探討員工工作滿意度對工作績效之影響：以身份認同、組織認同及社會認同為中介變項

The Impact of Job Satisfaction on Job Performance: Personal Identity, Organizational Identity and Social Identity as Mediator Variables

黎氏垂莊(Le Thi Thuy Trang)

指導教授 ： 吳全成

義守大學/管理學院/企業管理學系/碩士(2016年)

摘要

本研究探討員工對工作滿意度、工作績效及三種認同層次之影響。目的是想提供管理者可知員工的三種認同層次將有影響到工作滿意度與工作績效是如何。
在衡量構面的問卷上，工作滿意度問卷參考Weiss、Davis、England & Lofquist (1967)之量表；工作績效問卷參考樊景立、鄭伯壎（1997）所編制出來的「自評績效量表」以及 (Williams & Anderson, 1991)所發展之工作績效量表修編而成；身份認同的題項參考（Burton & Hudson,2001）；採用 Mael and Ashforth(1992)及 Gautam et al.(2004)的組織認同量表及社會認同的題項參考Cheek(1989)自我認同量表。本研究採用隨機抽樣方式，選定在駐越南的韓商、台商、日商及大陸商工作的越南員工，針對員工做問卷測量。合計發放320份問卷，回收287份問卷，扣除無效問卷18份，計269份問卷，有效的問卷回收率高為84%。
本研究使用迴歸分析來驗證研究假設，結果顯示工作滿意度對工作績效的假設成立，工作滿意度通過身份認同、組織認同及社會認同作為中介效果對工作績效的假設也成立。當員工的工作滿意度愈高，其三種認同層次愈高時，也引起工作績效愈高。本研究將提出建議如加強對三種認同層次的重視、協助增強其工作滿意度、工作績效及建立公平並具有回饋的績效評估制度。除了一些建議，本研究還有限制及後續研究建議，提供給後續研究者參考。

關鍵字

工作滿意度 ； 工作績效 ； 身份認同 ； 組織認同 ； 社會認同

並列摘要

This study aims to investigate the influence of employees' job satisfaction, job performance, personal identity, organizational identity and social identity . Especially, the sutudy indent to find out whether the mediating effect exist or not in between the personal identity, organizational identity and social identity.
Questionnaires used in this paper were based on previous studies, such as study of Weiss, Davis, England & Lofquist (1967) for measurement of job satisfaction; Fan Jingli, Zheng Bo Xun (1997) with Williams & Anderson (1991) for job performance; Burton & Hudson(2001) for Identity questions, group identity of tissue using Mael and Ashforth (1992) and Gautam et al (2004) ; Cheek(1989) for social identity’s questions. The random sample method was used with selected Vietnamese workers in Korea Chamber of Commerce in Vietnam, Taiwan, Japanese and Chinese. There were totally 320 questionnaires distributed, with 287 questionnaires were recovered, among that, 18 parts invalid questionnaires were deducted, hence, 269 questionnaires were valid, occupied ratio of 84%.
This study utilized regression analysis to demonstrate research hypotheses. As a result, the hypothesis about the influence of job satisfaction on job performance was established, and the hypothesis about the influence of job satisfaction on job performance with mediator role of identity, organizational identity and social identity was also established. Accordingly, employees' job satisfaction was improved, and the three levels of identity was also enhanced, hence, job performance was better. The study will make recommendations as to strengthen the focus on the three levels of recognition, assistance to enhance their job satisfaction, job performance and establish fair and have performance appraisal system feedback. In addition to some of the recommendations, and follow-up research study has limitations in this Recommendation, a reference to the subsequent researchers.

並列關鍵字

Job satisfaction ； job perfoemance ； identity ； group identity ； social identity

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