學位論文
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Item The Impact of Career Path, Career Management Satisfaction and Career Commitment on Organizational Commitment(2011) Andrea Mariana Moscoso RiverosIn this study, the major purpose was to explore the impact of some situational variables: demographic data, career path and career management satisfaction; on organizational commitment. The study also aimed to investigate the impact of career commitment on this relationship. Demographic data was studied to find the differences between demographic groups on the three dimensions of career commitment: identity, planning and resilience. Career path was explored to determine whether the mobility patters: movements along organizations, projects and positions; and the intention to work full time in the chosen career field; generate some differences on career commitment. This study also investigated the impact of employees‟ satisfaction towards career management satisfaction on career commitment. Finally, the study explored the impact of career commitment on the relationship between the situational variables, as independent variables, and organizational commitment, as the dependent variable. The target of this study was the employees of private nationals or internationals companies in Bolivia. A quantitative approach was adopted. The statistical methods utilized were reliability analysis, factor analysis, descriptive analysis, independent t-test, one–way ANOVA, correlation analysis, regression analysis and canonical correlation analysis. The results are concluded as follows: 1. Age, marital status, job position and educational degree present differences on career planning and career identity. The type of industry also affects career identity and career resilience. 2. Employees who get promoted present higher level of career commitment; and those who changed along projects might increase their organizational commitment. 3. Career management satisfaction towards practices on groups CMS-Strategies 1 and 2 predict career commitment, but CMS-Strategy 3 has a significant relation with both career and organizational commitment. 4. Career identity and career resilience predict 12.1% of organizational commitment. 5. Statistical analysis proved that some aspects of career path and employees‟ satisfaction towards organizational career management practices are significantly related to career commitment and therefore might increase organizational commitment.Item JOB STRESS AND ORGANIZATIONAL COMMITMENT OF TEACHERS AT DENOMINATIONAL AND GOVERNMENT SECONDARY SCHOOLS IN BELIZE(2011) Vanessa CaseyJob stress and employees’ commitment to their organization are growing concerns for human resources department, and it is important to be aware of employees physical and psychological well being. This study proposed a conceptual model aimed to predict teachers’ organizational commitment based on job stress and demographics. A pilot test was conducted to test the reliability of questionnaires adopted from previous studies on job stress and organizational commitment. The questionnaire was then issued to research subjects of one secondary school in Belize. The SPSS soft ware was used to analyze the data. To make comparisons, t-test and One-Way ANOVA were performed. The ANOVA (Scheffé) provided the mean difference in job stress and organizational commitment for the demographic variable. This made it clear for the researcher to identify characteristics of teachers that would create a higher probability for them to be stressed. Likewise the researcher was able to identify characteristics of teachers that would create a higher probability for them to be committed to the organization. The Pearson correlation was used to identify the relationship between variables. The linear regression was used to identify a more in-depth relationship between the variables. The findings of this study revealed that job stress hinders teachers’ organizational commitment. More specifically, role ambiguity has a negative relationship with affective and normative commitment. Role overload and role conflict both have a negative relationship with affective commitment. Independent sample t-test was used to compare means by school type; there were no significant difference with regards to job stress and organizational commitment level of the two groups. As for the demographic factors, the mean difference of job stress was significant between teachers working four to six years and those working above ten years.Item 訓練職能與組織承諾的關係:以人資部門角色為干擾變數(2010) 吳智翔; Chih-Hsiang Wu此研究探討訓練職能與組織承諾的關係,並且以人資部門角色為干擾變數 研究方法主要是以階層迴歸的方式,樣本對象以中小型企業為主 研究結果顯示:訓練職能和組織承諾有正向相關 人資部門角色也與訓練職能以及組織承諾正向相關 並且人資部門角色也扮演一個干擾調解的角色介於訓練職能與組織承諾之間Item A Study of the Effect of National Culture Value and Self-Efficacy on Organizational Commitment in Haiti(2010) 馬維妮; Virginie MarcThis thesis would not have been possible without the tremendous encouragement of family and friends, the guidance of professors, and strength from the Lord, to all of whom I am heartily thankful. I am very grateful to the International Cooperation Development Fund (ICDF) who had provided me the opportunity to get my Master’s Degree at the National Taiwan Normal University by their financial support. My thanks go to my University which has provided us a sane environment with facilities for studying, and to the office team who had been always there for me that I’m so grateful for their patience and tolerance. I would like to express my deepest appreciation to my academic and thesis advisor, Dr. Ted Shir-Tau Tsai who has been devoted to guide and support me kindly throughout the process. Without his expertise, and willingness to help by his suggestion, encouragement, and other support, this study could not have been completed. Besides, I would like to thank my committee members, Dr. Steven Chih-Chien Lai and Dr. Chen Farn-Shing, who appreciated my efforts of researcher and gave me healthy comments, and suggestions to improve my Thesis in which they had mentioned as a good source of information about Haiti. Also, I would like to take this opportunity to thank all the other professors who help me with a more understanding about my topic. Finally, an honorable mention goes to my families, my people in Haiti, and my friends for their understandings and supports on me in completing this Study. Without helps of the particular that mentioned above, I would face many difficulties while doing this research.Item 家庭友善政策與尊嚴勞動措施對員工性別平等知覺與組織承諾的影響(2010) 吳卓容; Joanna Chu-Jung Wu對組織而言，了解真正影響提升員工工作生活的因素是重要的。隨著雙薪家庭的增加，家庭友善政策因而萌生且被熱烈討論。此外，近年來歐盟將尊嚴勞動視為最重要的課題。而這兩者皆立基於性別平等的概念之上。因此，此研究欲提出一概念模型，藉家庭友善政策與尊嚴勞動措施的實施以預測員工的組織承諾，並了解員工的對性別平等的知覺在此一模型內的中介作用。 先以一試驗性研究探討家庭友善政策、尊嚴勞動措施、性別平等知覺與組織承諾各量表的適切性。再以修改後的問卷向研究主體-台灣民營企業員工，收集研究資料。描述性與推論性統計資料藉由SPSS軟體分析之，以t考驗與ANOVA分析各群組比較結果。此外，結構方程模型(SEM)亦被運用於瞭解此一假設模型是否成立與其中各構面之可能性關係。 結論證實此一以家庭友善政策及尊嚴勞動措施的實施，併以性別平等知覺為中介因素，欲預測員工之組織承諾之模型的可行性。然而，研究結果亦顯示相關友善政策在台灣的工作職場中仍待加強。