頁籤選單縮合
題 名 | 國小教師組織承諾與學校組織績效關係之研究=A Study of the Relationship between a Teacher's Organizational Commitment and a School's Organizational Performance |
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作 者 | 范熾文; | 書刊名 | 教育研究資訊 |
卷 期 | 12:1 2004.02[民93.02] |
頁 次 | 頁29-48 |
專 輯 | 教師專業發展與組織承諾 |
分類號 | 523.3706 |
關鍵詞 | 教師組織承諾; 學校組織績效; Teacher's organizational commitment; School's organizational performance; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究之目的在探討國小教師組織承諾與學校組織績效的關係。本研究採取文獻分析與調查研究方法,調查研究以公立學校1062位教師為樣本,所蒐集資料分別以描述統計、單因子變異數分析、積差相關與多元迴歸分析進行分析。本研究得到下列幾項結論: 一、國小教師組織承諾與學校組織績效情況,大致良好。 二、國小教師組織承諾與學校組織績效之間有密切相關。 三、男性、年長、資深、兼任行政職務教師所知覺組織承諾與學校組織績效分數較佳。 四、教師具有高度的態度性與交換性組織承諾,會有較高的學校組織績效。 五、國小教師組織承諾能有效解釋學校組織績效。 根據研究結論,提出下列建議: 一、修訂教師考績法令,發揮獎優汰劣的功能。 二、建立公平互惠機制,提供合理報酬系統。 三、運用激勵原則,關懷新進、資淺、女性之教師。 四、適度調整職務,增進教師參與校務機會。 五、了解本身權利與義務,認同學校理念與價值。 |
英文摘要 | The purpose of this study is to inquire into the relationship between a teacher's organizational commitment and a school's organizational performance. The study methods adopted were literature review and questionnaire. The subjects included 1062 teachers from public schools. The collected data were analyzed stepwise, with descriptive statistics, using a one-way ANOVA technique and Pearson product-moment correlation. Conclusions were made as follows:1. The general situations of a teacher's organizational commitment and a school's organizational performance are good.2.There are close relationships between a teacher' s organizational commitment and a school's organizational performance.3. Teachers who are male, elderly, senior, and administrators have a stronger sense of the relationship between a teacher' s organizational commitment and a school' s organizational performance.4.Higher teacher's attitudinal and exchangeable organizational commitment will result in higher school's organizational performance.5. Teacher's organizational commitment explain effectively school's organizational performance. According to the conclusions, the following are the suggestions and recommendations:1.Revise regulations of teacher performance appraisal to consist of reward and punishment.2.Establish fair and mutually favored mechanisms to provide a reasonable compensation system.3.Motivate new members, junior and female teacher's to enhance their job performance.4.Adjust jobs appropriately to increase teacher participation in school matters.5.Understand individual rights and obligations to identify with the school's mission and value. |
本系統中英文摘要資訊取自各篇刊載內容。