工作壓力、工作滿意及組織創新氣氛知覺之相關性研究：以某銀行北區行員為例
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2008
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本研究之研究目的為：（一）部門、學歷等變項對工作壓力、工作滿意與組織創新氣氛知覺之影響。（二）探討銀行行員的工作壓力與工作滿意之間的關係。（三）組織創新氣氛知覺是否會影響工作壓力和工作滿意度的關係；亦即組織創新氣氛知覺是否為工作壓力和工作滿意之間的調節變項。（四）根據研究結果提出具體建議，以供中小企業管理員工、徵才及未來研究之參考。為完成前述研究目的，本研究抽取台灣地區第一銀行38家分行，共733名員工為研究樣本。研究工具包括工作壓力量表、工作滿意量表以及組織創新氣氛知覺量表。本研究所蒐集的資料以積差相關、單因子多變量變異數分析及階層迴歸分析來考驗各項假設。研究結果發現：（一）在工作壓力上，大學學歷的銀行行員顯著高於高中、專科與研究所，在工作滿意上，高中學歷的銀行行員顯著高於專科、大學與研究所，在組織創新氣氛知覺上，高中顯著高於專科、大學與研究所。（二）不同部門的銀行行員在在組織處新氣氛知覺上有顯著差異：在組織理念、工作方式、學習成長部分，行銷部門顯著高於業務、資訊與行政部門，在環境氣氛部分，行政部門顯著高於其他部門。（三）銀行行員的工作壓力與工作滿意呈負相關，顯示銀行行員的工作壓力愈大時，工作滿意愈低。（四）組織創新氣氛知覺為工作壓力與工作滿意之間的調節變項：顯示銀行行員知覺到組織創新氣氛愈高時，工作壓力和工作滿意的負相關愈小，表示如果想要降低員工的工作壓力，企業必須提高組織創新氣氛知覺，才能同時提高員工的工作滿意度。（五）本研究根據研究結果提出建議，以供中小企業管理員工、徵才及未來研究之參考。
ABSTRACT The purposes of this study were to: (a) investigate the relationship between job stress of clerks and job satisfaction (b) investigate how creative organizational climate influence job satisfaction (c) to analyze whether creative organizational climate influence the relationship between job stress and job satisfaction. And to explore creative organizational climate as moderators between job stress and job satisfaction.(d) Based on the findings in this research, suggestions for Small and medium-sized enterprises management staff, human resource management and further studies were proposed. The participants were 733 bank clerks from 38 branches of some bank in Taiwan. The instruments used in this study included Job Stress Scale, Minnesota Satisfaction Questionnaire and Creative Organizational Climate Inventory (COCI) to assess the relationships among Job Stress, Job Satisfaction, and Creative Organizational Climate of Clerks. The statistical methods used to analyze the date were one-way MANOVA and hierarchical regression analysis. After statistical analyses, the results are summarized as the following. (a)Bank clerks of different qualifications perform differently in the job stress, job satisfaction, and creative organizational climate. (b) Bank clerks of different departments perform differently in the creative organizational climate. (c) There is negative correlation between job stress and satisfaction. (d) Creative organizational climate had significant moderated effect on job stress and job satisfaction. (e) Based on the findings in this research, suggestions for Small and medium-sized enterprises management staff, human resource management and further studies were proposed.
ABSTRACT The purposes of this study were to: (a) investigate the relationship between job stress of clerks and job satisfaction (b) investigate how creative organizational climate influence job satisfaction (c) to analyze whether creative organizational climate influence the relationship between job stress and job satisfaction. And to explore creative organizational climate as moderators between job stress and job satisfaction.(d) Based on the findings in this research, suggestions for Small and medium-sized enterprises management staff, human resource management and further studies were proposed. The participants were 733 bank clerks from 38 branches of some bank in Taiwan. The instruments used in this study included Job Stress Scale, Minnesota Satisfaction Questionnaire and Creative Organizational Climate Inventory (COCI) to assess the relationships among Job Stress, Job Satisfaction, and Creative Organizational Climate of Clerks. The statistical methods used to analyze the date were one-way MANOVA and hierarchical regression analysis. After statistical analyses, the results are summarized as the following. (a)Bank clerks of different qualifications perform differently in the job stress, job satisfaction, and creative organizational climate. (b) Bank clerks of different departments perform differently in the creative organizational climate. (c) There is negative correlation between job stress and satisfaction. (d) Creative organizational climate had significant moderated effect on job stress and job satisfaction. (e) Based on the findings in this research, suggestions for Small and medium-sized enterprises management staff, human resource management and further studies were proposed.
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工作壓力, 工作滿意, 組織創新氣氛知覺, job stress, job satisfaction, creative organizational climate