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    jsp.display-item.identifier=請使用永久網址來引用或連結此文件: https://irlib.pccu.edu.tw/handle/987654321/30244


    题名: 就業服務員角色衝突、工作壓力與組織承諾之研究
    A Study of Employment Service Workers Role Conflict, Job Stress and Organizational Commitment
    作者: 楊一真
    Yang, Yi-Chen
    贡献者: 勞工關係學系
    关键词: 就業服務員
    角色衝突
    工作壓力
    組織承諾
    Employment Service Workers
    Role Conflict
    Job Stress
    Organizational Commitment
    日期: 2015-06
    上传时间: 2015-08-18 09:59:51 (UTC+8)
    摘要: 本研究以就業服務員為對象，探討角色衝突、工作壓力與組織承諾間之關係。首先透過變異數分析不同人口背景變項對此三構面之影響，其次以相關分析探討各變項間是否具有正、負向關係存在，最後運用迴歸分析探討各變項間之因果關係，以及驗證中介效果是否存在。
    本研究採用問卷調查法，共發放300份問卷，回收272份，有效問卷248份，其回收率為82.7％。
    研究結果發現，不同的人口背景變項包含年齡、性別、教育程度、婚姻現況、職位、服務年資及所在分署對三個變項具有部分顯著性差異。此外，透過相關分析與迴歸分析發現，角色衝突與工作壓力具有正向顯著影響；工作壓力與組織承諾有負向顯著影響；而角色衝突與組織承諾有負向顯著影響；工作壓力對於角色衝突與組織承諾之關係具有顯著之中介效果。最後提出管理意涵和未來研究之建議。
    This study is researching the relationships among role conflict, job stress and organizational commitment of the Employment Service Workers. First, this research by analyzing different demographic variables for these three dimensions. Second, analyzing correlations between the positive and negative effects relationships among the variables. Finally, this research used the regression analysis to explore the causal relationships among the variables and to test the mediator effect of job stress.
    The main methods in the study are questionnaire. There are 300 questionnaires issued and 272 returned, 248 are useful and the rate is 82.7%.
    The research found out that demographic variables for these three dimensions have partial significance among different demographic variables; the demographic variables include age, sex, education, marriage, job title, length of service, and regional branch. In addition, through the statistical analysis and regression analysis we found that the role conflict has significantly positive effect on job stress. The role conflict and job stress has significantly negative effect on organizational commitment. Job stress plays the crucial mediating role in the relationship between role conflict and organizational commitment. Finally, managerial implications and suggestions for future research are provided.
    显示于类别:[勞動暨人力資源學系碩士班] 博碩士論文

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