工作壓力對組織承諾的影響-以A公司為例

Abstract

本研究使用付出回饋失衡模型作為工作壓力架構探討工作壓力對組織承諾的影響，研究對象為醫療儀器產業A公司的員工，採問卷調查法共取樣200位員工，有效問卷數為168份。由兩種壓力分別對組織承諾廻歸的分析結果顯示：(1)外在付出-回饋失衡的壓力對價值承諾具有顯著負向影響；(2)外在付出-回饋失衡的壓力對努力承諾具有顯著負向影響；(3)外在付出-回饋失衡的壓力對留職承諾具有顯著負向影響；(4)工作過度投入的壓力對價值承諾具有顯著負向影響；(5) 工作過度投入的壓力對努力承諾具有顯著負向影響；(6) 工作過度投入的壓力對留職承諾具有顯著負向影響。

This research was based on Siegrist’s Effort-Reward Imbalance model to examine the effects of job stress on organizational commitment. A self-administered questionnaire was distributed to 200 workers of company A and 168 questionnaires were completed . Data was analyzed using SPSS 16.0. We drew conclusions as below:1. Extrinsic effort –reward imbalance has significant negative effects on value commitment ; 2. Extrinsic effort –reward imbalance has significant negative effects on effort commitment ; 3. Extrinsic effort –reward imbalance has significant negative effects on retention commitment ;4. Overcommitment has significant negative effects on value commitment ; 5. Overcommitment has significant negative effects on effort commitment ; 6. Overcommitment has significant negative effects on retention commitment ;