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  • 學位論文

矯正機關管理人員工作壓力模式之研究─以組織承諾為調節變項

A Study on the Model of the Job Stress Model with Bus Drivers: Taking Coping Strategies as Moderating Variable.

指導教授 : 劉峯銘

摘要


本研究旨在探討矯正機關管理人員工作壓力對工作滿意度影響之關係,並以組織承諾為調節變項,探討組織承諾對工作壓力與工作滿意度的影響。本研究方法採文獻分析法與問卷調查法,以矯正機關管理人員為施測對象,採便利抽樣方式,發出問卷300份,經由篩選及剔除無效問卷後,共獲得有效問卷為270份,有效問卷回收率為90%。研究工具為自編「矯正機關管理人員工作壓力與工作滿意度問卷」,內含「工作壓力量表」、「工作滿意度量表」及「組織承諾量表」三種量表,具有良好的信度與效度。統計方法採次數分配與百分比、平均數及標準差、皮爾遜積差相關、階層迴歸分析(Hierarchical Regression Analysis)等方法。 本研究結果歸納如下: 一、矯正機關管理人員工作壓力對工作滿意度具有顯著的影響。工作滿意度包括:內在滿意、外在滿意、一般滿意三個構面。就「內在滿意」而言,最有效的預測因子依序為「與上級長官之關係」、「家庭與工作互動」、「角色衝突」;就「外在滿意」而言,最有效的預測因子依序為「自我認知」、「家庭與工作互動」、「與上級長官之關係」;就「一般滿意」而言,最有效的預測因子依序為「與上級長官之關係」、「家庭與工作互動」、「角色衝突」。 二、在組織承諾的調節效果方面,組織承諾對於工作壓力與工作滿意度的影響具有顯著的負向調節效果。亦即,當矯正機關管理人員組織承諾愈高時,在工作壓力與工作滿意度的關係上,會有弱化的現象。反之,則會有增強的現象。 最後,本研究依據研究結果,提出具體建議,以供主管機關及矯正機關之參考。 關鍵字:工作滿意度、工作壓力、組織承諾、矯正機關

並列摘要


This study aims exploring the relationship the job stress of correctional organization officers on job satisfaction, taking organizational commitment as moderating variable, figuring out the influence of organizational commitment on job stress and job satisfaction. This study adopts documentary analysis and questionnaire survey as research methods and takes correctional organization officers as objectives. It utilizes convenience sampling, issuing 300 questionnaires. After filtering and deleting invalid ones, there are 270 valid questionnaires. The effective questionnaire return rate is 90 %. The research tool is self-made “job stress and job satisfaction of correctional organization officers Questionnaire ” which includes three measuring scales: “job stress measuring scale”, “job satisfaction measuring scale” and “organizational commitment measuring scale” which has fine reliability and validity. The statistical methods include frequency distribution and percentage, mean and standard deviation, Pearson’s product-moment correlation, hierarchical regression analysis, etc. Research results are concluded as follows: 1. Job stress of correctional organization officers has significant influence on job satisfaction. Job satisfaction includes three dimensions: internal satisfaction, external satisfaction and general satisfaction. For “internal satisfaction”, the most effective predictors are sequentially “the relationship with superior officers”, “the interaction between family and job” and “role conflict”; for “external satisfaction”, the most effective predictors are sequentially “self-efficacy”, “the interaction between family and job “and “the relationship with superior officers”; for “general satisfaction”, the most effective predictors are sequentially “the relationship with superior officers”, “the interaction between family and job”, “role conflict.” 2. For the mediating effect of organizational commitment, organizational commitment has significant negative mediating effect on job stress and job satisfaction. That is, the higher the organizational commitment of correctional organization officers is, the weaker of the correlation between job stress and job satisfaction. On the contrary, there will be enhancement. Finally, according to the research results, this study proposes some concrete suggestions for the reference of competent authorities and correctional organization. Keyword: Job Satisfaction, Job Stress, Organizational Commitment, Correctional Organization

參考文獻


陳券彪、羅文旗(2005)。學校行政人員工作壓力、工作特性與工作滿意度之研究。學校行政,38(4),11-30。
葉桂珍、郭香美(2003)。資訊管理專業人員之專案團隊認同與其工作壓力及工作滿足之關係。臺大管理論叢,14(1),79-118。
潘錫君(2008)。工作壓力對工作滿意度之影響:以組織承諾為調節變項。國立中央大學人力資源管理研究所碩士論文,桃園市。
曾怡錦(2003)。教師工作壓力、組織承諾與學校效能關係之研究-以臺南市高級職業學校為例(未出版之碩士論文)。國立成功大學,臺南市。
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被引用紀錄


郭泰延(2014)。優秀青少年輕艇選手上下肢慣用側肌力與心肺功能之相關性研究〔碩士論文,國立中正大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0033-2110201613584524

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