軍訓教官陞遷公平認知對工作投入、組織承諾影響之研究－以中區高中職校為例

The Military Instructor,s Influence of Promotion Fairness on Job Involvement and Organizational　Commitment : Case Study of High School In the middle part

簡俊平(chien chun ping)

指導教授 ： 蔡憲六

亞洲大學/管理學院/經營管理學系碩士班/碩士(2005年)

摘要

本文旨在探討中區高中職校軍訓教官之陞遷公平認知、工作投入度與組織承諾度。並希瞭解陞遷公平認知對軍訓教官工作投入、組織承諾之影響，以提供相關部門從事人力資源管理發展之參考。
本研究擬採文獻分析法及問卷調查法並以中區高中職校軍訓教官為研究對象，研究變項包括個人背景變項、陞遷公平（含程序公平及分配公平）、工作投入及組織承諾（含價值承諾、努力承諾及留職承諾），共發出問卷501份，回收388份，剔除無效問卷67份，總得有效問卷321份，有效問卷回收率63%，再運用描述性統計、t檢定、單因子變異數分析、皮爾森積差相關法及逐步多元迴歸分析法進行分析，重要研究發現如下：
一、軍訓教官陞遷公平、工作投入及組織承諾之平均數均達中等程度。
二、個人背景變項會影響軍訓教官的工作投入程度及組織承諾感。
三、陞遷公平及其各構面與工作投入程度、組織承諾度及其各構面均有關連性。
四、對依變項「工作投入程度」的預測力，「分配公平」高於「程序公平」。
五、對依變項「價值承諾」的預測力，「分配公平」高於「程序公平」 ; 對依變項「價值承諾」，僅「分配公平」具預測力。
本研究提出下列建議供政府機關及後續研究者作為人力資源管理發展與研究之參據：
壹、對實務界的建議
一、建構程序正義，期能實現公平願景：秉功績原則訂定陞遷標準、強化人事評審委員會功能、改善陞遷兩造互動關係。
二、提昇組織成員工作投入程度，增進服務品質： 遵循陞遷衡平及均等原則、適度授權，擴大員工參與、塑造組織信任文化，增進同仁情感。
三、強化機關成員努力承諾感，有助於組織發展：塑造公平組織環境，凝聚成員努力共識、慎重思考工作項目與內容，提高工作自尊性、貫徹職務輪調制度，提昇成員工作知能。
貳、對後續研究的建議
一、可擴大研究對象，俾明瞭不同類型、地域組織學校對此研究主題認知之異同。
二、可進一步探討其他研究變項，如組織變革、領導型態、組織文化等對工作投入、組織承諾之影響。
三、可採縱斷面之分析或訪談法，以更深入瞭解研究對象之認知。
四、可就陞遷公平對組織成員其他工作態度，如組織忠誠、組織氣氛、離職傾向作深入調查分析。

關鍵字

陞遷公平 ； 工作投入 ； 組織承諾

並列摘要

This research takes high school military instructors in middle part as subjects to understand their perception of promotion fairness, job involvement level, and their sense of organizational commitment. In the meantime, it hopes to learn how promotion fairness and organizational commitment affect military instructors’ job involvement and provides the results of the study to civil service offices for the development of their human resources management.
This study adopts a methodology of document analysis and surveys. It examines individual background variables, promotion fairness (including procedure fairness and job allocation fairness), job involvement and organizational commitment (including value, effort, and stay-in commitments). 501questionnaires are sent out, 388 ones are back. Not to count the invalid 67 questionnaires, 321 ones are valid with 63% of valid return. Using descriptive statistics, t-test, one way ANOVA, Pearson’s product-moment correlation and an analysis of stepwise multiple regression to analyze the data, this study has the following important findings:
1.The average scores of military instructort，s perception of promotion fairness, job involvement and organizational commitment levels all have reached above the norm.
2.Individual background variables affect military instructort，s job involvement and organizational commitment levels.
3.Promotion fairness and its other facets, job involvement and organizational commitment and their other facets are all related.
4.In the aspect of the predictability of “job involvement” , this study finds that “allocation fairness” is more predicable than “procedure fairness.”
5.In view of the predictability of “value commitment” is higher than “procedure fairness.”As for the “effort commitment,” only “allocation fairness” is predicable.
This study provides following suggestions to government offices for development and research of human resources management:
Suggestions for Actual Practices
1.Construct procedure justice to realize fairness: set up promotion standards by job performance; reinforce the function of personnel review committee; enhance the interaction between the promotion standards and the function of personnel committee.
2.Increase “job involvement ” of organization staff to improve student serving quality: keep promotion balance and fairness; properly authorizing power to staff; create more staff participation chances; shape organizational trust and culture; improve camaraderie between staff members.
3.Reinforce civil servants’ effort commitment to help the development of an organization: create a fair organization environment; rethink work items staff members’commonsensical commitment to effort; redesign job items and work flowcharts ; increase job independence; carry out job alternation thoroughly; increase staff members’ work knowledge.

並列關鍵字

promotion fairness ； job involvement ； organizational commitment

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