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  • 學位論文

雇用型態與工作態度之關係-員工人格特質之角色

PATTERNS OF EMPLOYMENT AND JOB ATTITUDES—THE ROLE OF EMPLOYEE’S LOCUS OF CONTROL

指導教授 : 孫碧娟
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摘要


隨著產業結構轉變與企業人力資源運用政策的調整,工作型態已經呈現多樣化的發展態勢。部份工時的員工大幅增加,在過去40年間已成長了雙倍之多 (Feldman, 1995),目前在美國大約有20%的員工從事部分工時的工作 (Nardone, 1995),且在2001年已經超過兩千兩百萬的人數 (Bureau of Labor Statistics, 2001)。這個趨勢不只發生在美國,在加拿大與英國也同樣的在增加 (Barling and Gallagher, 1996),台灣也開始步上美日等國的後塵。除了產業結構與人事成本降低的影響外,採行個人帳戶的勞退新制也被視為勞動鬆綁的措施,再加上國內這幾年從製造業轉型至服務業,「服務業以人力成本為主,成本結構中的人事成本很高」,這更對「非典型工作型態」產生推波助瀾的作用。 過去的研究認為不同雇用型態的員工 (部分工時及全職員工)與公司 (雇主)之間彼此的期待並不相同。一般來說,許多學者推斷全職員工比部分工時員工對於他們應該從組織身上得到什麼會有較高的期待 (Wotruba, 1990)。過去的研究大部分都把焦點放在工作滿足與組織承諾上,很少將注意力放在其他可能的潛在優勢上,而且研究發現並不一致。員工的情感作用與工作績效間的關係是一般被公認的事實,且普遍被認為是由於情感作用中人格的不同所形成的。現存研究均顯示內控者的工作表現優於外控者,但是實際結果需要視工作性質而定。工作態度會受雇用型態與人格特質的影響,因此,本研究針對工作態度的各個構面進行分析,並探討人格特質對雇用型態與工作態度間的影響。 本研究以大賣場、速食店和便利店之零售業中全職與部分工時員工為實證對象,透過便利抽樣對其進行問卷調查,共收回543份問卷,有效回收率為77.57%,並以變異數分析ANOVA與AMOS5.0統計軟體進行分析。研究結果發現: 以雇用型態對工作態度而言,結果顯示部份工時員工的工作滿足、工作壓力及工作投入之活力構面較全職員工高;全職員工的工作對家庭的衝突、持續性組織承諾及持續性職業承諾較部份工時員工高。 以人格特質對工作態度而言,結果顯示內控人格的員工的工作滿足、情感性組織承諾、規範性組織承諾、情感性職業承諾、規範性職業承諾、工作投入之活力、奉獻與全神貫注構面較外控人格員工高;外控人格的員工的工作壓力、工作家庭的衝突較內控人格員工高。 以人格特質的干擾情況而言,在內控人格下,從事部份工時工作的員工,其工作滿足與情感性承諾皆比從事全職工作者高;在外控人格下,從事全職工作的員工,其工作滿足與情感性承諾也都比部份工時員工高。

並列摘要


With the transformation of market structure and the government’s policy of enterprise human resource operation, the development of work types has been diversified.The number of part-time workers has been increasing. It has been growing up double in the past 40 years (Feldman, 1995). Now represents approximately 20% of the US workforce (Nardone, 1995). This trend is not confined to the USA, as part-time workers have increased in Canada and Europe as well (Barling and Gallagher, 1996). The employment of part time workers also became more popular in Taiwan. In addition to the impact of market structure and decrease of personnel cost, the Newly Implemented Pension Program, based on Individual Labor Pension Accounts system, has been regarded as the measure of slacking the labor. Furthermore, in these years our domestic market structure has transformed from manufacture to service industry, which is based on “human resource” causing the high personnel cost of the cost structure, inciting the “atypical employment” even more. The expectance has been inconsistent between employees and employer in past literature. A number of researchers have speculated that full-time employees have higher expectations than part-time employees about what they should get from the organization (Wotruba, 1990). Previous researches about employment type and job attitudes focused on job sastisfaction and organizational commitment and the findings were mixed. An employee’s affective functioning relates to job performance is generally accepted and has been conceptualized as enduring personality differences in general affective functioning. The overall evidence indicates that internals generally perform better on their jobs, but that conclusion should be moderated to reflect differences in jobs. Job attitudes are influeced by patterns of employment and personality traits. This study examines the effect of the type of employment on each dimension of job attitudes and investigates the role of employee’s locus of control. The subjects in this study are full-time and part-time employees who work at fast food restaurants, hypermarkets and convenience stores selected by convenience sampling method. Five hundred and fourty three of the 700 questionaires are completed resprenting an effective response rate of 77.57%. SPSS14.0 for Windows and AMOS5.0 are use to test the research hypothesis, and the result of analysis reveals that employees of part-time work have higher job satisfaction, job stress, vigor of job engagement than full-time. Employees of part -time work have higher work—family conflict, continuance organizational commitment and continuance occupational commitment than full -time. Employees with internals of control have higher job satisfaction, affective and normative organizational commitment, affective and normative occupational commitment and vigor, dedication and absorption of job engagement than externals. Employees with external of control have higher job stress and family→work conflict than internals. The internals employees of part-time work have higher job satisfaction and affective organizational commitment than full-time work. For the externals, the employees of full-time work have higher job satisfaction and affective organizational commitment the part-time work.

參考文獻


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被引用紀錄


謝欣穎(2010)。工作壓力、人格特質與獎酬制度對績效之影響〔碩士論文,淡江大學〕。華藝線上圖書館。https://doi.org/10.6846%2fTKU.2010.01373

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