運動中心員工工作滿意度、組織承諾與離職傾向之研究

A Study of Sports Centers Employees, Job Satisfaction, Organizational Commitment and Turnover Intention

李元堯(Yuan-Yao Li) ； 陳鴻雁(Hung-Yan Chen) ； 許富淑(Fu-Shu Xu)

《輔仁大學體育學刊》 13期 (2014/07) Pp. 236-266

摘要

本研究旨在探討運動中心員工工作滿意度、組織承諾與離職傾向。本研究針對社團法人中國青年救國團所承包之運動中心員工進行問卷調查，以研究者自編製「員工工作滿意度、組織承諾及離職傾向調查問卷」為研究工具。共發出230份問卷，回收問卷210份，剔除無效問卷12份，總計有效問卷198份，有效問卷回收率達86.0%。研究結果如下：一、受試者以「男性」、年齡「21-30歲」、服務年資「1-3年」、月收入「30,001-40,000元」、工作職稱「運動指導人員」及教育程度「大專」為最多；工作滿意度以「同儕」構面得分最高；組織承諾以「規範性承諾」構面得分最高；離職傾向以「工作投入」構面得分最高。二、不同工作職稱、月收入員工在工作滿意度認同達顯著差異；不同年齡、教育程度、月收入員工在組織承諾認同上達顯著差異；不同婚姻狀況、年齡、教育程度、服務年資、月收入員工在離職傾向認同上達顯著差異。三、運動中心員工工作滿意度與組織承諾呈現高度正相關；運動中心員工工作滿意度與離職傾向呈現中度負相關；運動中心員工組織承諾與離職傾向呈現高度負相關。

關鍵字

工作續效 ； 組織凝聚力 ； 離職意願

並列摘要

This study aimed to explore the job satisfaction, organizational commitment and turnover intention of the employees at the sports center, which was contracted by the corporation aggregate of China Youth Corps.. This study used the researcher-designed questionnaire of ＂Employee Job Satisfaction, Organizational Commitment and Turnover Intention Questionnaire＂ as the research tool, and the employees were the subjects to take the survey. There were 230 questionnaires issued to staffs and professors. As 210 questionnaires were recycled and 12 invalid questionnaires were eliminated., there were 198 valid questionnaires in total, accounting for 86.0% effective rate. The results were: 1. Most of the surveyed employees were male, aged 21-30 years old, with 1-3 years service seniority, 30001-40000 NTD monthly income, job titled ＂movement instructor＂ and with an education degree of junior college, and they scored the highest restrictively at dimension ＂peer＂ in job satisfaction, dimension ＂normative commitment＂ in organizational commitment, dimension ＂sense of satisfaction and achievement＂ in turnover intention. 2. There was a significant difference in job satisfaction due to different job titles and different monthly income groups. Different age, education level and monthly income of employees had a significant difference in organizational commitment. Also, a significant difference existed inturnover intention recognition because of the differences of marital status, age, education level, years of service and monthly income. 3. There was a positive correlation between sports center employee's job satisfaction and organizational commitment. The sports center employee's job satisfaction showed a moderate negative correlation to the turnover intention. There was a negative correlation between sports center employee's organizational commitment and turnover intention.

並列關鍵字

Work Efficiency ； Organization Cohesiveness ； Turnover

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