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研究生: 陳巧琦
Chen, Chiao-Chi
論文名稱: 心理契約、樂觀性格與知覺組織支持對組織承諾之影響─以幸福感為中介變項
Impact of Psychological Contract, Optimistic Personality and Perceived Organization Support on the Organizational Commitment
指導教授: 余鑑
Yu, Chien
于俊傑
Yu, Chin-Chen
學位類別: 碩士
Master
系所名稱: 科技應用與人力資源發展學系
Department of Technology Application and Human Resource Development
論文出版年: 2014
畢業學年度: 102
語文別: 中文
論文頁數: 122
中文關鍵詞: 心理契約樂觀性格知覺組織支持幸福感組織承諾
英文關鍵詞: Psychological Contract, Optimistic Personality, Perceived Organization Support, Sense of Happiness, Organizational Commitment
論文種類: 學術論文
相關次數: 點閱:206下載:13
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  • 近年來,台灣銀行業由於家數過多,外商銀行威脅以及資金運用效率低、導致缺乏競爭力,因此,銀行必須專注自身的核心價值,以更有效率的方式運用現有資源,達到降低成本並增加收益的雙重效果。因此,組織的經營者與人資工作者透過瞭解影響組織承諾之原因,針對這些項目進行管理和改善,進而達成有效提升員工之組織承諾。
    本研究主要系在探討心理契約、樂觀性格、知覺組織支持與組織承諾之間的相關性,並以幸福感為中介變項,運用層級迴歸來分析幸福感在心理契約、樂觀性格、知覺組織支持與組織承諾之間的中介效果。本研究對象為F銀行之銷售金融商品行員,採用抽樣方式以網路問卷、E-mail、郵寄及委託人力發送問卷來進行實證資料的蒐集,總共回收了364份有效樣本。
    研究結果發現:(1)心理契約對幸福感具有正向影響,(2)樂觀性格對幸福感具有正向影響,(3)知覺組織支持對幸福感具有正向影響,(4)心理契約對組織承諾具有正向影響,(5)樂觀性格對組織承諾具有正向影響,(6)知覺組織支持對組織承諾具有正向影響,(7)幸福感對組織承諾具有正向影響,(8)幸福感於心理契約與組織承諾間具部分中介效果,(9)幸福感於樂觀性格與組織承諾間具完全中介效果,(10)幸福感於知覺組織支持與組織承諾間具部分中介效果。則本研究之結果,能夠帶
    iv
    給企業經營者有不同的觀點以作為未來在人才管理與組織內部員工管理作為上有益的參考依據,更期望本研究結果也能帶給國內該產業之外的人員瞭解與參考。

    In recent years, the banking industry in Taiwan has been lack of competitiveness due to the excessive number of banks, threats from foreign banks and the fund inefficiency. Banks should concentrate on their own core values and operate existing resources with more efficient ways, in order to lower costs and increase benefit. Therefore, managers and human resource personnel of an organization shall effectively enhance employees' organizational commitment by identifying the factors of organizational commitment and performing corresponding management and improvement approaches.
    The study primarily investigates the correlations between organizational commitment and psychological contract, optimistic personality and perceived organizational support, by analyzing the mediating effect of the sense of happiness, the intervening variable, between organizational commitment and psychological contract, optimistic personality and perceived organizational support. The study included financial product salespersons of Bank F as subjects, adopted sampling methods including online questionnaires, e-mails, regular mails and physical
    vi
    questionnaires for empirical data collection, and recovered 364 valid samples.
    The research result discovered that, (1) the psychological contract has a positive effect on the sense of happiness, (2) the optimistic personality has a positive effect on the sense of happiness, (3) the perceived organizational support has a positive effect on the sense of happiness, (4) the psychological contract has a positive effect on the organizational commitment, (5) the optimistic personality has a positive effect on the organizational commitment, (6) the perceived organizational support has a positive effect on the organizational commitment, (7) the sense of happiness has a positive effect on the organizational commitment, (8) the sense of happiness has a partial mediated effect between psychological contract and organizational commitment, (9) the sense of happiness has a complete effect between optimistic personality and organizational commitment, (10) the sense of happiness has a partial mediated effect between perceived organizational support and organizational commitment. The outcomes of the research are expected to provide beneficial references and different perspectives for future human resource management and staff management within the organizations for business operators. They are also expected to provide information and references for domestic researchers outside of the industry.

    謝誌 ..................................................................................................... i 中文摘要 ................................................................................................... iii ABSTRACT ................................................................................................v 目 錄 .................................................................................................. vii 表 次 ................................................................................................... ix 圖 次 ................................................................................................... xi 第一章 緒論 .............................................................................................1 第一節 研究背景與動機 ..................................................................1 第二節 研究目的與待答問題 .........................................................5 第三節 研究範圍與限制 ..................................................................7 第四節 重要名詞釋義 ......................................................................9 第二章 文獻探討 ..................................................................................11 第一節 心理契約 ............................................................................11 第二節 樂觀性格 ............................................................................16 第三節 知覺組織支持 ....................................................................19 第四節 幸福感 ................................................................................23 第五節 組織承諾 ............................................................................27 第六節 各變項間之相關性 ...........................................................30 第三章 研究設計與實施 ......................................................................37 第一節 研究架構與假設 ................................................................37 第二節 研究方法 ............................................................................39 第三節 研究對象 ............................................................................40 第四節 研究步驟 ............................................................................42 第五節 研究工具 ............................................................................45 viii 第六節 資料分析方法 ....................................................................53 第四章 研究結果 ..................................................................................57 第一節 問卷回收與統計 ................................................................57 第二節 敘述性統計 ........................................................................58 第三節 相關分析 ............................................................................70 第四節 迴歸分析 ............................................................................75 第五節 中介效果驗證分析 ...........................................................80 第六節 研究假設結果摘要 ...........................................................85 第五章 結論與建議 ..............................................................................87 第一節 研究結論 ............................................................................87 第二節 管理意涵 ............................................................................96 第三節 研究貢獻 ............................................................................98 第四節 研究限制與後續建議 .....................................................100 參考文獻 .................................................................................................103 一、中文部分 ..................................................................................103 二、西文部分 ..................................................................................107 附 錄 .................................................................................................117 附錄一正式問卷 ............................................................................119

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