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題 名 | 「組織承諾」與「完全薪酬」之實證研究--以朝陽科技大學專任教師為例=Organizational Commitment and Total Compensation: An Analysis of Full-time Faculty Members at Chaoyang University of Technology |
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作 者 | 林昌榮; 劉定國; 何雅惠; 陳育瑜; 劉惠芳; | 書刊名 | 朝陽學報 |
卷 期 | 5 2000.08[民89.08] |
頁 次 | 頁1-24 |
分類號 | 494 |
關鍵詞 | 組織承諾; 完全薪酬; Organizational commitment; Total compensation; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究目的在了解朝陽科技大學專任教師對於學校「組織承諾」與「完全薪酬」的態度,同時更進一步分析「完全薪酬」對「組織承諾」之影響。研究對象以88學年度朝陽科技大學教職員通訊錄為依據,扣除進修及無法連絡的人員之外,合計發出問卷291份,回收有效問卷118份,回收率為41%。研究分析結果如下:(一)就「組織承諾」整體而言,朝陽科技大學專任教師的態度接近中間「無意見」狀態。然而如果進一步將「組織承諾」區分為「感情承諾」及「持續承諾」,研究發現專任教師之「感情承諾」明顯高於「持續承諾」。另外,如果將「持續承諾」的兩個因素抽離出來比較,研究發現「低選擇性持續承諾」明顯低於「高個人犧牲持續承諾」。在校兼任行政工作之專任教師其整體之「組織承諾」及「感情承諾」明顯高於未兼任行政工作者。另外,副教授以上的專任教師其「持續承諾」明顯低於講師,而已婚者則明顯高於未婚者。(二)就「完全薪酬」而言,專任教師的態度除了對於其「工作內容」抱持比較正面的看法並明顯高於其他「完全薪酬」的構面之外,其餘對於「工作環境」、「福利」、「薪資」、及「獎勵」方面並未明顯滿意。兼任行政工作之專任教師對於其「工作內容」之認同感明顯高於未兼任行政工作者。而具有三年以下或五年以上教師經驗之專任教師者對於「工作環境」之滿足感明顯高於具有三到五年經驗之專任教師。就「獎勵」而言,本研發現具有五年以上教師經驗者明顯高於具有三至五年教師經驗者。(三)在多元迴歸分析方面,「完全薪酬」可以解釋24%「組織承諾」、41%「感情承諾」及13%「持續承諾」的總變異量。而只有「薪資」是唯一與三者都有顯著關係的因素。但是對於「感情承諾」而言,「工作內容」與「工作環境」亦扮演重要角色,其可以解釋「感情承諾」的能力甚至高於「薪資」。 |
英文摘要 | The purpose of this study is to investigate the perceptions of full-time faculty members at Chaoyang University of Technology (CYUT) on organizational commitment and total compensation, and to examine the influence of total compensation on organizational commitment. Results of the research are summarized as follows: First, full-time faculty members are more likely to continue teaching at CYUT because they want to do so, not because they have to. If they have to do so, it is not because they have little alternatives, but because they believe that leaving CYUT would cost them high personal sacrifice. Second, full-time faculty members with administrative duties at CYUT have significantly higher degrees of organizational commitment and affective commitment than those who do not work as administrative staffs. Besides, the degree of continuance commitment for professors and associate professors is significantly lower than that of lectures at CYUT. Unmarried full-time faculty members have less strength of low alternative continuance commitment than married ones. Third, the satisfaction on job content for full-time faculty members is significantly higher than their satisfaction on work environment, employee benefit, salary and incentives. However, there are no significantly differences among work environment, employee benefit, salary and incentives. Fourth, full-time faculty members with administrative duties at CYUT are more satisfied with their job contents than others. Full-time faculty members at CYUT with a total teaching experiences of 3 to 5 years are less satisfied with their work environments than others. Meanwhile, full-time faculty members at CYUT with more than 5 years of total teaching experiences are more satisfied with incentives than those with 3 to 5 years. Finally, total compensation accounts for about 24% variance of organizational commitment and 13% of continuance commitment, in which salary is the only variable that is significantly related to both. In addition to salary, job content and work environment are also related to affective commitment, where total compensation accounts for 41% variance of affective commitment. |
本系統中英文摘要資訊取自各篇刊載內容。