激勵因素對工作投入與組織承諾影響之研究－以臺灣國際連鎖觀光旅館員工為例

A Study of the Relationship among Motivation, Job Involvement, and Organizational Commitment－An Example of International Chain Tourist Hotel Employees in Taiwan

鄭凱元(Kai-Yuan Cheng)

指導教授 ： 劉秀慧

國立高雄餐旅大學/餐旅學院/餐旅管理研究所/碩士(2011年)

https://doi.org/10.6825/NKUHT.2011.00032

摘要

沒有感到滿意的員工，就沒有感到滿意的顧客。在人員流動率高的餐旅業中，如何讓員工感到滿意就成了組織所面臨到的重要課題。理想的激勵制度除了可以吸引好的人才、提高員工工作動機與產生正向的工作態度外，更可以增加員工的工作滿意，進而降低人員流動率，減少組織不必要的人事費用支出。
本研究主要目的在於瞭解員工對激勵因素的重視程度與滿意程度，與探討激勵因素滿意度、工作投入與組織承諾之間的關係。以結構式問卷對臺灣國際連鎖觀光旅館之員工進行調查，採配額抽樣法，共發出545份問卷，回收有效問卷434份，有效問卷回收率為79.63％。
結果顯示內在激勵與外在激勵的滿意度皆對工作投入有顯著的正向影響；工作投入對價值承諾、努力承諾與留職承諾皆有顯著的正向影響；內在激勵與外在激勵皆對努力承諾有正向影響，而僅外在激勵對價值承諾與留職承諾有正向影響。而根據重要－表現分析法得知，員工認為臺灣國際連鎖觀光旅館應加強改善的重點激勵因素為公司提供適當的晉升和發展機會與公司能提供良好的薪資待遇。因此，本研究建議國際觀光旅館應提供能讓員工滿意的薪資待遇與晉升發展機會，如此才能提升員工對工作的投入與對組織的承諾。

關鍵字

激勵因素滿意度 ； 工作投入 ； 組織承諾 ； 國際觀光連鎖旅館 ； 重要－表現分析法

並列摘要

If employees aren't satisfied with their work, they can't bring customers satisfaction. A high employee turnover rate in hospitality industry, “how to make employees satisfied with their work” is a critical issue. An ideal motivation system not only attracts talented people, improves employees’ work motivation, and produces positive attitude, but also raises employees’ work satisfaction. Moreover, employee turnover rate will be decrease, and so will the unnecessary personnel expense.
The purposes of this study were to find out the importance and satisfaction of motivation factors for international chain tourist hotel employees in Taiwan, and to investigate the relationship among the satisfaction of motivation, job involvement and organizational commitment. Structured questionnaires were used to collect data from employees at international chain tourist hotel of Taiwan. 545 respondents were selected based on quota sampling, 434 retrieved. The valid rate of response was 79.63%.
The findings indicated the satisfaction of intrinsic and extrinsic motivation had a significant positive impact on job involvement. The level of employees’ job involvement affected the level of employee commitment to the organization. Both intrinsic and extrinsic motivations were positively related to the employee’s commitment of effort, while only extrinsic motivation positively affected the commitment to values of the organization and the desire to keep staying in the organization.
According to Importance-Performance Analysis method, two major factors of the motivation system were promotion chances and good wages. Employees in international chain tourist hotel in Taiwan believed organizations can provide those two factors for employees to improve job satisfaction. Therefore, in order to raise the level of employees' job involvement and organization commitment, organizations should provide the motivation which meets employees' needs.

並列關鍵字

motivation satisfaction ； job involvement ； organizational commitment ； international chain tourist hotel ； importance-performance analysis

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