....................................................................................................... 38 第五節 調節變數效果之檢定........................................................................................... 39 第六節 假設結果之驗證................................................................................................... 40 第五章 總結與建議...................................................................................................42 第一節 總結....................................................................................................................... 42 第二節 討論與建議........................................................................................................... 43 參考文獻......................................................................................................................46 | |
| dc.language.iso | zh-TW | |
| dc.title | 探討組織認同與工作投入之關係：
以勤勉責任感作為調節變數 | zh_TW |
| dc.title | A Study_on the_Relationship between Organizational
Identification and Job Involvement ： Using Moderating of Conscientiousness as a Moderator | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 104-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 楊美玉,陳淑貞 | |
| dc.subject.keyword | 組織認同,工作投入,勤勉責任感, | zh_TW |
| dc.subject.keyword | organizational identification,job involvement,conscientiousness, | en |
| dc.relation.page | 51 | |
| dc.identifier.doi | 10.6342/NTU201600993 | |
| dc.rights.note | 未授權 | |
| dc.date.accepted | 2016-07-20 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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