The Moderating Effect of Work Values on the Relationship between Employee Benefits and Organizational Commitment－The Ca
蔡曉佩、陳木榮
E-mail: 9511099@mail.dyu.edu.tw
ABSTRACT
The purpose of this study is to explore the moderating effect of work values on the relationship between employee benefits and organizational commitment. The firm of manufacturing industry in Taiwan and China as the research sample. The data are collected of questionnaires investigation. Then, by the research methods of descriptive statistics, reliability and validity analysis, confirmatory factor analysis, t-test, Pearson’s correlation analysis, and hierarchical regression analysis to prove and explore the relationship among employee benefits, organizational commitment, and work values. The results of this study are as follows: (1)The employee benefits of Taiwan and China had significant difference; (2) The organizational commitment of Taiwan and China had significant difference; (3) The work values of Taiwan and China had significant difference; (4) Both in Taiwan and China: employee benefits had a positive influence to organizational commitment; (5)The results of moderating effect found that, In Taiwan: The interaction of external work values and entertainment benefits had significant effect on continuance commitment; The interaction of external work values and economic benefits had significant effect on normative commitment; In China: The interaction of internal work values and entertainment benefits had significant effect on continuance commitment; The interaction of external work values and hour benefits had significant effect on normative commitment. Therefore, work values moderated the relationship between employee benefits and organizational commitment. Base on the above, Some suggestions are as follows: In Taiwan, The firm should strengthen the facility benefits; In China, The firm should strengthen the economic benefits. Moreover, advise the firm should to consider implementing the flexible Benefits both in Taiwan and China, in order to improve employee benefits satisfaction and the organizational commitment effectively. In addition, advises the firm should to distinguish the different work values of employees, and fit of their work condition. Especially, The firm should pay more attentions on the employees who have internal work values, because their organizational commitment are higher, it’s good for firms to manage and develop continuously.
Keywords : Employee Benefits ; Organizational Commitment ; Work Values Table of Contents
封面內頁 簽名頁 授權書iii 中文摘要iv 英文摘要vi 誌謝viii 目錄ix 圖目錄xii 表目錄xiii 第一章 緒論 1.1 研究背景與動機1 1.2 研究目的4 1.3 研究範圍與對象4 1.4 研究內容與流程5 1.4.1 研究內容5 1.4.2 研究流程6 第二章 文獻探討 2.1 員工福利7 2.1.1 員工福利定義7 2.1.2員工福利之分類10 2.2 組織承諾14 2.2.1 組織承諾定義14 2.2.2 組織承諾之分類16 2.2.3 組織承諾之理論 模式19 2.2.4 組織承諾之發展階段21 2.3 工作價值觀22 2.3.1工作價值觀定義22 2.3.2工作價值觀之分類24 2.4 員工福利、組 織承諾與工作價值觀之關係28 2.4.1員工福利與組織承諾之關係28 2.4.2工作價值觀對員工福利與組織承諾之關係30 第三章 研究方法 3.1 研究架構34 3.2 研究假設35 3.3 研究變數之操作性定義36 3.4 問卷設計與衡量工具38 3.5 抽樣方法與問卷發 放43 3.6 資料分析方法44 第四章 研究結果與分析 4.1 回收樣本基本資料分析46 4.1.1問卷回收概況46 4.1.2個人背景資料分 析47 4.1.3兩岸研究變項之順序比較分析50 4.2 信度與效度分析58 4.2.1 信度分析58 4.2.2 效度分析60 4.2.3 驗證性因素分 析66 4.3 兩岸研究變項之差異性分析72 4.4 研究變項之相關分析74 4.5 研究變項之層級迴歸分析78 第五章 結論與建議 5.1 結論96 5.2 對實務界之建議102 5.3 研究限制105 5.4 後續研究之建議105 參考文獻107 附錄一120 附錄二124 圖目錄 圖1.1 研 究流程圖6 圖2.1 Mowday et al.之組織承諾模式20 圖2.2 Mathieu and Zajac之組織承諾前因後果變項21 圖3.1 研究架構34 圖4.1 員工福利之線性結構關係模式69 圖4.2 組織承諾之線性結構關係模式70 圖4.3 工作價值觀之線性結構關係模式72 表目 錄 表2.1 員工福利定義8 表2.2 組織承諾定義15 表2.3 組織承諾發展三階段22 表2.4 工作價值觀定義23 表3.1 員工福利量表39 表3.2 組織承諾量表40 表3.3 工作價值觀量表41 表4.1 樣本回收狀況一覽表47 表4.2 樣本特性分布狀況49 表4.3 兩岸員工福 利滿意程度順序比較表51 表4.4 兩岸員工組織承諾同意程度順序比較表55 表4.5 兩岸員工工作價值觀重視程度順序比較 表57 表4.6 各構面之信度分析59 表4.7 KMO統計量的判斷原理62 表4.8 員工福利構面之探索性因素分析63 表4.9 組織承諾 構面之探索性因素分析64 表4.10 工作價值觀構面之探索性因素分析65 表4.11 員工福利之驗證性因素分析68 表4.12 組織承 諾之驗證性因素分析70 表4.13 工作價值觀之驗證性因素分析71 表4.14 兩岸員工福利、組織承諾與工作價值觀各構面之t檢 定73 表4.15 台灣員工福利、組織承諾與工作價值觀之Pearson相關分析76 表4.16 大陸員工福利、組織承諾與工作價值觀 之Pearson相關分析77 表4.17 台灣員工福利與工作價值觀對情感性承諾之迴歸分析82 表4.18 台灣員工福利與工作價值觀對 持續性承諾之迴歸分析84 表4.19 台灣員工福利與工作價值觀對規範性承諾之迴歸分析87 表4.20 大陸員工福利與工作價值
觀對情感性承諾之迴歸分析90 表4.21 大陸員工福利與工作價值觀對持續性承諾之迴歸分析92 表4.22 大陸員工福利與工作 價值觀對規範性承諾之迴歸分析95 表5.1 研究假設驗證彙總101
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