本研究目的在於探討人際關係網絡、人格特質、部門文化、工作績效對於其工作滿足的影響。藉由台灣輪胎業某公司為個案,我們研究組織內部人員的人際關係對訊息傳遞的作用。同時,我們也針對組織內人員不同的人格特質對不同人際闗係網絡之影響,期能更深入探討網絡與工作滿足之關聯。 本研究採用社會網絡分析法,並利用Ucinet 6.212 計算出所有受訪者的網絡指標:中心性及中介性,個人網絡中心性愈高代表其愈接近網絡中心,網絡中介性愈高代表其愈有能力扮演橋樑角色。並以軟體SPSS 12.0 進行各項統計分析,主要發現如下: 1.人際網絡中心性、中介性對工作滿足無影響。 2.外向性對工作滿足具正向影響:在外在滿足與內在滿足方面其中外向性對工作滿足有正向影響;不過在一般滿足方面對工作滿足無影響。 3.主觀績效對工作滿足具正向影響:在外在滿足和內在滿足方面對工作績效有正向影響;不過在一般滿足方面對工作績效無影響。 4.部門文化對人際網絡中心性及中介性與工作滿足不會強化或減弱部門文化提昇工作滿足的影響。
This paper aims to explore the impact of interpersonal network, personality,department culture and job performance on job satisfaction. A group of workers from a company of tire industry are surveyed. This study uses “Social Network Analysis” and Ucinet 6.212 to compute the network degree and network betweenness of all respondents. Respondents who get higher personal network degree will be much more closer to network central. Those who get higher network betweenness will be much more capable to play a “local bridge” role. In addition, the SPSS 12.0 software is used to perform various statistics analyses. The main research findings are as follows: 1. The network degree and network betweenness of interpersonal network have no effects on job satisfaction. 2. Extraversion personality has a positive effect on job satisfaction: In the extrinsic satisfaction and intrinsic satisfaction, extraversion personality has a positive effect on job satisfaction; however it has effect on general satisfaction. 3. Job performance has a positive effect on extrinsic satisfaction and intrinsic satisfaction; however, no effects are found in general satisfaction. 4. Department culture does not have any moderating effect on job satisfaction.