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  • 學位論文

不同世代之工作價值觀、工作態度及其關聯性之研究-以台灣高科技產業之員工為例

The Antecedents and Consequences of Work Values on Work Attitude for the Different Generations – A Study of High Technology Industries in Taiwan.

指導教授 : 吳美連
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摘要


本研究針對高科技產業不同世代工作者的工作價值觀,作全面性的探討,以瞭解其間的差異及彼此在工作上的配合與需求,進而對企業的領導管理工作、人才甄選與招募等提出建議,期望能幫助國內企業解決目前新舊世代在管理上所面對的問題,使新舊世代各展所長,合作無間,並在工作效能上發揮其綜效。因此,本研究欲達到以下的三個目的:1.以本土化的工作價值觀量表進行調查,比較不同世代的高科技員工,在工作價值觀的差異;2.了解不同世代的高科技員工是否在工作態度上有所差異;3.檢視員工之工作價值觀與其工作態度是否有所關聯。 本研究共發出500份問卷,回收有效問卷234份。其中,男性共142人(60.7﹪);女性共92人(39.3﹪)。因本研究主題之對象為不同世代,因此針對不同年齡層分佈,分為四個層別:其中資深世代(41歲以上)39人;嬰兒潮世代(31-40歲)107人;X世代(26-30歲)58人;Y世代(25歲以下)30人。在教育程度方面,因研究對象為高科技產業之員工,故在回收樣本中以專科大學畢業人數最多,有157位(67.1﹪);其次為研究所77位( 32.9﹪);高中職以下則在此次未採到樣本。總工作年資部份,因樣本係以年齡層作分層抽樣,而樣本數最多的一層為31-40歲,佔45.7%,因此工作年資在5-10年及10年以上者居多,各佔36.8%及30.3%。 研究結果發現: 一、不同世代員工之工作價值觀有顯著差異;尤其是在嬰兒潮世代,明顯與X世代及資深世代不同。 二、不同世代員工在組織信任與工作價值觀有顯著差異:以資深世代最為強烈,其後依次是X世代、Y世代,最後是嬰兒潮世代。 三、工作價值觀與組織信任及組織公民行為有顯著關聯:越重視「成長」、「公平」,個性越「淡泊」、「務實」的員工,對組織越容易產生信任;員工是否產生「認同組織」、「不生事爭利」、「公私分明」、「自我充實」等行為,與是否具有的「成長」、「公平」、「淡泊」、「務實」、「變通」等工作價值觀有顯著關聯性。 四、愈重視成長價值、變通價值、務實價值、淡泊價值、公平價值之員工愈具組織承諾傾向。而女性比男性及教育程度高者比低者較具組織承諾傾向。 五、愈重視成長價值、變通價值、務實價值、淡泊價值之員工愈能對組織產生信任。而女性比男性及教育程度高者比低者較具組織信任傾向。 六、愈高年歲世代,愈重視公平價值、淡泊價值、成長價值之員工愈具組織公民行為傾向,尤其是在「協助同事」、「不生事」、「公私分明」、「自我充實」方面,愈能表示世代之間有所差異。而女性比男性及教育程度高者比低者較具組織公民行為傾向。 最後,本研究根據研究所得之結果,作一討論並對企業界、員工個人及後續研究者作一建議。

並列摘要


Domestic enterprises have encountered the difficulties resulted from incoherent demands of employees of different generations in business management. It is important to understand and to resolve the conflicts existing among generations in order to help each employee to make the most of his/her capabilities and to improve the management strategies. This research is to study work value of the employees from different generations in the high technology industries and is intended to investigate the followings: 1. The differences of work value; 2. The differences of work attitude of generations of employees in the high technology industries; 3. The relationships between work value and work attitude among individuals. Five hundred questionnaires were released, and the retrieved valid questionnaires are 234 copies, among which 142 are male (60.7%) and 92 are female (39.3%). Different age ranks are distinguished as senior generation (41 year old and above) including 39 individuals, baby boomer generation (31-40 years old) including 107 individuals, X generation (26-30 years old) including 58 individuals and Y generation (25 year old and under) including 30 individuals. In the categories of education, 157 (67.1%) are college graduated, and 77 (32.9%) are graduate school graduated. The baby boomer generation is the largest sample population of the four generations mentioned above. Working experience of 5-10 and above 10 years are 36.8% and 30.3%, respectively. The findings are listed below: 1. The differences of work value of employees from different generations are significant. Work value of the baby boomer generation is significantly different from that of X and senior generations. 2. Organizational trust and work value are significantly different from one generation to the other. The senior generation shows the strongest difference and is followed by X and Y generations, and baby boomer generation, the last. 3. Work value, Organizational trust and Organizational citizenship behavior are significantly related. Individuals who emphasize more in growth and fairness and more indifferent and practical in their personalities are easier to trust the organizations. The behavior of organization commitment, unfighting for gains, distinguishing business or not and self-improvement from the employees is significantly related to the work value such as growth, fairness, indifferent, practical, and humor. 4. Employees who emphasize more in the growth value, humor value, practical value, indifferent value and fairness value show stronger organization commitment. The female employees and those who are highly educated show stronger organization commitment than that of the male ones and those who are not highly educated. 5. Employees who emphasize more in the growth value, humor value, practical value and indifferent value show stronger confidence to the organizations, and so as the female and those who are highly educated than that of the male ones and those who are not highly educated. 6. In the more senior generations, those who emphasize more in fairness value, indifferent value and growth value show stronger in Organizational citizenship behavior. The significant differences among generations are shown especially in the aspects of helping colleagues, unfighting for gains, distinguishing business or not and self-improvement. The female employees and those who are highly educated show stronger Organizational citizenship behavior than that of the male ones and those who are not highly educated. The author will discuss the results based upon the observation in the studies and provide a proposal to the enterprises, the employees and the subsequent researchers.

參考文獻


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