工作特性, 組織氣候, 信任與員工投入之相關性研究

The Relationships among Job Characteristics, Organizational Climate, Trust, and Employee Engagment

林玉雲(YU-YUN LIN)

指導教授 ： 蔡錫濤

國立臺灣師範大學/國際與僑教學院/國際人力資源發展研究所/碩士(2010年)

摘要

Many consulting firms such as Gallup, Hewitt Associates, and Development Dimensions International stated that engaged employees can not only have better work performance but increase organizational effectiveness and profits as well. Accordingly, there was a need to find out what factors existing in organization can increase the level of employee engagement. However, due to cultural differences, the findings of previous research cannot be applied to the conditions in Taiwan directly. Therefore, this study aimed at examining the antecedents of employee engagement in Taiwan based on organizational perceptions. The results show that:

1.The relationships among job characteristics, organizational climate, trust and employee engagement are all positive.
2.Education level, tenure, department, number of employee in a company and industry have significant differences on employee’s perceptions of employee engagement.
3.Task identity, feedback, rewards, manager trust and organizational trust have positive related to employee engagement.

關鍵字

工作特性 ； 組織氣候 ； 信任 ； 員工投入

並列摘要

無資料

並列關鍵字

job characteristics ； organizational climate ； trust ； employee engagement

參考文獻

余明助 (2006)。組織變革不確定感與員工工作態度關係之研究 - 以組織溝通和員工信任為中介變數。人力資源管理學報，6(2), 89-110。

Blau, P. M. (1964). Exchange and power in social life. New York: Wiley.

Brown, S. P. and Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81(4), 358-368.

Buckingham, M. and Coffman, C. (1999). First, break all the rules: What the world's greatest managers of differently. NY: Simon & Shuster.

Carr, J. Z., Schmidt, A. M. J., Ford, K. and DeShon, R. P. (2003). Climate perceptions matter: a meta-analytic path analysis relating molar climate, cognitive and affective states, and individual level work outcomes. Journal of Applied Psychology, 88(4), 605–619.