體育行政人員工作滿意、工作壓力、組織承諾與工作績效之研究

Abstract

本研究目的在於探討政府體育行政人員在工作滿意、工作壓力、組織承諾 與工作績效之現況，比較不同背景體育行政組織人員在工作滿意、工作壓力、 組織承諾與工作績效的認知差異，並建立工作滿意、工作壓力、組織承諾與工 作績效之因果關係模式。本研究透過問卷調查針對382 位政府體育行政人員， 獲得231 份有效問卷。以描述統計、單因子多變項變異數分析（One-way MANOVA）、結構方程模式分析等統計方法處理，結果發現： 一、體育行政人員在工作滿意、組織承諾與工作績效的表現屬於中上程度，在 工作壓力的表現則屬中等程度。 二、部分不同背景體育行政組織人員在工作滿意、工作壓力、組織承諾與工作 績效上的感受有顯著差異存在。整體而言，「男性」的工作滿意、組織承諾 較佳；「51 歲以上」者的工作滿意、組織承諾與工作績效較佳；「21 年以上年資」者的工作滿意、組織承諾與工作績效較高，工作壓力較低；不同教 育程度者在工作滿意、工作壓力與組織承諾上均無差異，唯在工作績效的 「脈絡績效」中，「研究所以上」者的表現高於「大學」程度者；「薦任以 上職等」者在工作滿意、組織承諾、工作績效的表現高於「委任職等」者， 但在工作壓力方面則相反；「主管」在工作滿意、組織承諾、工作績效的表 現較佳，「非主管人員」在工作壓力的「角色模糊」層面感受較強烈。 三、關於體育行政人員在工作滿意、工作壓力、組織承諾與工作績效之因果關 係模式，結果顯示：工作壓力對於工作滿意具有負向影響力，並透過工作 滿意間接降低組織承諾的表現。工作滿意對於組織承諾具有強烈的正向影 響力。在體育行政人員「工作績效」的影響因素中，「工作滿意」與「組織 承諾」具有較強的正向影響力，「工作壓力」則具有中等程度的正向影響力。The purposes of this study were to clarify the reality of job satisfaction, job stress, organizational commitment and job performance for government physical education administrators in Taiwan. It was also to compare the differences those officers’ demographic variables on their job satisfaction, job stress, organizational commitment and job performance. In addition, it tried to probe the relationship among job satisfaction, job stress, organizational commitment and job performance of government physical education administrative organizations. Questionnaire survey was conducted by the researcher to collect data for this study. Out of the 284 questionnaires posted to the P.E. administrators in the physical education administrative organizations in Taiwan, a total of 231 were valid. The quantitative data acquired were analyzed through descriptive statistics, One-way MANOVA and SEM. The results were as follows: 1. Physical education administrators’ job satisfaction, organizational commitment, and job performance were at the middle-to-high level, while their job stress was at the middle level. 2. Physical education administrators with different backgrounds also felt differently in terms of job satisfaction, job stress, organizational commitment, and job performance. Generally speaking, “male” showed better results in terms of job satisfaction and organizational commitment. Those who were over 51 years old showed better results in terms of job satisfaction, organizational commitment, and job performance. Those who had worked for more than 21 years showed better results in terms of job satisfaction, organizational commitment, and job performance but worse in terms of job stress. Results for administrators with different educational backgrounds were similar in terms of job satisfaction, job stress, and organizational commitment. However, in the “context performance” category of job performance, those with graduate-school degrees demonstrated better results than those with bachelor degrees. Results for those at different job ranks were also different. Those who held recommended and selected ranks demonstrated better results than those held delegated ranks in terms of job satisfaction, organizational commitment, and job performance, but the opposite in terms of job stress. Supervisors demonstrated better results in terms of job satisfaction, organizational commitment, and job performance, but non-supervisors demonstrated stronger feelings in the “role ambiguity” category of job stress. 3. The findings in our study, which are used to establish the cause-and-effect pattern for physical education administrators’ job satisfaction, job stress, organizational commitment, and job performance, were as follows: job stress indicated negative influence on job satisfaction, through which the performance of organizational commitment was lowered indirectly. Job satisfaction indicated strong positive influence on organizational commitment. Among the factors that affected physical education administrators’ job performance, job satisfaction and organizational commitment indicated stronger positive influence, while job stress indicated mid-level influence.