工作熱情對組織承諾之關聯性分析 -以組織認同為中介變數

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Title:	工作熱情對組織承諾之關聯性分析 -以組織認同為中介變數 Relations between Work Enthusiasm and Organizational Commitment -The Mediator Role of Organizational Identification
Authors:	李凤萍
Contributors:	國際企業管理學系碩士在職專班
Keywords:	工作熱情組織承諾組織認同 work enthusiasm organizational commitment organizational identification
Date:	2022
Issue Date:	2023-03-14 10:51:07 (UTC+8)
Abstract:	工作熱情與組織承諾之關聯性影響，在前人研究之相關文獻並未清楚闡述，因此，本研究以兩岸目前正在基層工作領域的在職員工為實證問卷調查對象，分析人類在21世紀社會變遷、產業導入工業4.0發展，5G網絡、人工智能系統的應用，改變了很多人的工作與生活習慣基礎上。本研究採量化研究、線性迴歸分析模型檢測比對，分析兩岸基層工作領域的員工，對於其有工作熱情(情緒)到組織承諾(行為)兩者之間的相互作用關係，並導入組織認同(態度)為中介變數。以兩岸受測樣本資料經實證分析後結果顯示:組織認同對工作熱情與組織承諾均呈現完全中介作用效果，亦即組織內員工擁有工作熱情，與其是否具有組織認同度，會間接影響其展現組織承諾程度，且呈現完全中介正向影響效果。這一發現在學術意涵與管理意涵上均具有重要意義。因此，基於本研究結果，建議組織應該就如何樹立良好的組織價值觀、由薪資報酬制度面改革、加強實施員工培訓等具體經營管理策略，並以此提升員工工作熱情、組織認同程度，進而使員工對組織展現高度的組織承諾，以期達到個人績效與組織績效增強的最佳管理效果。 The correlation between work enthusiasm and organizational commitment has not been clearly explained in previous studies. Therefore, this study administered an empirical questionnaire to current entry-level employees on both sides of the strait. The social changes in the 21st century, rapid development of Industry 4.0, the application of 5G networks and artificial intelligence systems, have changed the work and living habits of many people. This study uses quantitative research and linear regression model to analyze the relationship between the work enthusiasm (emotion) and organizational commitment (behavior) of entry-level employees on both sides of the strait, with organizational identification (attitude) as a mediator. After empirical analysis of the sample data from the straits, the results show that organizational identification has a complete mediating effect on work enthusiasm and organizational commitment. That is, employees’ work enthusiasm, and organizational identification will indirectly affect their degree of organizational commitment; organizational identification plays a full positive mediator role. This finding has important implications in both academic and managerial fields. Therefore, based on the results of this research, it is suggested that in order to improve employees' work enthusiasm and organizational identity, increase employees’ organizational commitment, and thus best enhance individual and organizational performance, organizations should develop specific business management strategies such as establishing good organizational values, reforming the salary and remuneration system, and strengthening employee training.
Appears in Collections:	[Department of Business Administration & Graduate Institute of International Business Administration ] Thesis

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