本研究旨在探討國營事業員工對於工作特性的個人偏好與工作現況之間是否存在不契合之情形,並進而討論工作特性落差對員工的組織承諾和組織公民行為造成的影響。 本研究採用問卷調查法,針對國營事業員工發放問卷,回收201份有效問卷進行統計分析。因素分析結果顯示,工作特性落差萃取出多樣性落差、自主性落差及回饋性落差三項因素,組織承諾可萃取留任忠誠、互助傳承兩項因素,組織公民行為萃取出主動積極、公私分明兩項因素。 根據迴歸分析結果提出主要研究結果: 1.三種工作特性落差對留任忠誠皆有顯著負向影響。 2.回饋性落差對互助傳承有顯著正向影響。 3.自主性落差對主動積極有顯著負向影響。 4.留任忠誠、互助傳承對主動積極有顯著正向影響。
The purpose of this study is to discover the lack of fit between the personal preferences of State-Owned enterprises employees and actual job characteristics, and to discuss its impact on organizational commitment and organizational citizenship behavior. In this research, 201 questionnaires were valid. The exploratory factor analysis results showed that lack of fit on job characteristics can be extracted as three factors, including lack of fit on variety, lack of fit on autonomy and lack of fit on feedback. Organizational commitment can be extracted as two factors, including retention and loyalty, altruism and experience inheritance. Organizational citizenship behavior can be extracted as two factors, including proactiveness and integrity in the workplace. According to the multiple-regression analysis results, we find: (1) Lack of fit on variety, autonomy and feedback has a significant negative effect on retention and loyalty. (2) Lack of fit on feedback has a significant positive effect on altruism and experience inheritance. (3) Lack of fit on autonomy has a significant negative effect on proactiveness. (4) Both of retention and loyalty and altruism and experience inheritance has a significant positive effect on the proactiveness.