員工協助方案與組織氣候對工作士氣、組織承諾與離職傾向之關聯性研究─以上市公司為例

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Title:	員工協助方案與組織氣候對工作士氣、組織承諾與離職傾向之關聯性研究─以上市公司為例
Other Titles:	The study on the relationship among EAPs and organizational climate upon work morale, organizational commitment and intention to quit--based on Taiwan Stock Exchange as examples
Authors:	陳宗賢 Chen, Tsung-hsien
Contributors:	管理研究所陳孟修 Meng-shiou Chen
Keywords:	員工協助方案;工作士氣;組織承諾;離職傾向;組織氣候 Intention To Quit;Work Morale;EAPs;Organizational Climate;Organizational Commitment
Date:	2003
Issue Date:	2015-06-04 11:17:35 (UTC+8)
Abstract:	本研究採用SPSS統計視窗軟體作為統計分析之工具，針對樣本資料使用之研究方法如：次數分配、T檢定分析、單因子變異數分析與事後多重比較、皮爾森相關分析、典型相關分析、集群分析與徑路分析等方法。　　　本研究的目的是探討員工協助方案與組織氣候對工作士氣、組織承諾與離職傾向之關聯性研究，並以國內上市公司的員工為研究對象，透過便利取樣的方式進行問卷調查，共發出1220份問卷，回收231份，扣除無效問卷15份，有效問卷216份，有效問卷回收率為17.7﹪，而研究所得結論如下：　　1.不同個人特徵變項（性別、年齡）的員工，其對員工協助方案實施程度的認知有顯著差異。2.不同個人特徵變項（現任職務、婚姻狀況、年齡、工作月薪) 的員工，其對組織氣候的認知有顯著差異。3.不同個人特徵變項（性別、現任職務、婚姻狀況、年齡、工作月薪、年資)的員工，其對工作士氣的認知有顯著差異。4.不同個人特徵變項（性別、現任職務、婚姻狀況、年齡、工作月薪、年資)的員工，其對組織承諾的認知有顯著差異。5.不同個人特徵（婚姻狀況、工作月薪、年資）變項的員工，其對離職傾向的認知有顯著差異。6.不同企業特徵變項（員工人數）的公司員工，其對員工協助方案實施程度有顯著差異。7.員工協助方案與組織氣候、工作士氣、組織承諾有顯著正相關，員工福利方案與離職傾向有顯著負相關。8.組織氣候與工作士氣、組織承諾有顯著正相關，組織氣候與離職傾向有顯著負相關。9.工作士氣與組織承諾有顯著正相關，工作士氣與離職傾向有顯著負相關。10.組織承諾與離職傾向有顯著負相關。11.員工協助方案各構面與組織氣候、工作士氣、組織承諾各構面有顯著典型相關。12.組織氣候各構面與工作士氣、組織承諾各構面有顯著典型相關。13.工作士氣各構面與組織承諾各構面有顯著典型相關。14.員工協助方案、組織氣候與工作士氣、組織承諾有顯著典型相關。15.不同集群的員工對離職傾向的認知有顯著差異。16.員工協助方案對組織氣候有顯著正向影響；組織氣候對工作士氣有顯著正向影響；組織氣候對組織承諾有顯著正向影響；工作士氣對組織承諾有顯著正向影響；組織承諾對離職傾向有顯著負向影響。　　　以上結論將分享給勞工政策制定者、相關學者，以及提供未來相關研究者之方向根據。　　　This study has adopted SPSS FOR WINDOWS as the tool for statistical analysis. For sampling data use research method for example, frequency distribution, T-test analysis, single factor variant analysis（One Way ANOVA）and subsequent inspection, Pearson correlated analysis canonical correlated analysis, cluster analysis, path analysis and so on. 　　　The purpose of this study was to examine the relationships among Employee Assistance Programs, organizational climate, work morale, organizational commitment ,and intention to quit ,and used employees from Taiwan Stock Exchange as examples. The research was mainly conducted by questionnaires. Of the 1220 questionnaires sent out, 231were returned, among which 15 were not valid, 216 were valid. The returning rate of valid questionnaires was 17.7﹪.The major conclusions of this study are as follows：　1.The personal demographic information of employees（i.e., gender, age ）is significantly difference to the perceptions in areas of EAPs. 2.The personal demographic information of employees （i.e., current position within company, marital status, age, job salary per month）is significantly difference to the perceptions in areas of organizational climate. 3.The personal demographic information of employees（i.e., gender, current position within company, marital status, age, job salary per month, seniority）is significantly difference to the perceptions in areas of work morale. 4.The personal demographic information of employees（i.e., gender , current position within company, marital status, age, job salary per month, seniority）is significantly difference to the perceptions in areas of organizational commitment. 5.The personal demographic information of employees（i.e., marital status, job salary per month, seniority）is significantly difference to the perceptions in areas of intention to quit.6.The demographic information of company（i.e.,the members of employee）is significantly difference to the perceptions in areas of EAPs. 7.EAPs is significantly positive correlated to organizational climate, work morale, organizational commitment. Employee welfare programs is significantly negative correlated to intention to quit. 8.Organizational climate is significantly positive correlated to work morale, organizational commitment. Organizational climate is significantly negative correlated to intention to quit. 9.Work morale is significantly positive correlated to organizational commitment. Work morale is significantly negative correlated to intention to quit. 10.Organizational commitment is significantly negative correlated to intention to quit. 11.The parts of EAPs are significantly canonical correlated to the parts of organizational climate,work morale, organizational commitment. 12.The parts of organizational climate are significantly canonical correlated to the parts of work morale, organizational commitment. 13.The parts of work morale are significantly canonical correlated to the parts of organizational commitment. 14.EAPs,organizational climate are significantly canonical correlated to work morale, organizational commitment. 15.Different cluster’s employees are significantly difference to the perceptions of intention to quit. 16.EAPs is significantly positive effect on organizational climate. Organizational climate is significantly positive effect on work morale. Organizational climate is significantly positive effect on organizational commitment. Work morale is significantly positive effect on organizational commitment. 　　　Organizational commitment is significantly positive effect on intention to quit.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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