教練工作價值觀對組織承諾、工作投入及工作滿意度的影響

The Effects of Coach's Work Value on Organizational Commitment, Job Involvement, and Job Satisfaction

王俊明(Junn-Ming Wang)

《臺灣運動心理學報》 5期 (2004/11) Pp. 59-86

https://doi.org/10.6497/BSEPT.20041101_(5).0004

摘要

本研究主要目的是：1.比較不同背景變項之教練在工作價值觀的差異。2.探討教練的工作價值觀對其組織承諾、工作投入及工作滿意度的影響。本研究所用的受試者爲國小、國中、高中（職）及大學的教練，受試者共256人。所用的研究工具有工作價值觀量表、組織承諾量表、工作投入量表及工作滿意度量表。所得資料以獨立樣本t考驗、獨立樣本單因子變異數分析及多元逐步迴歸分析進行統計分析。所得結果如下：1.女性教練比男性教練有較高的內在價值；教練年資在10年以上的比5年以下及5-10年的教練有較高的內在價值；專科畢業的教練比研究所畢業的教練有較高的外在價值。2.教練的內在價值可以分別預測其團隊認同及努力意願的變異量達12.6%及29.4%。3.教練的內在價值及外在價值能有效預測其工作比重取向的變異量達18.1%，而其內在價值可以分別預測其工作認同取向及工作成就取向的變異量達38.3%及3.6%。4.教練的內在價值可以分別預測其工作本身、工作表現及人際關系的變異量達33.6%、29.7%及21%。本研究除了對研究結果加以討論外，並對研究結果的應用和未來的研究提出一些建議。

關鍵字

教練 ； 工作價值觀 ； 組織承諾 ； 工作投入 ； 工作滿意度

並列摘要

The purposes of this study were: 1. to compare the differences of coach's work value among different background variables, and 2. to explore the effects of coach's work value on organizational commitment, job involvement, and job satisfaction. There were 256 coaches drawn from elementary school, junior high school, senior high school, and university. All the subjects were administered by work value inventory, organizational commitment inventory, job involvement inventory, and job satisfaction inventory. The collected data were analyzed by t-test (independent), one-way ANOVA (independent), and multiple stepwise regression analysis. The findings were as follows: 1. Female coach scored higher intrinsic value than male coach; the coach with over 10 working years scored higher intrinsic value than the coach with under 5 working years and 5-10 working years; the coach graduated from college scored higher extrinsic value than the coach graduated from graduate institute. 2. The coach's intrinsic value could separately predict 12.6% and 29.4% of variance of team identification and willingness of working hard. 3. The coach's intrinsic value and extrinsic value could predict 18.1% of variance of working ratio orientation, and the intrinsic value could separately predict 38.3% and 3.6% of working identification orientation and working achievement orientation. 4. The coach's intrinsic value could separately predict 33.6%, 29.7% and 21% of variance of working in itself, working performance, and interpersonal relationship. The findings were discussed, and some suggestions of the applications of the results and future studies were offered.

並列關鍵字

coach ； work value ； organizational commitment ； job involvement ； job satisfaction

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