工作自主性、員工股權擁有滿意、自主性需求與組織承諾間關係之再探討：以台灣電子業員工為例

Re-explore the Relationships among Job Autonomy, Employee Ownership Satisfaction, Need for Autonomy and Organizational Commitment

古金英(Jin-Ying Ku)

《科技管理學刊》 9卷2期 (2004/06) Pp. 131-161

摘要

為瞭解同時考慮台灣電子業員工本身之自主性需求、員工股權擁有滿意、及工作自主性時，這些變數與不同構面組織承諾之關係為何？其影響的路徑為何？及以上述變數探討組織承諾時，究竟是採用單一構面組織承諾抑或多構面組織承諾模式的解釋力較佳？本研究以問卷法，採立意抽樣方式針對電子業員工發出問卷，最後以所獲得之179份有效問卷，進行各項假說檢定。期望藉由對上述問題的瞭解，協助電子業界在目前的產業環境現實下，獲得員工對於組織的承諾，進一步獲致期望的產出結果。結果顯現，由員工股權擁有滿意、及工作自主性兩變數所解釋之潛在自變數顯著正向影響感情性承諾及規範性承諾，而與計算性承諾無關。員工自主性需求則顯著負向影響感情性承諾及規範性承諾，而與計算性承諾無關。且工作自主性具正向加強員工自主性需求的作用。至於本研究所探討之組織承諾模式以二因子模式的解釋力最佳，次為三因子模式，單一構面組織承諾模式之解釋力則並不理想。相關之策略涵意亦於文中加以說明之。

關鍵字

多構面組織承諾 ； 員工自主性 ； 員工股權擁有滿意 ； 工作自主性 ； 自主性需求

並列摘要

In order to understand the relationship between need for autonomy, employee ownership satisfaction, job autonomy, and the dependent variable-three dimensions of organizational commitment; the relational path of those variables; and which model's explanation power is much better, 179 valid questionnaires from electronic industrious employees of Taiwan were analyzed. The results find that latent variable of employee ownership satisfaction and job autonomy positive influences affective commitment and normative commitment significantly, but not for continuance commitment; and that need for autonomy negative influences affective commitment and normative commitment significantly, but not for continuance commitment. However, job autonomy may induce employees' need for autonomy. The results also find that two factors model has the most powerful explanation, the second is that for three factors model, and that for one dimension model is seen as improperly. The possible strategy implications are also discussed.

並列關鍵字

Multi-dimension organizational commitment ； Worker autonomy ； Employee ownership satisfaction ； Job autonomy ； Need for autonomy

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