學位論文

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    On the Interrelationship between Individualistic Orientation, Organizational Commitment, and Turnover Intention in the Workplace
    (2013) 王良海; Kyle Wang
    The high turnover rate of the younger generations in Taiwan has for some time been a conundrum that besets local Taiwanese enterprises, as had been discussed in many articles. Most of these articles, however, had attempted to address this issue from the perspective of the assorted personality traits of these younger generations in Taiwan, which in actuality may be a case being unable to see the forest for the trees. By zooming in on the cognitive contradistinction between the generations imposed upon by the times, this research aimed to examine the issue from a macroscopic viewpoint, which hopefully can contribute to a better understanding of the nature of this blight of a phenomenon that is rampant among the younger generations in Taiwan. The R&D sector, wherein solidarity and selfless cooperation are called for so as to achieve breakthroughs and innovation and where human nature is put to the acid test on account of the onerous workload and massive stress, serves as an ideal place to inspect the collision of collectivism versus individualism and the impact thereof. Through in-depth interviews with targeted experienced HR personnel and the revelations of related success and failure stories, this research shed some new lights on the nature of this value mutation/confrontation pattern liable to stage in the workplace of certain graduated developing economies.
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    訓練職能與組織承諾的關係:以人資部門角色為干擾變數
    (2010) 吳智翔; Chih-Hsiang Wu
    此研究探討訓練職能與組織承諾的關係,並且以人資部門角色為干擾變數 研究方法主要是以階層迴歸的方式,樣本對象以中小型企業為主 研究結果顯示:訓練職能和組織承諾有正向相關 人資部門角色也與訓練職能以及組織承諾正向相關 並且人資部門角色也扮演一個干擾調解的角色介於訓練職能與組織承諾之間
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    家庭友善政策與尊嚴勞動措施對員工性別平等知覺與組織承諾的影響
    (2010) 吳卓容; Joanna Chu-Jung Wu
    對組織而言，了解真正影響提升員工工作生活的因素是重要的。隨著雙薪家庭的增加，家庭友善政策因而萌生且被熱烈討論。此外，近年來歐盟將尊嚴勞動視為最重要的課題。而這兩者皆立基於性別平等的概念之上。因此，此研究欲提出一概念模型，藉家庭友善政策與尊嚴勞動措施的實施以預測員工的組織承諾，並了解員工的對性別平等的知覺在此一模型內的中介作用。 先以一試驗性研究探討家庭友善政策、尊嚴勞動措施、性別平等知覺與組織承諾各量表的適切性。再以修改後的問卷向研究主體-台灣民營企業員工，收集研究資料。描述性與推論性統計資料藉由SPSS軟體分析之，以t考驗與ANOVA分析各群組比較結果。此外，結構方程模型(SEM)亦被運用於瞭解此一假設模型是否成立與其中各構面之可能性關係。 結論證實此一以家庭友善政策及尊嚴勞動措施的實施，併以性別平等知覺為中介因素，欲預測員工之組織承諾之模型的可行性。然而，研究結果亦顯示相關友善政策在台灣的工作職場中仍待加強。