本研究的目的在探討非營利組織志工對於組織聲望、組織認同與組織承諾之關連性研究。本研究首先藉由文獻探討,發展出四項主要假設,假設一:組織聲望對組織認同具有關聯性;假設二:組織認同對組織承諾具有關聯性;假設三:組織聲望對組織承諾具有關聯性;假設四:組織聲望與個人背景變項之交互作用對組織認同具有關聯性;假設五:組織認同與個人背景之交互作用變項對組織承諾具有關聯性。 本研究除進行相關文獻的探討外,亦透過問卷調查的方式進行實證研究,以志願工作者研究對象進行研究,經由統計分析之後,歸納出下列重要的研究結論: 1、經過因素分析後將原組織聲望變項的暫時性構面,簡化重新命名為四個因素,分別為「重視社會公義」、「專業服務」、「管理創新」及「吸引人才的能力」。 2、組織聲望與組織認同具有顯著的關聯性。意即當志工對於其所服務的非營利組織的「組織聲望」越高,其對該組織的「組織認同」也越高。 3、組織認同與組織承諾具有顯著的關聯性。意即當志工對於其所服務的非營利組織的「組織認同」越高,其對該組織的「組織承諾」也越高。 4、組織聲望與組織承諾具有顯著的關聯性。意即當志工對於其所服務的非營利組織的「組織聲望」越高,其對該組織的「組織承諾」也越高。 5、組織聲望與個人背景變項之交互作用對組織認同關聯性部分顯著,顯示兩者間仍有相當程度的交互作用。包括志工年齡、教育程度及志工過去在其他非營利組織的服務經驗等達顯著相關。 6、組織聲望與個人背景變項之交互作用對組織認同關聯性部分顯著,顯示兩者間仍有相當程度的交互作用。包括志工教育程度、婚姻狀況及志工過去在其他非營利組織的服務經驗等達顯著相關。
The objective of this study is to converse the relationships among organizational reputation, organizational identification and organizational commitment of volunteers in nonprofit organization. Through reviewing related references, we came up with four hypotheses: The relationship between organizational reputation and organizational identification. 郼he relationship between organizational identification and organizational commitment. 郼he relationship between organizational reputation and organizational commitment. 郼he interaction between organizational reputation and volunteer’s individual characteristics on organizational identification. In the course of the statistical analysis from the survey’s empirical facts, we concluded few major consequences as follow: 1.Throughout the analysis, we revised organization reputation into four aspects, which are public obligation, professional service, managerial innovation and attracting ability. 2.There are significant correlations between organizational reputation and organizational identification. When organizational reputation increased, organizational identification followed. 3.There are significant correlations between organizational identification and organizational commitment. When organizational identification increased, organizational commitment followed. 4.There are significant correlations between organizational reputation and organizational commitment. When organizational reputation increased, organizational commitment followed. 5.There are partially significant correlations between the interaction of organizational reputation and volunteer’s individual characteristics on organizational identification, including one’s age, education, and previous experience in nonprofit organization. 6.There are partially significant correlations between the interaction of organizational reputation and volunteer’s individual characteristics on organizational identification, including one’s education, matrimony and previous experience in nonprofit organization.