工作壓力與組織承諾關係之研究─以軍醫外派回任人員為例

The Study on the Relationship within Work Stress and Organizational Commitment-The Military Physician Repatriate as Example

劉莉玲(Li-Ling Liu) ； 鄧國豐(Kuo-Feng Tong) ； 劉自強(Z-John Liu)

《國防管理學報》 30卷1期 (2009/05) Pp. 1-27

https://doi.org/10.29496/JNDM.200905.0001

摘要

近年來隨著經濟的快速發展和國際競爭的日益激烈，有國際觀的人才足以因應這種趨勢。利用外派回任人員來轉移母公司的技術與管理制度是近年來國軍技術移轉與企業對海外經營的主要方式，而回任是完成國際外派任務最後一個重要環節，如何幫助回任人員調通工作壓力，將外派時的熱誠投注於回任績效是非常重要的任務。研究結果發現，主管支持與團體內聚力對於軍醫外派回任人員情感性承諾、持續性承諾、規範性承諾具有正向影響，角色模糊對於軍醫外派回任人員情感性承諾具有直接負向影響，角色衝突對於軍醫外派回任人員規範性承諾具有直接負向影響，缺乏升遷機會對於軍醫外派回任人員持續性承諾、規範性承諾具有直接負向影響。根據上述的研究結果，本研究認為建立暢通良好的溝通管理，創造公開、公正的工作環境，並鼓勵組織成員對既定之政策及規章提出建議。合宜、適時的讚美、友情的信任、支持與關懷，能提高員工的組織承諾。有主管的支持更會認為自己的付出是值得的。

關鍵字

回任 ； 主管支持 ； 角色模糊 ； 角色衝突 ； 工作壓力 ； 組織承諾

並列摘要

Along with the economy development and international competition in recent years, it's critical to realize how to make use of those employees who are talented in international views to respond this trend. Enterprises conduct its' business by utilize those overseas personnel to transfer techniques and management systems of their main company, and thus repatriates are the one last important link to complete this international mission. It's important to help repatriates to adjust their work stress, and let them devote their overseas passion to their work performance successfully when they come back. The relationship within work stress and organizational commitment of Taiwan Military physician repatriates, we've gotten some results: The supervisor's support and group cohesiveness have direct positive influence to the affective commitment; continue commitment, and normative commitment of military repatriate. Role ambiguity causes direct negative influence to the affective commitment of military physician repatriate. Role conflict causes direct negative influence to the normative commitment of military physician repatriate. Lacking of the promotion opportunity, causes direct negative influence to the continue commitment and normative commitment of military physician repatriate. According to our study results, there are some suggestions to personnel management units: conduct some communication mechanisms to create a fine environment with fair and open working atmosphere, such as establish the message board of opinion exchanges or make use of the questionnaire method to understand the employees' viewpoints, and encourage them to offer their suggestions to the decided policies and regulations. Some proper praise on well timing, trust with friendship, support and concerning, will raise the employees' organization commitment. By the support from their supervisor, the employees believe they can exchange some rewards of the year-end review, promotion, salaries and endorse etc. Then they can experience related satisfaction from their work.

並列關鍵字

Repatriate ； Supervisor Support ； Role Ambiguity ； Role Conflict ； Work Tress ； Organizational Commitment