博物館館員之組織承諾研究－以國立科學工藝博物館為例

Organizational Commitment of Museum Staff a Case Study of the National Science & Technology Museum

浦青青(Ching-Ching Pu)

《科技博物》 6卷1期 (2002/01) Pp. 17-31

https://doi.org/10.6432/TMR.200201.0017

摘要

組織承諾是管理學者及行為學家研究員工與組織間關係中有興趣的主題之一，從許多相關領域的研究結果中發現組織承諾可作為該組織效能的指標，更能預測員工的績效、勤缺及離職情況。本研究以國立科學工藝博物館為對象探討博物館的工作人員在組織承諾的程度與及其與前因變項中「個人特徵」的關係。並與1997年在該館開館初期所作的組織承諾研究比較。
本研究之組織承諾量表可抽出「認同感」、「工作投入」及「留職意願」三個因素，「個人特徵」變項中僅有「性別」及「工作部門」對組織承諾有顯著的影響。進一步與1997年之研究相比，發現整體上的組織承諾與1997年之研究在程度上並沒有顯著差異，除了工作部門之外，服務年資及工作職稱都不再是影響「組織承諾」的因素，因而發現即使是同一個組織，會影響組織承諾的「個人特徵」因素還是會隨時間的不同而有變化。

關鍵字

博物館 ； 組織承諾

並列摘要

Organizational commitment is a working attitude referring to a person's loyalty to an organization. Organizational commitment has always been one of the most interesting topics for managers and behavioral scientists, regarding the linkage between employees and organization. The definition of the concept of organizational commitment varies in accordance with different scholars. The definition of organizational commitment argued by Mowday et al. in 1979 is the most commonly accepted one. Mowday et al. defined the organizational commitment as the relative strength of in individual's identification with and involvement in a particular organization. It includes the reaction of emotional attitudes such as an acceptance of the organization, a willingness to exert effort on behalf of the organization and a desire to maintain membership in the organization.
After organizing many past studies about organizational commitment, Mowday et al. found out the antecedents and outcomes of the construct. They created the OCQ (Organizational Commitment Questionnaire) in 1979 for the measurement of organizational commitment. Reasonably strong evidence was presented for the internal consistency reliability, test-retest reliability, convergent validity, and discriminant validity of the OCQ. OCQ is the most used questionnaire about organizational commitment. This research is focused on the relation between personal characteristics and organizational commitment in antecedent variable of organizational commitment.
After a comparison of domestic and overseas literature, Huang, Guo-long (1986) noted that the relation between organizational commitment and each variable is extremely intricate. Particularly the relation between organization and variable of population statistics still has no consistence in conclusion till today. After studying the relation between organizational commitment and individual feature in antecedent variable of organizational commitment, it was found that, under a confidence level of 0.5, the ”gender” variable has remarkable influence towards the dimension of ”sense of identification” and the whole ”organizational commitment”. In addition, the variable of ”working department” has remarkable influence towards the dimensions of ”ense of identification” and ”willingness of keeping the job”, as well, as the whole ”organizational commitment”. Other variables of individual features, such as marital status, age, level of education, working seniority, professional title, etc., do not have remarkable influence towards the organizational commitment. Although the result of this research corresponds to certain results in other studies, there are some differences. This result emphasizes the differences between individual features and organizational commitment
After factor analysis from measuring result in OCQ applied by foreign scholars, it can be explained by single factor. However, three factors i.e. sense of identification, working investment, and willingness of keeping the job was found from the factor analysis in OCQ. The result is similar with the results studied by most domestic scholars. Other scholars accept the research of Huang Guo-long; he mentioned that due to different cultures between Chinese and Western, the result is diverse.
In comparison with the results of this study and the one in 1997, it shows that the grade of the organizational commitment is higher, but there is no remarkable difference in the two studies regarding leyel of organizational commitment. The category of ”working department” is an important variable that influences the organizational commitment of the National Science & Technology. Hence, related study can be pursued in the future to confirm the importance of this variable or to understand how the variable influences organizational commitment. If research on other museums can be further studied, the comparison of its difference or establishment of mode of museum can then be developed.

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