本研究旨在探討非營利組織的需求層次、薪資滿意度、工作滿意度與組織績效並加入背景變項如個人屬性及組織屬性來探討彼此的相互關係。 本研究之主要研究目的如下: 一、探討需求層次、薪資滿意度、工作滿意度與組織績效,四個主要構面之間的關聯性? 二、探討非營利組織之員工個人屬性對各構面之間的差異性? 三、探討非營利組織的組織屬性對各構面之間的差異性? 本論文以「臺灣地區非營利組織從業人員」為便利抽樣對象,共發出200份問卷,回收有效問卷110份,有效回收率為55%。本研究之資料分析方法有信度分析、描述 性統計分析、相關分析及獨立樣本t 檢定及單因子變異數分析為研究工具。 本論文之主要研究結果發現: 一、工作滿意度、需求層次、薪資滿意度與組織績效皆有顯著相關。 二、不同背景屬性之員工在工作滿意度有部分顯著差異。 三、不同背景屬性之員工在需求層次有部分顯著差異。 四、不同背景屬性之員工在薪資滿意度無顯著差異。 五、不同背景屬性之員工在組織績效有部分顯著差異。 依據本研究結論,提供具體建議與相關單位及後續研究者參考。
The purpose of this study is to discuss demand hierarchy, salary satisfaction, job satisfaction and organizational performance of non-profit organizations, and add background variables as personal attribute and organization property to inquire the correlation of each other. The objects of this study are: 1. To confer four major dimensions as demand hierarchy, salary satisfaction, job satisfaction and organizational performance, and what's the relationships among them? 2. Is there obvious differentiations between different personal attribute of employees of non-profit organization to the difference of each factor? 3. Is there obvious differentiation between different organization properties of non-profit organization to the difference of each factor? The samples of this thesis are employees of non-profit organizations. Total of 200 questionnaires are sent out. The valid of returned questionnaires are 110. The rate of valid sample is 55%. Research methods of this study include descriptive statistics, reliability analysis, correlation analysis, independent-sample t-test and One-Way ANOVA. Main results of this thesis are: 1. There is obvious correlation among demand hierarchy, salary satisfaction, job satisfaction and organizational performance. 2. There is partly differentiation in demand hierarchy for different background employees. 3. There is partly differentiation in job satisfaction for different background employees. 4. There is partly differentiation in salary satisfaction for different background employees. 5. There is partly differentiation in organizational performance for different background employees. The result of this study can provide concrete suggestion and direction for relative units and researchers for future study.
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