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Research of the Relationship among Personnel Staff’s Role Stress, Job Satisfaction and Organizational Commitment: A Case Study in Central Administrative Authorities
central administrative authority
This study is primarily intended to probe into the update of personnel staff’s role stress, job satisfaction and organizational commitment, as well as the relationship among them, taking the Central Administrative Authorities for instance. To accomplish the goal, other than the effort to look into the literature concerned, the study worked out questionnaire and in-depth interview as the methodologies so as to acquire the hands-on information and data to verify the hypothesis of the study and interpret the results of the questionnaire survey. This study took a total of 1,669 people as the personnel staffs of the Central Administrative Authorities under the Executive Yuan as the targets. By means of sampling at random, a total of 600 questionnaire copies were sent out of which, a total of 397 copies were successfully collected, 66.17% in effective collection rate, ±4.3% in sampling tolerance. The information and data so obtained were analyzed by SPSS 12.0 statistics. The results indicate: 1. The personnel staffs show moderately high role stress, job satisfaction and organizational commitment. In terms of the role stress, they showed role overload of quantity and greater pressure in role conflict. In job satisfaction, they showed higher satisfaction with the working environment and the job itself. In organizational commitment, they were in higher organizational commitment toward the agencies serviced than toward personnel administration agencies. 2. In terms of the personal attributes, the personnel as female, unmarried, lower educational background, younger, junior in service seniority and lower ranks perceived greater role stress. Those personnel as male, married, more elderly, more senior in service seniority, higher rank and higher position perceived higher job satisfaction. The personnel as male, married showed higher organizational commitment to the personnel administration agencies, while the personnel as male, married, more elderly, more senior in service seniority and higher rank showed higher organizational commitment to the agencies serviced. As to organizational characteristics, except the scale of the agencies and the agencies under the jurisdiction which demonstrated significant influence upon the overall role stress, qualitative and quantitative role overload, payroll and fringe benefits. The levels of the agencies showed significant influence upon the working environments, promotion and performance rating. All others showed insignificant interrelationship. 3. The greater the role stress in personnel staffs, the lower the job satisfaction, the lower organizational commitment to the personnel administration agencies and the agencies serviced as well. The higher the job satisfaction, the higher organizational commitment to the personnel administration agencies and the agencies serviced. The job satisfaction functions as the intermediate between the role stress and organizational commitment. 4. Among the personal attributes, role stress and job satisfaction, the role ambiguity, qualitative role overload, promotion, performance rating, the jobs themselves, payroll, fringe benefits showed the highest forecast power upon the organizational commitment to the personnel administration agencies. The facts of marriage, official ranks, role ambiguity, role conflict, working environments, jobs themselves, payroll and fringe benefits showed the highest forecast power upon the organizational commitment to the agencies serviced. At last, the results would like to offer proposals toward the central personnel management authorities, agencies serviced, personnel staffs and subsequent researchers as follows: 1. Proposals offered to the central personnel management authorities: Reform the centralized personnel system, update the personnel management Act,reassess the duration of the rotation of the personnel executives, assure that the personnel policies should be feasible, integrate the strategic human resources management measures, streamline human resources related tasks, deregulate the unnecessary controls, strengthen positive leadership, set up fair and see-through promotion systems for the personnel staffs , set up managerial systems for professional records of personnel staffs and integrate the information systems for personnel. 2. Proposals offered to the agencies serviced: Respect professionalism on personnel and reinforce satisfaction of belonging of personnel staffs. 3. Proposals offered to the personnel staffs: Identify the functions of roles, strengthen core competence, attach extreme importance to leisure time lifestyle and make timely use of employee support. 4. Proposals offered to the subsequent researchers: In terms of the study frameworks, other than role stress, personal attributes, and organizational characteristics, it should probe into variables which might affect job satisfaction or organizational commitment to make possible more complete and comprehensive results of the study. In terms of the tools of study, it could concurrently employ rating scales of different categories to enhance the trustworthiness. In terms of the objects of study, it is advisable to proceed with study on the working attitude concerned aiming at personnel staffs of different categories or personnel staffs of the same category before and after a reform so as to compare with the variation.
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