| 摘要: | 本研究主要探討衝突水準知覺、組織承諾和員工滿意度之關係及驗證組織承諾所可能扮演的中介角色。
本研究以衝突水準知覺為自變項、員工滿意度為依變項、組織承諾為中介變項，探討其間關係，以釐清變項間關係，提供本領域理論意涵，及發掘在工作實務上有待改善或促進之處。
本研究採隨機抽樣發放問卷方式，共發出270份問卷，回收及有效問卷254份，占發放問卷之94.07%。
實證結果顯示：1.衝突水準知覺對員工滿意度行為有極顯著的負向影響；2.衝突水準知覺對組織承諾有極顯著的負向影響；3.組織承諾對員工滿意度有顯著正向影響；4.組織承諾在衝突水準與員工滿意度有中介效果。
本研究並於文中討論研究的發現、研究在理論上、實務上意涵、研究限制及對未來研究建議。
This study investigated relationships among the level of perceived conflict, organ-izational commitment and employee satisfaction. And explore the organizational com-mitment may play as an intermediary role.
In this study, the conflict level of consciousness as the independent variable, em-ployee satisfaction as the dependent variable, the organization is committed to interven-ing variables, discuss their relationship in order to clarify the relationship between vari-ables, providing theoretical implications of this field, and explore practical work improve or promote the place to be.
This study used questionnaires distributed randomly issued a total of 270 ques-tionnaires, and 254 valid questionnaires, representing 94.07% of the questionnaires.
The empirical results show: 1. Conflict perceived level to employee satisfaction have a very significant negative impact on behavior; 2. Conflict perception level to or-ganizational commitment have a very significant negative impact; 3. Organizational commitment have a significant positive impact on employee satisfaction; 4. Organiza-tional Commitment have a mediating effect on the relationship between conflict per-ceived level and employee satisfaction.
This paper discusses research and studies in the discovery, research in theory, practical implications, limitations and suggestions for future research. |
