組織承諾對工作壓力與工作滿足間之干擾效應 葉健宗、陳木榮
E-mail: 9601175@mail.dyu.edu.tw
摘 要
近年來在政府行政革新與組織再造的呼聲下，國軍組織致力於 推動組織變革。然在「精實案」及「精進案」實施過程中，
各級軍、 士官及士兵在人員的縮減，而業務量卻未減少下，導致人員差勤負 荷過重、休假不正常、身心俱疲等，致感受 到工作壓力日益沉重， 且影響到工作滿足。有鑑於此，本研究擬以「工作壓力」、「工作 滿足」及「組織承諾」等三個 主題，探討國軍「精進案」對志願役 軍人的影響。 本研究藉由描述性統計分析、Pearson 相關係數分析、變異數 分析及迴 歸分析等，來探討志願役軍人的「工作壓力」與「工作滿 足」之關係，以及「組織承諾」的干擾影響。茲將所獲得實證結 果 分述如下： 一、志願役軍人整體面對工作壓力與感受工作滿足（含子構面：工 具性滿足、社會性滿足及利己性滿足）
之情形，與一般民間企 業員工一樣，即工作壓力愈大，則工作滿愈低。 二、將志願役軍人區分高、中及低度工作壓力群 進行分析；發現適 度壓力下的志願役軍人，其工作滿足不會有明顯的改變。 三、志願役軍人的組織承諾（含子構面：情 感性承諾、規範性承諾） 對工作壓力與工作滿足間之干擾效果不明顯。 四、志願役軍人面對工作壓力，如在持續性承諾 的認知下，能維持 一定的工作滿足，顯示持續性承諾有干擾效果。
關鍵詞 : 志願役軍人，組織承諾，工作壓力，工作滿足
目錄
封面內頁 簽名頁 授權書 ...iii 中文摘要 ...iv 英文摘要 ...v 誌謝 ...vii 目錄 ...viii 圖目錄 ...xi 表目錄 ...xii 第一章 緒論 1.1 研究背景與動機 ...1 1.2 研究問題與研究目的 ...3 第二章 文獻探討 2.1 工作壓力理論
...5 2.2 工作滿足理論 ...11 2.3 組織承諾理論 ...20 2.4 各構面間互動關係探討
...37 第三章 研究方法 3.1 研究架構 ...39 3.2 研究假設 ...40 3.3 研究變項的操作性定義 ...42 3.4 衡量工具 ...48 3.5 資料分析方法 ...50 第四章 資料分析 4.1 樣本描述性統計 ...52 4.2 各研究變項相關分析 ...55 4.3 控制變項 ...57 4.4 工作壓力對工作滿足之迴歸分析 ...60 4.5 組織承諾之干擾效應 ...65 第五章 結論與建議 5.1 結論 ...72 5.2 理論與管理涵義 ...74 5.3 研究限制 ...79 5.4 後續研究建議 ...80 參考文獻 ...81 附錄 問 卷 ...94
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