The Mediating Effect of Job Satisfaction on the Relationship of Perceived Organizational Support and Organizational ...
蕭佳鳳、陳木榮
E-mail: 9606743@mail.dyu.edu.tw
ABSTRACT
Currently, knowledge workers gradually substitute the traditional labors, because these knowledge workers hold their own production expertise. With the knowledge superiority, they could come and go freely; they do not have to serve faithful the same organization. To confront the transition, the enterprises should not highlight the organization loyalty and do not expect employees to be faithful. Enterprises should try to inspect its ability which could convince staff to believe how profound the organization’s concern and appreciation are. Therefore, this study will do investigation about the influence on attitude of their work when workers have perception of getting different degrees of support from their organization. The job satisfaction and organizational commitment are vital indices of job attitude in the research of organization behavior; the relationship of these two indices, most of researches believe that job satisfaction brought about organization commitment. With sophisticated literature review, and empirical study with 360 sets of questionnaires surveys which was random sampling from Chinese workers, this research will focus on finding out the relationship of three dimensions perceived organizational support, job satisfaction and organizational commitment. This research will adopt statement statistic, reliability analysis, factor analysis, correlation analysis and hierarchical regression methods to confirm the hypothesis of this research. We had outcomes from this research: 1. Both of socioemotional support and instrumental support are positive correlation with social satisfaction, egocentric satisfaction and instrumental satisfaction; perceived organizational support will positive effect work satisfaction. Since workers recognize higher degree of support from their organizations, they will obtain higher satisfaction from their jobs. 2. Factors social satisfaction, egocentric satisfaction, and instrumental satisfaction are positive correlation with affective commitment, continuance commitment and normative commitment; job satisfactions will positive effect organizational commitment. It means as workers experienced job satisfaction, and then they will show higher organizational commitment. 3. Both of socioemotional support and instrumental support are positive correlation with affective commitment, continuance commitment and normative commitment; perceived organizational support will positive effect organizational commitment. As organizational support is observed by workers, then they will increase the degree of organizational commitment. 4. Job satisfaction is the intermediary factor of perceived organizational support and organizational commitment. Because workers perceive organization support, then they are willing to present their commitment. This type of recognition will make workers getting higher degree of job satisfaction, and as workers gain job satisfaction then they will generate further organizational commitment.
Keywords : Perceived Organizational Support ; Job Satisfaction ; Organizational Commitment Table of Contents
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……… ix 圖目錄……… xi 表目錄……… xii 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 第二章 文獻探討……… 4 第一節 知覺組織支持……… 4 第二節 工作滿 足……… 10 第三節 組織承諾……… 13 第四節 知覺組織 支持、工作滿足與組織承諾之關係…… 17 第三章 研究方法……… 23 第一節 研究架構……
……… 23 第二節 研究假設……… 23 第三節 變項之操作性定 義與衡量……… 24 第四節 研究對象與抽樣方法……… 27 第五節 資料分析方法……
……… 27 第四章 研究結果……… 31 第一節 敘述性統計………
……… 31 第二節 因素分析……… 33 第三節 信度分析………
……… 36 第四節 相關分析……… 37 第五節 迴歸多元共線性假設之檢驗
……… 38 第六節 工作滿足對知覺組織支持與組織承諾之中介 效果………
… 39 第五章 結論與建議……… 41 第一節 研究結論………
41 第二節 理論意涵……… 42 第三節 管理意涵……… 43
第四節 研究限制……… 44 第五節 未來研究建議……… 45 參 考文獻………46 一、中文部分.……… 46 二、
英文部分...49 附錄 研究問卷……… 56 REFERENCES
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