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系統識別號 U0026-0102201109301300
論文名稱(中文) 工作要求-資源、工作倦怠、組織承諾與離職傾向之關係探討-以國立自然科學博物館義工為例
論文名稱(英文) Job Demand-Resource, Burnout, Organizational Commitment and Turnover Intention: Evidence from Volunteers of the National Museum of Natural Science
校院名稱 成功大學
系所名稱(中) 高階管理碩士在職專班(EMBA)
系所名稱(英) Executive Master of Business Administration (EMBA)
學年度 99
學期 1
出版年 100
研究生(中文) 賴幸如
研究生(英文) Hsing-Ju Lai
學號 r0795435
學位類別 碩士
語文別 中文
論文頁數 72頁
口試委員 指導教授-陳勁甫
口試委員-蔡東峻
口試委員-王瑜琳
中文關鍵字 工作要求-資源模式  工作倦怠  組織承諾  離職傾向 
英文關鍵字 Job demand-resource model  Burnout  Organizational commitment  Turnover intention 
學科別分類
中文摘要 在企業以營利為目標,社會中充斥著冷漠與爭權奪利的氛圍下,竟有人願意無償地付出時間與精力去加入義工的服務行列,讓人好生欽佩!義工服務單位有何魅力與回饋,讓這些義工在工作之餘願意再來從事社會服務工作,箇中奧妙吸引我想來探討。本研究架構是以工作需求-資源模式為基礎,其此以工作倦怠與組織承諾為中介變項來預測義工的離職傾向。
本研究採用問卷方式進行資料收集,主要的受訪者是以國立自然科學博物館的義工為主,共有190份有效樣本完成問卷收集。在構面的量測方面,所有的項目係採用李克特五點量表進行衡量,同時在研究模式驗證與評估上以驗證性因素分析(Confirmatory factor analysis;CFA)來進行各構面的信度與效度檢驗,最後再以結構模式分析(Structural Equation Modeling, SEM)來進行結構模式之因果分析與所有假設路徑之檢定。
研究分析結果顯示:(一)工作要求與工作資源同時扮演工作倦怠之前置因數,然後依序影響義工的離職傾向;(二)對組織承諾的影響主要來自於兩部分,主要是工作倦怠(負面的顯著的影響)以及工作資源(直接顯著與間接負顯著)的影響;(三)工作倦怠與組織承諾視為兩個預測離職傾向的顯著因素,同時工作倦怠對離職傾向的顯著性較組織承諾對離職傾向之影響為高。實證的意涵建議在組織管理中,如何減少員工的工作倦怠以提高員工的組織承諾,實為一大課題。
英文摘要 Although the primary target of most enterprises was to gain great benefit, some employees who devoted themselves to their career to join volunteer groups were worthy to admire the behavior spent their time and effort to provide various services for the public. This phenomenon was driven the motivation of the study to explore why they would have a higher willingness to involve the activities after working or at their leisure time.
Based on job demand-resource model, the objective of this study is to further understand the factors that influence volunteers toward turnover intention in organization. A research model was postulated that two factors, burnout and organizational commitment, played as mediated variables between job demand-resource and volunteers toward turnover intention. For the measurement of the constructs in the model, all items were measured on a five point Likert-type scales.
Data from a survey of organization that 190 effective responses were coming from voluntary workers at the National Museum of Natural Science were used empirically to test the research model. To evaluate the overall model to the data, Confirmatory Factor Analysis (CFA) was adopted to verify the validity and reliability of the measurement model, and Structural Equation Modeling (SEM) technique was used to evaluate the causal model. As expected, results from a series of statistical analysis indicated as follows: (1) both job demands and job resources played two important antecedent variables of the burnout, and in turn, significantly influenced on volunteers toward turnover intention; (2) organizational commitment was influenced by burnout with negative significance, and was impacted by job resources via both directly and indirectly; (3) burnout and organizational commitment as predictors of volunteers toward turnover intention indicated that the influence of burnout on turnover intentions was higher significance than organizational commitment. Practical implications revealed that a relatively important issue was emphasized on how to reduce employee’s burnout and enhance organizational commitment in the field of organizational management.
論文目次 摘要 ----------------------------------------------------- I
Abstract ---------------------------------------------- II
誌謝 -------------------------------------------------- III
目錄 --------------------------------------------------- IV
表目錄 ------------------------------------------------- VI
圖目錄 ------------------------------------------------ VII
第一章 緒論 --------------------------------------------- 1
第一節 研究背景與動機 ------------------------------- 1
第二節 研究目的 ------------------------------------- 3
第三節 研究範圍與對象 -------------------------------- 4
第四節 研究流程 ------------------------------------- 4
第二章 文獻探討 ----------------------------------------- 7
第一節 義工相關研究 ----------------------------------- 7
第二節 工作需求-工作資源之探討及其相關研究 ----------- 12
第三節 工作倦怠之探討及其相關研究 ------------------- 16
第四節 組織承諾之探討及其相關研究 ------------------- 21
第五節 離職傾向之探討及其相關研究 ------------------- 26
第三章 研究設計 ---------------------------------------- 31
第一節 研究架構 ------------------------------------- 31
第二節 研究變項及操作性定義 -------------------------- 31
第三節 研究假設 ------------------------------------- 33
第四節 問卷設計 ------------------------------------- 34
第五節 資料分析工具 ---------------------------------- 39
第四章 實證分析與探討 -------------------------------- 43
第一節 敘述性統計分析 ------------------------------ 43
第二節 信度分析 ------------------------------------ 45
第三節 驗證性因素分析 ------------------------------ 45
第四節 構念差異性分析 ------------------------------ 49
第五節 結構模式 ------------------------------------ 51
第六節 直接、間接及總效果 -------------------------- 54
第五章 結論與建議 -------------------------------------- 56
第一節 結論 ---------------------------------------- 56
第二節 建議 ---------------------------------------- 58
第三節 研究限制與後續研究建議 ---------------------- 59
文獻參考 ------------------------------------------------ 61
中文文獻 --------------------------------------------- 61
英文文獻 --------------------------------------------- 63
附錄:問卷 --------------------------------------------- 71
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