我國北區大學校院學務人員組織承諾之研究

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2018

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本研究目的在瞭解學務人員的組織承諾現況,以及不同的個人特徵、角色特徵、結構性特徵及工作經驗的學務人員在組織承諾之差異情形。 為達研究目的,本研究採量化問卷調查法,以臺灣北部地區16所大學校院學生事務處中,負責推動學生事務工作之人員,包含教師兼任行政工作、主管、一般專任職員、約聘僱人員,共604人為研究對象,並以「大學校院學務人員組織承諾調查問卷」為研究工具,進行問卷調查,問卷回收474份,有效問卷459份,有效回收率75.99%。所得資料以描述性統計、獨立樣本t考驗、單因子變異數分析等統計方法加以分析。 本研究結果歸納如下: 一、北區大學校院學務人員具有中高程度的組織承諾,組織承諾由高而低依序為努力承諾、價值承諾、留職承諾,但與民國100年中區學務人員無顯著差異。 二、個人特徵在組織承諾的差異情形,分別為年齡較高、年資較深、已婚育有子女6歲以上、受過專業訓練、正式編制人員及擔任主管者,顯著高於年齡較低、年資較淺、未婚或單身、無受過專業訓練、約聘僱人員及職員。在性別、教育程度、專業證照及任職組別則無顯著差異。 三、角色特徵在組織承諾的差異情形,分別為工作範圍挑戰高、角色衝突高及角色混淆高者,顯著高於工作範圍挑戰低、角色衝突低及角色混淆低者。 四、結構性特徵在組織承諾的差異情形,分別為服務學生人數139-185人、組織正式化程度高及集權化程度高者,顯著高於「服務學生人數104-133」及「服務學生人數195-341」者、組織正式化程度低及集權化程度低者。在學校性質及學校類型則無顯著差異。 五、工作經驗在組織承諾的差異情形,分別為組織可依賴性高、個人重要性高及主管高關懷領導風格者,顯著高於組織可依賴性低、個人重要性低及主管領導風格低者。 關鍵字:學務人員、組織承諾、個人特徵、角色特徵、結構性特徵、工作經驗
The purposes of this study were to understand the organizational commitment among college student affairs staff in northern Taiwan, and to examine its difference in terms of various personal characteristics, role characteristics, structural characteristics and work experiences. The study used quantitative questionnaire survey, six hundred and four student affairs staff were selected from sixteen colleges and universities in Northern Taiwan, including faculty with administrative work, supervisors, administrative staff, and contract employees. The data were collected using the “College Student Affairs Staff’s Organizational Commitment Inventory.” Totally, 474 responses were received and among them 459 were valid. The valid response rate was 75.99%. Reliability analysis, descriptive statistics, one sample t-test, independent sample t-test and one way ANOVA were conducted to analyze the data. The research results are listed as follows: First, College student affairs staffs in northern Taiwan possess organizational commitment of mid-high level. Their organizational commitment are, in descending order of scores, effort commitment, value commitment and retention commitment. However, there is no significant difference between the result of college student affairs staff in Northern Taiwan and that of college student affairs staff in Central Taiwan in the year of 2011. Second, in terms of personal characteristics, student affairs staff who are older, senior, married with child of 6 years old or elder, professionally trained, officially hired, or having management position shows a higher level of organizational commitment. However, there is no significant difference in gender, educational background, professional certificate and work department. Third, in terms of role characteristic, student affairs staff whose job scope or challenge, role conflict, or role ambiguity are higher shows a higher level of organizational commitment. Fourth, in terms of structural characteristic, student affairs staff whose office has a higher level of formalization and centralization. With regard to the number of students tended, one who serves 139 to 185 students shows a higher level of organizational commitment. Fifth, in terms of work experiences, student affairs staff who perceive a higher level of organizational dependability, personal importance or caring leadership shows a higher level of organizational commitments. Finally, based on the research results, the author propose some suggestions for colleges and universities, student affairs staff and for future researchers. Keywords: college student affairs staff, organizational commitment, personal characteristics, role characteristics, structural characteristics, work experiences

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學務人員, 組織承諾, 個人特徵, 角色特徵, 結構性特徵, 工作經驗, college student affairs staff, organizational commitment, personal characterisics, role characterisics, structural characteristics, work experiences

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