學位論文
Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861
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Item The Effect of Working-From-Home on Employee Attitudes during COVID-19 Pandemic(2022) 杜英杰; Lemma, Yadel MesafentnoneItem Is Laissez–faire Leadership Always Ineffective? Testing Employee Autonomy Need and Employee Feedback Need as Moderators(2022) 朱庭萱; CHU, TING-HSUANnoneItem Work-life Balance Policies and Planned Retirement Age: Job Satisfaction as Mediator and Age as Moderator(2021) 藍泓原; Lan, Hong-YuannoneItem Item The Relationship among Emotional Intelligence, Job Satisfaction, and Organizational Commitment in the Banking Sector in The Gambia(2012) Isatou A.F. Jallow; Isatou A.F. JallowDespite the large number of studies that examined the antecedents of organizational commitment, fairly little is known about its relationship with emotional intelligence and job satisfaction in developing countries. Hence, the aim of this study was to examine the relationship between emotional intelligence and job satisfaction on organizational commitment of employees among six banks in The Gambia. A Quantitative research design was used and thus, a convenience sampling of 200 employees were drawn from the six banks selected for this study. Three scales: Emotional Intelligence from Wong and Law (2002); Spector’s (1985) Job Satisfaction and the Organizational Commitment from Meyer, Allen and Smith (1997) were employed to collect data from the participants. The data analyses involve the use of One-Way ANOVA, Pearson Product Moment Correlation and Simple Linear Regression. The findings from the One-Way ANOVA analysis indicates that among the five demographic variables chosen for this study, only level of education had a significant difference on organizational commitment. Furthermore, the findings from the correlation and regression analysis show that emotional intelligence and job satisfaction is positive and has a significant effect on organizational commitment. Similarly, emotional intelligence was also positively and significantly related to job satisfaction. Based on the outcome of the study, it is recommended that managers and human resource practitioners to consider incorporating emotional intelligence assessment into the educator hiring process as well as determine the job satisfaction levels of employees as a basis for forming training budgets and retention strategies. It is hoped that these programmes will enhance and retain valuable employees especially in The Gambia banking industry.Item 對不同文化的適應力(2009) 王莉; Varalee Chinerawat隨著全球化進程的加劇，跨文化適應性已成為了跨國公司取勝的關鍵因素。為了研究跨文化適應性的成因和影響，筆者在研究過程中發現工作滿意度與文化適應性有著極大的關聯，即如果員工/管理人員越能適應另一種的文化，那麼他們也就越能感覺到滿足。這兩個因素都可以用來說明跨文化適應性的相關問題。一項調查表明泰國與台灣的跨文化適應性及跨文化工作滿意度有著極大的區別。雙因素理論在不斷的深入，而人口變量也可以用來很好地解釋跨文化適應性。數量經濟三因素模型是由實和Chinerawat通過對323名參與者（ 285名泰國人及38名台灣人）的調查而完成的，這些參與者均來自於在泰國設立的三種不同規模的台灣公司（8000名員工，200名員工，與100名員工）。實踐調查表明影響跨國文化適應性的三大關鍵因素分別為：動力因素，保健因素以及人口統計因素，這些因素可以說明跨文化適應性以及跨文化工作滿意度之間的原因和影響。 實踐研究表明影響跨國文化適應性的三大關鍵因素：動力因素，衛生因素以及人口統計因素對第一號模型及第二號模型的的影響率高達95.3％和96.4％（係數），實踐研究還表明影響跨國文化適應性的三大關鍵因素：動力因素，衛生因素以及人口統計因素對第三號模型及第四號模型的影響率則高達95.3-96.1％（係數）。
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