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Student Number 954207021
Author Ssu-Ke She(佘思科)
Author's Email Address 954207021@cc.ncu.edu.tw
Statistics This thesis had been viewed 2161 times. Download 1320 times.
Department Graduate Institute of Human Resource Management
Year 2007
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title psychological preferences of job characteristics (work values), job characteristics, work morale, life satisfaction
Date of Defense 2008-07-02
Page Count 117
Keyword
  • job characteristics
  • lack of fit between personal preferences and act
  • life satisfaction
  • psychological preferences of job characteristics
  • work morale
  • Abstract The person-job fit has pivotal effects on employees’ work attitudes and behaviors. The purpose of the present study is thus two-fold: to describe psychological preferences of job characteristics (i.e., work values) among Taiwanese employees; to examine the effects of lack of fit between personal preferences and actual job characteristics on employees’ work morale and life satisfaction.
    Our analyses were based on data from the 2005 Taiwan Social Change Survey (TSCS), which had a nationwide representative sample of 1,122 individuals with full-time employment. Both personal preferences and actual job characteristics were measured basing on Super’s (1970) Work Values Scale, along seven dimensions: job security, income, promotion, interesting work, independence, helping people, and benefiting the society. Main findings are as below:
    1. Job preferences were related to gender, age, education, socioeconomic status, marital status, work experiences, current job tenure, and employment types.
    2. Overall lack of fit between personal preferences and actual job characteristics had negative effects on employees’ job satisfaction, organizational commitment, life satisfaction, and positive effects on employees’ turnover intention.
    3. Lack of fit between personal preferences and actual job characteristics along dimensions of job security, income, promotion, and interesting work had negative effects on employees’ job satisfaction; those along dimensions of job security, income, interesting work and helping people had negative effects on employees’ organizational commitment; that on job security had negative effects on employees’ turnover intention; those along dimensions of job security, promotion, and interesting work had negative effects on employees’ life satisfaction.
    4. Overall, the fit between personal preferences and actual job characteristics produced the best results on employees’ work morale and life satisfaction, while the over-supplied fared better than the under-supplied.
    5. Confirmatory factor analyses supported the construct validity of psychological preferences, actual job characteristics, and work morale. The presumed causal relations linking the person-job fit to work morale was also supported by structural equation modeling analyses.
    Table of Content 表目錄 iii
    圖目錄 iv
    第一章 研究動機與目的1
    1.1 研究動機1
    1.2 研究目的3
    第二章 文獻探討4
    2.1  工作價值觀與工作動機4
    2.1.1 價值觀4
    2.1.2 工作價值觀5
    2.1.3 影響個人工作價值觀之人口學變項7
    2.2  個人與工作契合之理論與相關研究14
    2.2.1 契合度的概念14
    2.2.2 個人與工作契合16
    2.2.3 契合度衡量的指標17
    2.3  工作士氣與生活滿意度19
    2.3.1 工作士氣19
    2.3.2 生活滿意度24
    第三章 研究方法27
    3.1  研究架構與研究假設27
    3.2  研究對象與調查方式29
    3.3  研究變項與衡量方式29
    3.3.1 工作價值觀與工作現況30
    3.3.2 工作士氣31
    3.3.3 生活滿意度32
    3.3.4 人口學變項32
    第四章 研究結果33
    4.1  樣本描述33
    4.2  研究變項描述性統計分析35
    4.2.1 研究變項描述性統計分析35
    4.2.2 工作價值觀之調查結果36
    4.3  個人變項與研究變項之相關分析39
    4.4  人口學變項與工作價值觀之T考驗與變異數分析44
    4.4.1 人口學變項與工作價值觀之T考驗44
    4.4.2 人口學變項與工作價值觀之單因子變異數分析48
    4.5  研究變項之相關分析52
    4.6  層級式迴歸分析56
    4.6.1 預測工作滿足57
    4.6.2 預測工作承諾59
    4.6.3 預測離職傾向62
    4.6.4 預測生活滿意度64
    4.7  人口學變項與變項之共變數分析67
    4.8  結構方程式分析74
    4.8.1 驗證性因素分析74
    4.8.2 結構方程式分析81
    第五章 討論與結論85
    5.1  研究結果概述85
    5.2  研究結果討論86
    5.2.1 人口學變項與工作價值觀87
    5.2.2 工作價值落差與工作士氣及生活滿意度90
    5.2.3 工作價值落差91
    5.2.4 結構方程式分析92
    5.3  管理意涵與建議93
    5.4  研究限制與建議94
    參考文獻95
    1.中文部分95
    2.英文部份97
    附錄 102
    1.問卷 102
    2.模式三與模式四 105
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    Advisor
  • Wen-Jeng Lin(林文政)
  • Luo lu(陸洛)
  • Files
  • 954207021.pdf
  • approve immediately
    Date of Submission 2008-07-03

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