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Item The Effects of the Personal Characteristics, Cross-Cultural Adaptation and Work Satisfaction of Foreign Workers in Taiwan on their Organizational Commitment and Employee’s Performance(2017) Thomas Thierry Locqueneux; Thomas Thierry Locqueneux無中文摘要Item Leadership Matters? The Moderating Effects of Perceived Transactional and Transformational Leaderships on Career Plateau and Organizational Commitment in Belize(2017) 古瑞希; Delsie Loreni KuThe organizational structure and workplace environment is continuously changing and adapting. As a result, career plateau is more salient in the workplace, resulting in consequences such as reduced organizational commitment and challenges to management. Numerous researches on career plateau have supported the theory that a plateaued employee is harmful to the organization’s success, but few focus on the effects of career plateau in developing countries. Likewise, there is limited focus on how leadership can influence the outcome of organizational commitment in plateaued employees. This study sought to confirm the relationship between career plateau and organizational commitment, with a focus in the moderating roles of transactional and transformational leaderships, particularly in the context of Belize. Data collected, using an online questionnaire, from 247 full-time employed Belizeans, with at least one year tenure with their organization was analyzed. The linear and hierarchical regression analyses were used to confirm the negative correlation between plateaued employees and their affective and normative commitments, and a positive correlation to their continuance commitment. As well, the moderating effects of transactional and transformational leaderships on this relationship were analyzed. The findings show that plateaued employees display reduced affective commitment to the organization, and transactional leadership behaviors strengthen this negative relationship. The results also show that plateaued employees display reduced normative commitment to the organization; however, transformational leadership moderates this negative relationship. What's more, the results also showed that plateaued employees display higher continuance commitment, and transformational leadership strengthens this relationship.Item 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。Item 台灣社福機構之志工留任因素探討(2014) 陳遠晴; Yuan-Ching, Chen本研究之目的為探討影響志工留任因素，並採用組織架構中的個人、群體、組織之三構面分層探究各項因素。此研究中的參與者可分為兩種：一則為曾經或是現在服務於社福機構中達三年或三年以上的志工，二為曾經過是現在服務於社福機構終達三年或三年以上的志工管理、經理者。為求研究結果的多樣性與結果應用的普遍性，所有參與者分別來自不同的社福機構，並以結構式訪談得出較深入的訪談結果。此研究的結果貢獻於實務界中的志工管理相關議題。Item An Empirical Study of Training and Development, Psychological Capital, Employee Job Satisfaction and Organizational Commitment in a Public Organization: Evidence from The Gambia Revenue Authority(2015) 施愛娃; Awa SillahA well-organised human resource development programme is a critical strategy for public organizations, as in the coming years human capital will increasingly play a significant role in organizational development. Notwithstanding, the human resource commitment and turnover is one of the biggest concerns of organizations especially in the 21st century. This study was conducted in The Gambia to explore strategies that public organizations could consider for increasing employees’ commitment behavior in order to achieve national development mandates. Thus, this study departing from the emphasis in prior behavioral research developed a framework of organizational commitment that incorporates training and development, employee job satisfaction and psychological capital. The analyses of the data collected from 257 employees of The Gambia Revenue Authority indicated that training and development and organizational commitment are associated positively, and that, employee job satisfaction and psychological capital partially mediates the relationship. This research used a quantitative research paradigm, and prior to the data collection, the study adopted validated measurement instruments from previous researchers who have conducted studies on these constructs. Thus, to confirm their suitability, the instruments have gone through the process of face validity, pilot study and construct reliability. The data was analyzed using SPSS 22 and Amos to compute descriptive statistics, confirmatory factor analysis, correlations, linear and multiple regressions. Thus, this study may lead to a better understanding as regards to how human resource development practitioners can design policies that may enhance organizational commitment behaviors in public enterprises. Based on the results of this study, practical and theoretical implications were discussed.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 The Relationship of Training and Development, Compensation, Job Stress, Job Satisfaction and Organizational Commitment: An Example of a Commercial Bank in Honduras(2016) 羅葆菈; Nancy Paola Rodríguez ZavalaOrganizational commitment and job satisfaction are important predictors of organizational performance and help organizations reach competitive advantage. In order for organizations to survive during times of economic recession they have to make extra efforts to keep the employees satisfied and committed towards the organization. There are many factors affecting employees’ job satisfaction and commitment, this study focuses on the factors of job stress, training and development and compensation. The data for this study was collected from 250 employees of Banco Atlántida, Honduras most important bank. SPSS statistics software was used to analyze the data. The results obtained indicate that training and development and compensation have a positive and significant effect on job satisfaction; job stress however has a negative but significant effect on job satisfaction. The results also indicate that job satisfaction has a positive and significant effect on organizational commitment. Lastly, job satisfaction showed to have a mediator effect between independent variables, training and development, compensation, job stress and the dependent variable organizational commitment. This study contributes and gives more information to the banking industry in Honduras, especially to Banco Atlántida, about the real situation of the employees.