- 學位論文
從組織均衡觀點探討影響員工組織承諾 因素之研究—以印刷電路板產業為例
A Study on the Employee’s Organizational Commitment From the Perspective of Organizational Equilibrium -Print Circuit Board (PCB) Industry as an Example
摘要
在地球村時代，國內傳統製造業面臨的挑戰除了國內外同行競爭外，也必須面對不 斷飛漲的成本，企業的經營倍加困難。而其中勞力密集的印刷電路板產業即首當其衝， 而如何留住重要的人力資源，就成了企業最重要的課題。 依據組織均衡觀點，當企業提供之誘因，與員工的貢獻程度相等時，企業與員工會 達到均衡狀態，在這種狀態下的企業將擁有穩定的人力資源，員工在提供企業希望的貢 獻外，也對組織產生承諾感，而達到雙贏的狀態。長期以來，對組織提供之誘因部份， 學界多認為薪資等有形的收入是影響組織承諾的最重要因子而少做探討，而無形（心理） 契約對組織承諾之影響早經證實，但對二者對組織承諾之影響孰重孰輕，則尚少探討。 本研究以印刷電路板產業為例，探討在組織均衡觀點下，員工認知的貢獻與組織提 供的誘因（有形、無形）等均衡因素對組織承諾之影響。本研究先以文獻探討與專家深 度訪談建立研究架構，再以問卷調查法進行；問卷發出約1000 份，回收415 份（有效 樣本400 份）；最後以SPSS 統計分析軟體進行敘述性統計、信度分析、t 檢定、單因子 變異數分析、皮爾森積差相關分析和逐步迴歸分析進行驗證。本研究主要結論如下： 一、 員工普遍對個人貢獻程度認知偏高，且對組織提供的有形契約滿意度偏低，而無 形（心理）契約之滿意度偏高。 二、 部分人口統計變項對員工貢獻自我認知的影響具顯著差異，性別中男性高於女 性，教育程度上高學歷者高於低學歷者。 三、 部分人口統計變項對有形契約滿意度的影響具顯著差異，性別中男性高於女性， 年齡上年長者高於年輕者，而教育程度上則高學歷者高於低學歷者。 四、 部分人口統計變項對無形（心理）契約滿意度的影響具顯著差異，婚姻狀態中已 婚者高於未婚者，教育程度上則高學歷者高於低學歷者。 五、 部分人口統計變項對組織承諾的影響具顯著差異，婚姻狀態中已婚者高於未婚 者，年齡上則年長者高於年輕者。 六、 員工貢獻程度與組織承諾的相關未達顯著水準。 七、 有形契約滿意度及無形（心理）契約滿意度，二者均與組織承諾具顯著相關（正 相關）。 八、 無形（心理）契約滿意度對組織承諾之預測力遠高於有形契約滿意度。 根據研究結果，本研究具體給產業及企業之建議為：應提高員工無形契約滿意度， 並施行內部工作評價制度，以及調整人力資源素質結構，以建立更穩固之人力資源基 礎。另對產業員工方面之建議為：應持續的自我進修，並對組織更加的認同與投入，以 創造個人更高的價值。而給後續研究之建議則為：可朝不同產業研究以加強廣度，或針 對該產業做質化之研究以增加深度，以及針對一完整之組織做縱斷面之研究。
並列摘要
In the era of global village, domestic traditional manufacturers have to face challenges not only from domestic and international competitors, but also from continuous cost increase. It’s more and more difficult to manage a company. Among these manufacturers, labor-intensive PCB industry suffers the most and thus to keep human resources becomes the most important issue in this industry. According to the perspective of Organization Equilibrium, when the organizational inducements are equal to the employees’ contributions, there will be equilibrium between organizations and employees. Under this equilibrium status, organizations will have stable human resources and employees are willing to provide the expected contributions and commit to organizations. Then a win-win solution is reached. For a long time, physical contract such as wages has been regarded as the most important factor of organizational commitment and thus been rarely discussed. On the other hand, the influences of psychological contract have also been proved. However, the issue that which one (physical vs. psychological contract) has greater influence on organizational commitment still needs to be studied. The purpose of this study is to discuss the influences of equilibrium’s factors - employees’ self-perceived contributions and organizational inducements (both physical and psychological contracts) on organizational commitment under Organization Equilibrium perspective - in PCB industry. The framework of this study is constructed by literature review and depth interview. The data were collected through sampling questionnaires: this research has issued 1000 copies and collected 415 copies (400 valid copies). These data were then analyzed by descriptive statistic analysis, reliability analysis, t-test, one-way ANOVA, Pearson product-moment correlation, and multiple stepwise regression analysis in SPSS software. The conclusions are as follows: 1. Employees generally have higher self-perceived contributions than actual. Besides, employees also generally have less satisfaction with physical contract but more satisfaction with psychological contract. 2. Part of the demographic variables have significant influence on employees’ self-perceived contributions - gender (male > female) and education level (high education > low education) are significant. 3. Part of the demographic variables have significant influence on the satisfaction of physical contract - gender (male > female), age (elder > younger) and education level (high education > low education) are significant. 4. Part of the demographic variables have significant influence on the satisfaction of psychological contract - marital status (married > single) and education level (high education > low education) are significant. 5. Part of the demographic variables have significant influence on the organizational commitment - marital status (married > single) and age (elder > younger) are significant. 6. There are no significant relationships between employees’ self-perceived contributions and organizational commitment. 7. The satisfaction of physical contract and psychological contract is positively related to organizational commitment. 8. The ability to predict organizational commitments by psychological contract is higher than that of physical contract. According to results of this study, the practical suggestions to organizations are as follows: increase employees’ satisfaction of psychological contract, implement job performance evaluation system, and adjust human resource structure, thus to stabilize human resource base. Suggestions to employees of this research are as follows: keep pursuing in further education, identify with and involve in organization, thus to create higher personal value. And suggestions to further study are as follows: study different industries, implement an in-depth qualitative research, or establish a longitudinal study on a specific organization.