工作輪調對組織公民行為影響之研究

A Study on the Influences of Job Rotation on Organization citizenship Behavior

何瑞枝(Jui-Chih Ho)

指導教授 ： 周素娥

國立臺中科技大學/商管學群/事業經營研究所/碩士(2008年)

摘要

工作輪調乃銀行業早期因防弊實施之內部控管制度，現今則為培養各領域專業人才，使其具備全方位工作技能的重要內部培訓方法。然而，近年來許多學者及管理者均認為，組織公民行為是一衡量組織內人力運作效能的重要指標。因此，本研究希望從人力資源角度，探討組織實施工作輪調制度，促使員工提升專業能力與人際關係，並直接影響員工創造性、自發性採取有利於銀行的角色外行為，提升銀行之效能與效率。
所以，本研究針對工作輪調、工作滿足、組織承諾與組織公民行為四個變項做探討，以銀行有工作輪調經驗之在職員工為樣本發放問卷，共發放580份，回收501份，回收率約86.38%。問卷調查結果經敘述統計分析、信?分析、效?分析、T檢定、單因子變??分析、典型相關分析、複迴歸分析等統計方法進行實證研究，研究之主要發現歸納如下：
一、工作輪調對工作滿足與組織承諾具有顯著的正向影響，而工作滿足與組織承諾也對組織公民行為具有顯著正向影響。
二、工作輪調之「輪調發展性」對工作滿足各構面有顯著正向的影響效果。
三、工作輪調之「輪調發展性」與工作滿足之「實質報酬」、「工作成就」對組織承諾之「情感性承諾」「規範性承諾」有顯著正向的影響效果。
四、工作滿足之「同事關係」、「實質報酬」與組織承諾之「情感性承諾」「規範性承諾」對組織公民行為有顯著正向的影響效果。
五、工作滿足對工作輪調與組織承諾間具有中介效果。另外，工作滿足與組織承諾對工作輪調與組織公民行為間亦具有中介效果。
可見，組織首應建立一健全、有制度且公開公平的輪調制度，有系統、有計劃實施，以「育才用才以活化組織」理念，建立個人與組織互惠的工作輪調制度，讓員工獲得應有報酬及晉升和成長機會。同時，組織亦應營造善意工作環境，培養良好工作關係，使每位員工樂在工作中，如此一來，方能透過具發展性之輪調制度，提高員工工作滿足與組織承諾，進而使每位員工自然表現各式公民行為。

關鍵字

工作輪調 ； 工作滿足 ； 組織承諾 ； 組織公民行為

並列摘要

Job rotation had been used as used to prevent abuses. It is one of the critical instruments for employee training now. Some scholars suggest that job rotation will induce employee’s orgazation citizenship behavior which is the ultimate goal for achieving organization efficiency. However, other scholoars do not think so. There is no consistent empirical suggestions for the relationship between job rotation and organization citizenship behavior.

In Taiwan, job rotataion is widely used in the banking industry. Most managers still hesitate to conduct job rotations in their business practice. Therefore, the purpose of this thesis is to investigate the influence of job rotation on organization citizenship behavior. Also, to explore influential factors on effective job rotations.

The research study framework includes four dimensions. They are job rotation, job satisfaction, organization commitment, and orgazination citizenship behavior. A questionnaire survey is conducted followed by a pretest. The reponse rate is 86.38%.

After using various statistical analysis methods, such as descriptive statistics analysis, reliability analysis, validity analysis, t-test, one-way ANOVA, canonical correlation analysis and multiple regression analysis, are utilized to proof related hypotheses. The main findings include the following.

I. Job rotation significantly has a impact on job satisfaction and organization commitment. Also, job satisfaction and organization commitment significantly have positive effect on organization citizenship behavior.

II. The future effect of job rotation significantly influences job satisfaction.

III. From the job satisfaction viewpoint, the future effect of job rotation significantly has a positive relationship among real reward and job achievement. From the job commitment viewpoint, the future effect of job rotation is significantly influenced by affective commitment and normative commitment.

IV. Job satisfaction, especially in terms of colleague relations and real reward, is positive related with job commitment in terms of affective and normative commitment.

V. Job satisfaction has a mediate effect on the relationship between job rotation and organization commitment. In addition, job satisfaction and the organization commitment have mediate effects on the relationship between job rotation and organization citizenship behavior.

This thesis suggests that organization should carry out an open and fair mechanism for job rotation, which should be accompanied by a motivating reward system. In addition, a favorable environment for social relations is required. Thus, job rotation can be a satisfied instrument by employees, and consequently result in effective organization citizen behavior.

並列關鍵字

Job Rotation ； Job Satisfaction ； Organization Commitment ； Organization Citizenship behavior

參考文獻

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