近年來員工的組織承諾與組織公民行為,能不能藉由人力資源管理的各種作為,透過工作生活品質的提升,而獲得進一步的激勵,一直是管理者有興趣的,同時本項課題也正逐漸受到廣泛的重視。 由於營建產業員工的工作生品質普遍較差,因此期待經由研究者本身所服務的建設公司,做進一步實證的研究,除利於本身問題改善外,亦可供業界參考。本研究經回收有效問卷共452份,統計分析之後,本研究共歸納出五項重要的研究結論。 (1)工作生活品質與組織承諾之間呈現顯著的正相關。 (2)工作生活品質與組織公民行為之間呈現顯著的正相 關。 (3)實證資料顯示:女性員工的組織承諾知覺較男性員工為高;已婚員工的組織承諾知覺較未婚員工為高;年資深員工的組織承諾知覺較年資淺員工為高;高中以上學歷員工的組織承諾知覺較國中小學歷員工為高;高職位員工組織承諾的知覺較低職位員工為高;員工內控性格者與組織承諾間具有顯著正相關。 (4)實證資料顯示:未婚員工的組織公民行為較已婚員工為高;員工年齡29歲以下者的組織公民行為較年長員工為高;員工年資5年以下者的組織公民行為較資深員工為高;員工內控性格者與組織公民行為間具有顯著正相關。 (5)工作生活品質及員工個人屬性中婚姻狀況、年齡等之交互作用,分別與組織承諾有顯著的關聯。 綜合以上,個案公司或企業界,應進一步評估適合採行的人力資源管理作為,持續落實執行,就能發揮槓桿之力。十分期待傳統產業員工的組織承諾與組織公民行為,能逐漸獲得重視並得以有效提升。
In recent years,management are interested in “Can organizational commitment and organizational citizenship behavior be motivated by the enhancement of quality of worklife through humanresources management solutions ? “. This issue is also getting more respect broadly. Construction industry employees commonly have lower quality of worklife. This thesis explores the author’s company by field research .Besides the expectation of author’s company problem solving benefits,it can be also a reference to other construction companies. The avaible questionaires is 452 and the conclusions are summariged as follow. (1)QWL is significant Positive correlation with OC. (2)QWL is significant Positive correlation with OCB. (3)This study indicates:Female employees’s OC perception is higher than that of the male;The married employees’s OC perception is higher than that of the unmarried ;The higher seniority employees’s OC perception is higher than that of the lower;The senior high school education degree employees’s OC perception is higher than that of the junior high school and primary school education degree employees;The higher position employees’s OC perception is higher than that of the lower;The internalizer is significant positive correlation with OC perception. (4)This study indicates:The unmarried employees have higher OCB than that of the married;Employees age under 29 have higher OCB than that of the older; Employees’s seniority under 5 years have higher OCB than that of the higher;The internalizer is significant positive correlative with OCB. (5)Interaction between quality of worklife and marriage situtation、age of individual attributes is significantly correlation with OC individually. Sumarrily,the identity company in this research or other business,should evaluate and adopt suitable humanresources management solutions progressively,then it will perform leverage.In expectancy,traditional industry employee’s OC and OCB can be respected gradually and upgraded effectively.