學位論文

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    The Effect of Working-From-Home on Employee Attitudes during COVID-19 Pandemic
    (2022) 杜英杰; Lemma, Yadel Mesafent
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    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. Jallow
    Despite 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.
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    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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    The Relationship between the Human Resource Practices of the Civil Service and Turnover Intentions among the Middle Range Civil Servants in Malawi
    (2009) 歐拉; Esther Winsome Austen Ng’ong’ola
    The Government of Malawi is one of the biggest employers for the educated Malawians employing more than sixty percent of the total workforce. It is also the biggest employer for young people who just graduate from the university, as employees either without any experience at all or with very limited experience. Companies and other non-governmental institutions do not really employee such inexperienced workforce in masses; as a result these young graduates have very limited choice of employer. In view of this, these inexperienced graduates depend on the government for employment despite the fact that it does not pay “well” as compared to other non-government employers. Additionally, the civil service has been deemed by several Breton-Wood Institutions and others as having poor or unattractive working conditions just like other governments in the least developed countries. Due to these problems, there have been mass exoduses from the civil service exemplified by the medical personnel in the health sector as well as in education. This is very evident among the middle range or entry levels who also happen to be these new graduates from the University yet they are the hub of the professional/technical and administrative categories. This means that the more turnover the civil service has today, the greater the risk of having a poor civil service in the near future. This has not gone well with the government as an employer because recruitment, selection and hiring are very costly and time consuming. In trying to curb the many problems faced by the civil service, the Breton-Woods Institutions initiated what have been called the Civil Service Reform Programmes for more than 10 years (since 1994/5). One of the targets in the Civil Service Reform Programmes was (and still is) to improve the working conditions of the civil servants in order to reduce turnover and enhance retention. This study examined the relationship between some Human Resource practices (salary, job enrichment/autonomy and job stability strategies) as the precursor variables and turnover intentions as an outcome variable. It also explains the relationship between of job satisfaction and employee commitment with both turnover and the HR practices. Backward regression method was used to find the relationships. It still remains obvious that intentions to exit the civil service remain high but employees can hardly quit mainly due to other external labour market forces and also the job security they enjoy in the service. Satisfaction and commitment remain shaky- levels are relatively low though not too low.
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    Factors Affecting Employee Commitment in Nonprofit Organization in Taiwan
    (2010) 林姍姍; Lim San San
    Due to the rapid growth of nonprofit organizations and their contribution to the community, it is important to conduct a further study of employees who are the key component of these organizations. This study explores factors related to employee commitment in nonprofit organizations (job characteristic, job satisfaction, role fit, extrinsic rewards, job stress and turnover intention). In this study, the researcher intends to provide a theoretical framework of factors related to employee commitment in nonprofit organizations. A questionnaire was the data-collection method for the research. A quantitative research approach was adopted, and linear regression and correlation variable analysis method were used to process and examine the effect of the variables mentioned. The questionnaires were distributed in a period of about six weeks from April 12th until May 30th, 2008. 105 samples were collected from social service organizations and 60 samples were collected from ICDF. In total, 165 samples were received and 162 samples could be used. The data comes from 10 nonprofit organizations in Taiwan. Those 10 nonprofit organizations are categorized into 2 types of organizations: Social service organizations and Taiwan ICDF. In terms of relative contribution, the researcher found that job characteristic, role fit, extrinsic rewards and turnover intention directly influence employee commitment in a nonprofit organization. Through this study, the leaders of nonprofit organizations can broaden their knowledge about what factors impact employees the most. Such findings are useful for an organization to improve the commitment of its employees who constitute a key part of the organization.
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    內外部動機對台灣非營利組織工作滿意度影響之分析
    (2008) 陳怡君; Yichun Chen
    This study aims to understand how motivation influences job satisfaction in religious and nonreligious nonprofit organizations. There are two nonprofits, the assembly of Presbyterian Church in Taiwan, a religious nonprofit, and Taipei Mental Rehabilitation Association, a non-religious nonprofit, participating in this study. A questionnaire on job satisfaction and motivation was designed and distributed to employees working in these two nonprofit organizations. Dimension of job satisfaction was composed of seven aspects of job satisfaction, including pay, supervision, fringe benefits, operating conditions, coworkers, nature of work, and communication while intrinsic and extrinsic motivation made up the dimension of motivation. As a result, non-monetary motivation, inclusive of enjoyment and challenge in intrinsic motivation and outward in extrinsic motivation, contributes more to the overall facets of job satisfaction in both religious and non-religious nonprofit organizations. However, pecuniary motivation, the compensation, also has a negative effect on job satisfaction of pay and fringe benefits. In addition, only in the aspect of job satisfaction of pay and nature of work does the type of nonprofits, namely the religious or non-religious type, make a difference. The main implication of this study may be that the homogeneous characteristic among different types of nonprofits in Taiwan is very high. Besides, nonprofit organizations need to continually provide incentives for employees to keep high non-monetary motivation so as to raise job satisfaction which is one of the most important factors for organizational context that improves competitiveness and efficiency.