郵政員工工作價值觀與工作態度之探究 －以桃園地區郵局為例

Probing the Chunghwa Post Employee’s Work Values and Attitude – by Taoyuan area post office

葉玉瑕(Yu-Hsia Yeh)

指導教授 ： 李弘暉

元智大學/管理學院/管理碩士在職專班/碩士(2012年)

摘要

中華郵政目前正面臨逐漸變化的人力結構，同時存在「轉調人員」與「職階人員」雙軌的人事制度，「同工不同酬」的情況下，要如何善用人力、有效管理，讓員工導向正面積極的工作價值觀，以優質的服務態度，提昇服務品質，使公司營運更有效率，探討並分析組織成員的工作價值觀與工作態度，就顯得格外重要。
本研究旨在探討桃園地區郵局員工的工作價值觀與工作態度，參酌國外有關工作價值觀、工作滿足、組織承諾、工作投入等量表工具，運用問卷調查表，以桃園地區郵局員工為母群體，採分層隨機抽樣方式，共發出423份問卷，施測結果共計回收有效問卷305份，問卷調查所蒐集之資料利用敘述性統計、相關分析、變異數及迴歸分析等方法進行統計分析。研究結果顯示：
（一）轉調人員與職階人員在工作價值觀、工作滿足、組織承諾上 並無顯著差異。
（二）轉調人員與職階人員在工作投入上有顯著差異。即轉調人員相較於職階人員在工作投入上之認同度較高。
（三）工作價值觀與工作滿足、工作投入、組織承諾之間皆呈現低度相關; 工作滿足與工作投入及工作投入與組織承諾之間皆呈現中度相關；工作滿足與組織承諾之間則呈現高度相關;而這四者間的相關都達顯著水準。
（四）工作價值觀對工作態度有顯著的預測力，且當工作價值觀越高時，工作態度越好。

關鍵字

工作價值觀 ； 工作態度 ； 工作滿足 ； 組織承諾 ； 工作投入

並列摘要

Chunghwa Post is facing the varied human resource structure, and the system of “transference personnel” and “hierarchical personnel” in this corporation has brought some problems. Under the circumstance of “different pay for the same job”, it is vital to use the human resource well, run the system effectively, and lead the employees to more positive work values. In this way, the operation of this corporation would be more efficient by the excellent service attitude and service quality. Therefore, it is important to discuss and analyze the members’ work values and their work attitude.
This study aims to investigate the Chunghwa Post employees’ work values and their work attitude in Taoyuan area. Besides, the foreign literature about the scales of work values, work contentment, organizational commitment, and work involvement was taken as the reference material and the questionnaire survey was used in this study. The population was the Chunghwa Post employees in Taoyuan area, and stratified random sampling was adopted. 423 surveys were conducted with 305 of them being valid. Then the data were analyzed with the descriptive statistics, the correlation analysis, ANOVA and the regression analysis. The research results are showed as below：
I. There is no significance in the work values, the work contentment, and the organizational commitment between the transference personnel and the hierarchical personnel.
II. There is significant difference in the work involvement between the transference personnel and the hierarchical personnel. In other words, the identity of the transference personnel is higher than the hierarchical personnel.
III. There is low correlation among the work values, the work contentment, the work involvement and the organizational commitment. There is medium correlation among the work contentment, the work involvement and the organizational commitment. There is high correlation among the work contentment and the organizational commitment. In addition, the correlation among these four variables is significant.
IV. The work values shows significant forecast of the work attitude. The higher the work value is, the better the work attitude would be.

並列關鍵字

Work involvement ； Work values ； Work attitude ； Work contentment ； Organizational commitment

參考文獻

8.朴英培（1988），「工作價值觀、領導型態、工作滿足與組織承諾關係之研究-以韓

城數位科技股份有限公司。

26.黃蕙如（2006），「組織氣候、員工人格特質、工作滿意與工作績效之關聯性研

29.黃仲毅（2001），「薪酬公平的認知與醫院員工工作態度關係之探討」，台北醫

33.楊雅惠（2010），「人格特質、工作價值觀、工作滿足與工作績效之關聯性研究-