生涯承諾對組織承諾與工作滿意度影響之研究-以升遷意願為調節變項

近年來新世代年輕人對於升遷有著不一樣的看法，2018年商業週刊指出，他們會思考升遷對自身是否有實際上的幫助，不願意輕易出賣自己的人生；而在工作價值觀的改變下，許多人不如從前對一件事情能專注而始終如一；從過去許多學者的研究可得知生涯承諾的高低會影響員工對組織的承諾與工作滿意的程度；進而影響至員工於工作上的表現。 Anat (2005)發現生涯承諾與工作滿意度有顯著相關性；而高敏馨（2006）發現生涯承諾對組織成諾有正向影響，謝美玲（2016）將升遷意願定義成會隨著主觀的個人特質而產生的態度導致有不同的選擇行為。因此本研究將針對生涯承諾對組織成諾與工作滿意度之影響，以及升遷意願可能產生的調節作用進行探討；並推導出五個假設。本研究以各行業的員工為研究對象，根據337份有效問卷，並以項目分析、信度分析、探索性因素分析、迴歸分析、層級迴歸分析、獨立樣本T檢定與變異數分析來驗證各研究假說，研究結果如下： 1.假設一：生涯承諾對組織承諾有顯著正向影響，成立。 2.假設二：生涯承諾對工作滿意度有顯著正向影響，成立。 3.假設三：升遷意願在生涯承諾對組織承諾之影響上，有顯著的正向調節作用，成立。 4.假設四：升遷意願在生涯承諾對工作滿意度之影響上，有顯著的正向調節作用，成立。 5.假設五：不同人口統計變項的工作者，在生涯承諾、組織承諾、工作滿意度及升遷意願上有顯著差異，部分成立。最後本研究提供相關管理意涵給企業管理者，包括應重視員工的生涯承諾，如此可有效提高員工之組織承諾及工作滿意度；且在甄選時應注重面試者對生涯的承諾，選擇生涯承諾較高的員工，可以增強對其組織的承諾，降低離職率。同時也應重視員工的升遷意願，給予員工適當的發揮，進而能強化其對組織的認同感與工作上的滿意度。綜合而言，期望管理者能給予新世代年輕人更多的鼓勵與栽培，不只使公司能有更好的發展；也讓新世代年輕人有更好的表現。

關鍵字

生涯承諾；組織承諾；工作滿意度；升遷意願

並列摘要

In recent years, young people of the new generation have different views on promotion. The Business Weekly of 2018 pointed out that they would think about whether the promotion would actually help them. And the transformation in the value of job, many people are not as focused and consistent as ever. From the research of many scholars in the past, we know that the level of career commitment will affect the employee's organization commitment and job satisfaction. Anat (2005) finds a significant correlation between career commitment and job satisfaction. And Gao Minxin (2006) finds that career commitment has a positive impact on Organizational Commitment. Xie Meiling (2016) defines the promotion intention will along of subjective personal characteristic for generating the attitude whcih have different behavior of chosing.Therefore this research focuses on the impact of career commitment on organization commitment and job satisfaction and discussion on the possible moderating effect of promotion intention.And the thesis have five hypotheses. A total of 337 samples who are employees are collected.This study verifies the hypothesis by the statistics methods including the reliability, item analysis, exploratory factor analysis, regression analysis, hierarchical regression analysis, t-test and ANOVA, the result of this study can be concluded as the following: 1.Hypothesis 1：There is a significantly positive influence on organizational commitment by career commitment. 2. Hypothesis 2：There is a significantly positive influence on job satisfaction by career commitment. 3. Hypothesis 3：There is a significantly positive moderating effect of promotion intention on organizational commitment from career commitment. 4. Hypothesis 4：There is a significantly positive moderating effect of promotion intention on job satisfaction from career commitment. 5. Hypothesis 5：There are partial significantly different on career commitment, organizational commitment, Job Satisfaction, Promotion Intention by some demographic variables. Finally, this study provides some management application perspectives for business managers.They have to strengthen the career commitment and promotion intention of employees, so that it can improve the organizational commitment and job satisfaction.Above all, it is expected that managers will give more encouragement and cultivation to young people of the new generation.It will not only make the company to have better development but also give young people of the new generation to have better performance on their job.

並列關鍵字

Career Commitment ； Organizational Commitment ； Job Satisfaction ； Promotion Intention

參考文獻

田秀蘭（1999）。女性對生涯阻礙知覺之質的分析。教育心理學報，31(1)，89-107。

Kushman, J. W. (1992). The organizational dynamics of teacher workplace commitment: A study of urban elementary and middle schools. Educational administration quarterly, 28(1), 5-42.

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