- 學位論文
Research on Relationship among Job Satisfaction, Job Involvement and Organizational Commitment of Employee at HUFLIT
Research on Relationship among Job Satisfaction, Job Involvement and Organizational Commitment of Employee at HUFLIT
並列摘要
Along with the rapid progress of science and technology, and especially in the context of the economy to move towards a knowledge-based development of human resources is becoming competitive factors leading organizations and businesses. Many organizations, enterprises are facing the problem of human resources available in the company is gradually "exhaustion" the driving force working, leading to the risk of jumping or reduced the work performance. How to salvage this situation is a major concern of the human resource management and organizational leadership. To attract and maintain high-quality human resources, in addition to the implementation of good recruitment, planning, appointment and training of staff, work performance assessment system to pay salaries, bonuses, ... the organizations (enterprises) make policy commitments and encourage appropriate incentives which encourage the highest contribution of staff for the development of the organization. The collectives employee satisfaction is a way to build their loyalty to the organization / company, making employees love the work, stick with colleagues, found optimism in the environment, then connect them to the organization's goals and striving for that goal. Examined the relationship between organizational commitment and employee satisfaction is one of the tools to help the employees can express their thoughts and aspirations for career development and help human resources management to understand the psychology of employees, thereby maximizing the capacity and enthusiasm in their work and constantly improve policy development of human resources. This dissertation is done for the purpose of understanding the relationship between the commitment of HUFLIT with the work satisfaction of employees and participation in the work. The study was carried out on the basis of questionnaire survey of 125 for most employees working at HUFLIT with 10 measuring scales and 25 variables observations. By means of factor analysis to explore EFA shows the original model was adjusted and 25 observed variables shortened to 10 factors measure the relationship between the organization's commitment to the employees satisfaction for organization. The description of the models help to have an overview of the sample by gender, age, duration of work, education, income and other criteria. Moreover, the determination of Cronbach's alpha coefficient and factor analysis supported the removal of the observed variables have low reliability before putting on factor analysis, regression and correlation. Then the linear regression analysis was conducted with the method of ordinary least squares OSL helped essay are the linear regression equation as well as the intensity of the impact of these factors on satisfaction the employees. Results of regression analysis showed that six factors strongly affect the overall satisfaction of the employees for business as "Powers do the job" highest importance; Next turn the factor "the work relations"; factor "Means of work"; factor "Adapting existing work"; factor "Seldom worry lose their jobs"; and final factor "Policy disciplined fair". From the results above, the dissertation also gives some policy suggestions for agencies to further strengthen the relasonship between the organization's commitment to employee satisfaction in HUFLIT.