餐旅業的工作辛苦，平均薪資低於其他產業，許多正職或兼職員工視餐 飲工作為暫時性工作，對企業與公司的組織認同普遍低落，是餐飲業需要面 對的管理議題。組織認同促進一個組織的幸福，值得深入探討個人心理對組 織依附的原因。組織認同與組織承諾在許多研究中指出是不相同的，組織認 同更可以確保組織有效率地執行活動，成員對組織認同是組織相當重要的議 題。在學術上，餐旅類研究中雖有提及組織認同的概念，但是尚無研究確切 探討組織認同，也沒有討論組織認同可能的前因變數與後果變數。本研究以 社會認同理論Social identity theory (March & Simon, 1958)為基礎， 組織認同的前因在此研究中包含組織意象、推論外在意象與心理依附，組織 認同並進而影響組織依附、內在激起與工作投入。研究以連鎖餐飲員工為研 究對象，進行問卷調查連鎖餐飲業員工如何認知組織意象、推論外在意象、 心理依附，和組織認同、內在激起與工作投入，驗證組織意象與推論外在意 象能預測組織認同，並藉由組織認同提升組織依附、內在激勵與工作投入。 研究方式包含敘述性統計、因素分析與線性結構關係模式去提出組織認同理 論應用於台灣連鎖餐飲業員工。研究結果與管理建議可以提供給台灣連鎖餐 飲業管理者針對組織認同做為鼓勵員內在激勵與工作投入的參考。
Organizational identification contributes to the wellbeing of an organization, it requires deep insight into an individual psychologically attach to an organization. Organizational identification has been found to be distinct from organizational commitment; organizational identification guarantees the organization perform the tasks efficiently. As a result, organizational members have an identification to the organization becomes an important task for the management. Predicting and outcome variables have been identified in this study are organizational image, construed external image as antecedents and psychological attachment, intrinsic motivation and job involvement. Employees in restaurant industry are research sample. This study is based on Social identity theory (March & Simon, 1958), to investigate employees’ perceptions regarding organizational identification by survey instrument, as well as to confirm the causal relationships among these variables. Methodology includes descriptive analysis, confirmatory factor analysis, and structural equation modeling to examine the proposed model of organizational identification applying in Taiwan’s restaurant industry. Research results and managerial implication provide suggestions for the restaurant management pertaining using organizational identification as a strategy to encourage employee motivation and job involvement.
