第五章 結論與建議
第二節 建議與後續研究
壹、實務上建議
本研究針對台灣勞工及越南勞工為研究對象，探討其工作壓力、工作滿意度及組 織承諾之結構關係及各其構面之影響，在台灣勞工中，工作壓力與組織承諾之間加入 工作滿意度後，其中工作壓力透過工作滿意度對於組織承諾所影響之間接效果大於工 作壓力直接影響組織承諾之效果，在工作壓力及組織承諾之間工作滿意度具有中介關 係，在台灣勞工之管理上欲提升組織的向心力及凝聚力時可從提升工作滿意度著手，
例如營造舒適工作環境，使員工在工作中能得到正向愉悅情緒或者針對工作內容定期 變更，避免員工產生工作倦怠等方法。
另外在本研究假設十部分，越南勞工之工作壓力對於組織承諾具有顯著負相關是 被推翻的，表示越南勞工在工作壓力高之環境下反而組織承諾會較高，所以建議在越 南之組織若欲提升組織之向心力及凝聚力可在工作環境中營造些許壓力或地位，如此 會對於組織承諾有正向幫助，此部分的發現有待更進一步的研究以釐清因果關係，找 出造成此種情況的原因。
貳、後續之研究
一、本研究對象範圍目前僅限於越南及台灣地區勞工，雖然外商對於越南之投資已有 所成長，但中國大陸及其他開發中國家之投資能不容小覷，所以建議未來可以與其 他國家之勞工和台灣勞工做比較。探討在其他國家是否與台灣勞工之研究結果符 合。
二、本研究以工作壓力、工作滿意度及組織承諾為研究構面進行台灣及越南跨國勞工 族群之比較，在後續之研究可加入其他構面於整題模型中，例如組織正義、組織公
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民行為、工作適性等，並且比較更多研究對象，建構出更大之模型，探討其中之影 響。
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郭文瑞(2004)，偏遠地區國小教師工作生活品質、工作壓力與組織承諾關係之研究－以 高屏地區為例，國立屏東師範學院國民教育研究所未
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陳志偉(1996)，工作特性、工作壓力與組織承諾之相關研究－以中部區企業員工為例，
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陳詳衡(2012)，組織公平與組織公民行為關係之探討，桃園創新學報，(32)，327 – 340。
陳 冠 夫 (2006)，跨 國企 業 海 外子 公 司 管理 之 探 討 -以 台 商 在越 南 為 例 ，國立政治 大學國際經營與貿易研究所未出版論文。
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鄭雅方、賴鈺城、沈詩涵、黃建中、洪瑛涓、唐慧芯(2010)，金融海嘯下之金融從業人 員人格特質、組織公平、工作價值觀對工作滿足之相關性研究，華人前瞻研究，
6(2)，159-184。
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附錄一
台灣地區員工問卷
工作態度和行為：下列各題項皆為簡短敘述，敘述您或您的工作概況，您可能同 意或不同意。對於每個敘述您的認同程度可以從“非常不同意(1)”至“非常同意(5)”等分 為五個尺度。對於每個題項，請您依據個人看法，圈選同意或不同意之程度，請確實 回答所有的題項，謝謝。
人口統計資料 依您目前的現況與工作情形，請填寫最能代表您的答案。
1. 性別：□男 □女 2. 年齡：__________歲
3. 最高學歷： □高中/職以下 □高中/職 □大學/專職學院 □碩士以上 □其 他__________
4. 目前工作的任職年資： __________年__________個月 5. 職位名稱： □管理階層 □非管理階層
6. 工作部門： □行政 □生產/製造 □銷售/行銷 □金融/會計 □人力資源/人事 □研發 □資訊/技術
□其他，_________________
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90 2. Độ tuổi? __________ Tuổi
3. Trình độ giáo dục cao nhất mà bạn đã hoàn thành:
□ Dưới trung học phổ thông □ Tốt nghiệp trung học phổ thông □ Cao đẳng / kỹ thuật / trung cấp □ Cao Học □ Cử Nhân □ Khác, vui lòng ghi rõ _________________
4. Bạn đã làm công việc hiện tại bao lâu? __________ Năm __________ tháng 5. Công việc / vị trí của bạn? □ Quản lý □ Phi quản lý
6. Bộ phận /lĩnh vực bạn đang làm việc hiện nay?
□ Quản lý □ Sản xuất / Chế tạo □ Bán hàng / tiếp thị
□ Tài chính / kế toán □ Nhân lực / nhân viên □ Nghiên cứu và phát triển □ Thông tin / công nghệ □ Khác, vui lòng ghi rõ _________________
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