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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 黃建實 | zh_TW |
| dc.contributor.advisor | Chien-shih Huang | en |
| dc.contributor.author | 王楨 | zh_TW |
| dc.contributor.author | Chen Wang | en |
| dc.date.accessioned | 2024-01-26T16:13:45Z | - |
| dc.date.available | 2024-01-27 | - |
| dc.date.copyright | 2024-01-26 | - |
| dc.date.issued | 2023 | - |
| dc.date.submitted | 2024-01-16 | - |
| dc.identifier.citation | 壹、中文
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/91376 | - |
| dc.description.abstract | 個人的工作滿意度，除了會受到個和所屬組織之間的契合程度的影響，個人和組織之間的互動關係，也是重要的影響因素，特別是，個人認為自己是否被組織公平地對待，以及個人是否有發聲機會。過去的文獻在討論工作滿意度時，多集中在討論個人—環境配適度如何影響公務人員的工作滿意程度。主要的看法認為，倘若個人和其所處的工作環境之間越吻合，對於個人和所屬組織之間建立良好的工作關係越有幫助，也就能提升個人對工作的滿意程度。然而，個人與所屬組織的配適度固然很重要，但是配適度並非是靜止固定的狀態，而是會隨著個人與組織之間的互動歷程產生動態變化，使得個人即便認知到當下的自己與組織的配適度不高，仍有可能會因為預期未來改變的可能，而對工作抱持較為正面的看法。因此，結合配適度理論以及社會交換理論作為分析框架，本文主張，除了個人和所屬組織之間的配適程度，個人與所屬組織互動狀況的良窳，對於提升公務人員的工作滿意度，也是至關重要。
為了驗證上述的說法，本文使用考試院針對全國公務員所做的問卷調查資料，進行多元迴歸的量化分析。分析結果發現，個人與組織配適度仍然是重要的影響因素。只不過，個人組織配適度對於工作滿意度的影響，會因為使用不同的指標測量工作滿意度而有所不同。相對而言，組織正義和工作滿意度之間的正向關係，較具一致性。除此之外，配適度以及互動關係不僅會分別影響個人的工作滿意程度，更重要的是，兩者也會共同地影響個人的工作滿意程度，因此，當個人與其所屬組織之間的配適度較低時，良好的互動關係可以抵銷因不配適導致工作滿意度低的情況。 | zh_TW |
| dc.description.abstract | Individual’s job satisfaction is not only influenced by the fit between the individual and the organization but also by the interactions between them. Previous studies on job satisfaction primarily focused on examining the individual-environment fit to predict the job satisfaction of public servants. It was commonly believed that a higher level of alignment between an individual and their work environment facilitated the establishment of positive working relationships and enhanced individual job satisfaction. However, while the fit between the individual and the organization is undeniably important, this fit is not a static or fixed state. The degree of fit between an individual and their organization is a dynamic and continuously changing condition that evolves through the ongoing interactions between the individual and the organization.
To address this perspective, this study integrates the Fit Theory and Social Exchange Theory as its analytical framework. This study argues that even if the alignment between an individual and their organization is not high, positive interaction experiences can result in elevated job satisfaction levels. Hence, in addition to the alignment between individuals and their organizations, the quality of their interaction is crucial for enhancing the job satisfaction of public servants. To validate this argument, the study utilizes survey data conducted by the Examination Yuan on public servants nationwide and performs quantitative analyses using multiple regression. The results confirm that person-organizational fit remains a crucial influencing factor. However, the impact of person-organizational fit on job satisfaction varies based on the different satisfaction measurement indicators used. Conversely, organizational justice consistently demonstrates a positive impact on job satisfaction. Additionally, both the degree of fit and the quality of social exchange relationships not only individually impact an individual''s job satisfaction but, more importantly, also jointly influence it. The results of interaction analysis indicate that when the degree of fit between an individual and their organization is low, positive interactions can counterbalance the low job satisfaction caused by the lack of fit. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2024-01-26T16:13:45Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2024-01-26T16:13:45Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 學位論文學術倫理聲明書 I
口試委員會審定書II 誌謝III 中文摘要V AbstractIV 目次VII 圖次IX 表次X 第一章 緒 論 1 第一節 研究緣起與問題意識1 第二節 研究目的與研究問題3 第二章 文獻回顧5 第一節 工作滿意度5 第二節 個人組織配適度10 第三節 社會交換理論21 第四節 組織正義24 第五節 發聲行為31 第三章 研究設計42 第一節 研究架構與研究假設42 壹、理論架構42 貳、研究假設44 第二節 資料來源48 第三節 概念界定、操作性定義與測量49 壹、依變項50 貳、自變項51 參、控制變項56 第四節 分析工具57 第四章 資料處理與分析60 第一節 描述性統計與信度分析60 第二節 相關性分析66 第三節 迴歸分析69 第四節 交互作用74 第五章 結果與討論81 第一節 研究發現與討論81 壹、研究發現81 貳、研究結果討論83 第二節 研究限制與未來研究方向85 壹、研究限制85 貳、未來研究方向86 第三節 政策建議87 參考文獻89 壹、中文89 貳、英文91 附錄99 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 發聲行為 | zh_TW |
| dc.subject | 公部門人力資源管理 | zh_TW |
| dc.subject | 工作滿意度 | zh_TW |
| dc.subject | 組織配適度 | zh_TW |
| dc.subject | 組織正義 | zh_TW |
| dc.subject | voice | en |
| dc.subject | public sector human resource management | en |
| dc.subject | job satisfaction | en |
| dc.subject | person-organizational fit | en |
| dc.subject | organizational justice | en |
| dc.title | 合得來重要，還是組織正義或是發聲行為更重要？再探影響公務人員工作滿意度之因素 | zh_TW |
| dc.title | Which one matters more? The impact of person-organization fit, organizational justice, and employee voice on job satisfaction of civil servants | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 112-1 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 陳敦源;吳舜文 | zh_TW |
| dc.contributor.oralexamcommittee | Don-yun Chen;Shun-wen Wu | en |
| dc.subject.keyword | 公部門人力資源管理,工作滿意度,組織配適度,組織正義,發聲行為, | zh_TW |
| dc.subject.keyword | public sector human resource management,job satisfaction,person-organizational fit,organizational justice,voice, | en |
| dc.relation.page | 134 | - |
| dc.identifier.doi | 10.6342/NTU202400080 | - |
| dc.rights.note | 同意授權(全球公開) | - |
| dc.date.accepted | 2024-01-17 | - |
| dc.contributor.author-college | 社會科學院 | - |
| dc.contributor.author-dept | 國家發展研究所 | - |
| 顯示於系所單位： | 國家發展研究所 | |
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