北區大專校院學生事務人員激勵策略與組織承諾相關之研究

A Study on Relationship between Motivation Strategies and Organizational Commitment of College Student Affairs Staff in Northern Taiwan

沈軍廷(Shen Chun-Ting)

指導教授 ： 林至善

國立臺灣師範大學/教育學院/公民教育與活動領導學系/碩士(2020年)

https://doi.org/10.6345/NTNU202001741

摘要

本研究旨在探討北區大專校院學生事務人員激勵策略與組織承諾之相關，研究對象為108學年度北部地區大專校院的學生事務人員共356位。本研究編制大專校院學生事務人員激勵策略與組織承諾相關之研究問卷，其中包括個人背景變項：性別、年齡、職位、聘任方式、最高學歷、服務單位、學務工作年資、每月工作薪資；學校變項包含：學校屬性、學校類型、學校規模；激勵策略包含四個層面：合理待遇與福利、健全組織與互動、提升工作成就感、提供自我成長機會；組織承諾包含三個層面：努力承諾、價值承諾、留職承諾。統計方法包括描述性統計、獨立樣本t檢定、單因子變異數分析、皮爾森積差相關分析及多元迴歸分析法，研究結果歸納如下：
一、激勵策略中本研究學生事務人員於「提升工作成就感」感受得分最高，「合理待遇與福利」感受得分最低。
二、組織承諾中本研究學生事務人員於「努力承諾」感受得分最高，「留職承諾」感受得分最低。
三、不同年齡、職位、聘任方式、服務單位、學務工作年資、每月工作薪資、學校屬性、學校類型及規模等個人背景及學校變項對於大專校院學生事務人員的激勵策略有部分顯著差異。
四、不同年齡、職位、聘任方式、服務單位、學務工作年資、每月工作薪資、學校屬性等個人背景及學校變項對於大專校院學生事務人員的組織承諾有部分顯著差異。
五、學生事務人員激勵策略與組織承諾有顯著中度相關。
六、多元階層迴歸分析結果發現，「職位」、「服務單位」、「學務工作年資」、激勵策略之「健全組織及互動」及「提升工作成就感」對於組織承諾具有顯著正向影響關係，而所有因素對於組織承諾之解釋力介於38%至51.8%。

本研究根據研究結果，對於教育行政機關的建議包括：（一）制定相關法規，使學校重視學務人員之激勵策略。對於學校單位的建議包括：（一）制定公平的績效考核機制，並發給績效獎金與公開表揚；（二）支持並給予學生事務人員進修與晉升的管道及機會；（三）提供學生事務人員充分專業自主權及決策參與機會；（四）關心並了解學生事務人員對激勵策略的需求；（五）優先考慮使用學生事務相關專業之主管。對於學務人員的建議包括：（一）充實自我知能，提升自我成就感；（二）嘗試認同並理解學校願景及文化。最後，對後續研究亦提出建議。

關鍵字

學生事務人員 ； 激勵策略 ； 組織承諾

並列摘要

This study aims at investigating the relationship between motivation strategies and organizational commitment of college student affairs staff in northern Taiwan. The samples of this study are 356 college student affairs staffs in northern Taiwan. The extracurricular motivation strategies scale and the organizational commitment scale were developed, and the questionnaire included personal background (gender, age, position, appointment method, highest degree, service unit, student affairs work experience, monthly salary); college variable (school attributes, school type, school scale), motivation strategies (reasonable treatment and welfare, perfect organization and interaction, enhance the sense of work accomplishment, provide learning and growth), organizational commitment (effort commitment, value commitment, retention commitment). The statistical methods include descriptive statistics, t-test of independent sample, one-way ANOVA, Pearson’s product moment correlation coefficient, hierarchical regression. The findings of this study are:
1.The average scores in the motivation strategies scale, enhance the sense of work accomplishment is the highest, and reasonable treatment and welfare is the lowest.
2.The average scores in the organizational commitment, effort commitment is the highest, and retention commitment is the lowest.
3.There are some significant differences for the motivation strategies among different age, position, appointment method, service unit, student affairs work experience, monthly salary, school attributes, school type, school scale.
4.There are some significant differences for the organizational commitment among different age, position, appointment method, service unit, student affairs work experience, monthly salary, school attributes.
5.There is significant medium correlation between motivation strategies and organizational commitment of college student affairs staffs.
6.The finding of hierarchical regression analysis results show that position, service unit, student affairs work experience, perfect organization and interaction, enhance the sense of work accomplishment have significant positive influence relationship with organizational commitment, and the explanatory power of all factors for organizational commitment is between 38% and 51.8%.

Based on the research results, the recommendations for educational administration are as follows: (1) Formulate relevant laws and regulations to make the college pay attention to the motivation strategies of student affairs staff. The recommendations for university are: (1) Develop a fair performance appraisal mechanism, and issue performance bonuses and public praise; (2) Support and provide student affairs staff with pipeline and opportunities for advanced studies and promotion; (3) Provide student affairs staff with full professional autonomy and opportunities to participate in decision-making; (4) Care and understand the needs of student affairs staff for motivation strategies; (5) Priority is given to appointing supervisors of student affairs related majors. The recommendations for student affair staff are: (1) Enrich self-knowledge and enhance self-achievement; (2) Try to identify and understand the school’s vision and culture. Finally, recommendations for future research are presented.

並列關鍵字

college student affairs staff ； motivation strategies ； organizational commitment

參考文獻

曾雅鈴（2013）。身心障礙福利組織社會工作人員組織承諾影響因素之研究（未出版之碩士論文）。國立暨南國際大學，南投縣。

Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly, 22(1), 46-56.

中文文獻

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