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研究生: 吳雨柔
Wu, Yu-Jou
論文名稱: Relationships among Flexible Work Arrangements and Employees Satisfaction and Occupational Commitment: A Study of Employees in Taiwan
Relationships among Flexible Work Arrangements and Employees Satisfaction and Occupational Commitment: A Study of Employees in Taiwan
指導教授: 張媁雯
Chang, Wei-Wen
學位類別: 碩士
Master
系所名稱: 國際人力資源發展研究所
Graduate Institute of International Human Resource Developmemt
論文出版年: 2019
畢業學年度: 108
語文別: 英文
論文頁數: 89
英文關鍵詞: Flexible work arrangements, Generational difference
DOI URL: http://doi.org/10.6345/NTNU202000140
論文種類: 學術論文
相關次數: 點閱:143下載:26
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  • This study explored the relationship between flexible work arrangements (FWA) and employees’ job satisfaction (JS) and occupational commitment (OC) with the moderated effect of gender. It also compared the results from former data to explore the trend differences in Taiwan workplaces. With the change of social structure and generations, mass media and policies has advocated pushing the appeal of the FWA. FWA is designed for the benefit of employees, which is an effective tool to help workers coordinate multiple domains of their lives and alleviate work-life conflicts (Dickens, 2006). Relevant research has confirmed that FWA can improve employee performance, intention, and well-being. With regard to workplace trends, existed research has indicated that younger generations with less commitment present more independence, greater awareness of work-life balance and work flexibility. The researcher used questions from the theme of “Work Orientation” in Taiwan Social Change Survey (TSCS), which is a formal nationwide survey in Taiwan conducted in 2015, to examine those hypotheses in the present study. Participants included Taiwanese male and female workers among various ages, who claimed to be employed with a formal job. In this study, FWA had positive impact on JS, but not existed on OC. Gender did not present the moderating effect among the variables, indicating that males and females reported the similar level of JS and OC after obtaining FWA. The implementations of FWA in the workplace in 2005 and 2015 did not present large discrepancy.

    ACKNOWLEDGEMENT ABSTRACT I TABLE OF CONTENT III LIST OF TABLES V LIST OF FIGURES VII CHAPTER I INTRODUCTION 1 Background of the Study 1 Problem Statement 3 Purposes of the Study 6 Research Questions 6 Significance of the Study 7 Definition of Key Terms 7 CHAPTER II LITERATURE REVIEW 9 Job Satisfaction 9 Occupational Commitment 12 Flexible Work Arrangements 16 Flexibility Work Arrangements and Job Satisfaction 20 Flexible Work Arrangements and Occupational Commitment 21 Flexible Work Arrangements, Job satisfaction, Occupational Commitment and Gender 22 CHAPTER III RESEARCH METHODS 25 Research Framework 25 Research Hypotheses 26 Research Design 26 Research Sample 27 Research Instrument 28 Instrument Validity 31 Data Analysis 32 Research Procedure 33 CHAPTER IV RESEARCH RESULTS & DISCUSSIONS 35 Descriptive Statistics 35 Correlation Analysis 39 Hypotheses Testing 43 Group Differences in Gender 48 The Moderating Effect of Gender 50 Results Discussions 57 CHAPTER V CONCLUSION AND SUGGESTIONS 61 Summary of the Analyses Results 61 Conclusions 62 Implications of this Study 65 Limitations of the Research 67 Suggestions for Future Research 68 REFERENCES 71 APPENDIX A: INTERVIEW QUESTIONNAIRE 83

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