學生宿舍管理員工作動機與組織承諾關係研究—以北區大學校院為例

Abstract

本研究藉由北部地區宿舍管理員進行工作動機與組織承諾之調查，主要在探討這二者的現況，以及不同背景變項的宿舍管理員在工作動機與組織承諾之差異情形，以供學生宿舍管理員及學務相關單位的參考。 本研究依據國內外學者的相關研究理論與實證結果為基礎，藉由問卷調查資料來分析，研究結果歸納如下 一、情感性承諾與內發-熱衷性、內發-挑戰性及工作動機整體呈正相關。 二、持續性承諾與外生-外在性及外生-補償性呈正相關，但與內發-挑戰性呈負相關。 三、規範性承諾與內發-熱衷性、內發-挑戰性、外生-外在性及工作動機整體呈正相關。 四、組織承諾整體與內發-熱衷性、內發-挑戰性、外生-外在性、外生-補償性及工作動機整體皆呈正相關。 五、組織承諾各構面彼此之間，除情感承諾與持續性承諾未達顯著外，其餘皆呈正相關，且組織承諾整體與情感承諾及規範性承諾達高度正相關。 六、工作動機各構面彼此之間，皆呈正相關，且工作動機整體與內發-外生性及外生-外在性達高度正相關。 七、個人特徵在工作動機方面，僅婚姻狀況與工作動機具有顯著的差異，其餘皆無顯著差異。 八、個人特徵在組織承諾方面，不同年齡、婚姻狀況、服務年資、教育程度、學校類型及薪資的宿舍管理員在組織承諾部分具有顯著的差異，但不同性別、平均服務學生數、月均工時及輪班制度在組織承諾無顯著差異。 國內研究者甚少以宿舍管理員為研究對象，希望藉由本研究發現，提供給學校單位作為激勵員工工作動機及凝聚員工對組織的向心力的實務對策。This research is an investigation about the present situation of job motivation and organization commitment of dormitory supervisors in north Taiwan colleges, through discussing each difference of supervisors’ personal backgrounds, and it can be used as reference to the school dorm and student-affairs-related offices. This study is based on relevant research theories and empirical results of the domestic or foreign scholars, after analyzing data of questionnaires, it show the following conclusions: 1.The correlation between affective commitment and intrinsic-enjoyment, intrinsic-challenge and job motivation integral, are positive. 2.The correlation between continuance commitment and extrinsic-outward or extrinsic-compensation is positive, but it’s negative between continuance commitment and intrinsic-challenge. 3.The correlation between normative commitment and intrinsic-enjoyment, intrinsic-challenge, extrinsic-outward and job motivation integral are positive. 4.The correlation between organization commitment and intrinsic-enjoyment, intrinsic-challenge, extrinsic-outward, extrinsic-compensation and job motivation integral are all positive. 5.Each relationship of every dimensions in organization commitment all shows positive correlation, except for the affective commitment and continuance commitment do not reach significant level, and the correlation between organization commitment integral and normative commitment is highly positive. 6.Each relationship of every dimensions in job motivation all shows positive correlation, and the correlations between job motivation integral, intrinsic- extrinsic and extrinsic-outward are highly positive. 7.The personal backgrounds, in job motivation , only marital status reaches significant level, others do not. 8.The personal backgrounds, in organization commitment , ages, marital status, years of service, levels of education, types of school or salaries reach significant level, but gender, the ratio of student per supervisor, working hours per month or shift system do not. Since domestic researchers rarely take dormitory supervisors as object of study, hoping the results of this dissertation can provide to schools for the strategies, to inspire the job motivation of staff or to concentrate the centripetal force to organization.