查詢結果分析
來源資料
相關文獻
- 臺南市花店從業人員工作投入及工作績效對留任意願關係之研究
- 量販店員工工作生活品質對組織承諾與工作投入的影響之研究
- 實習醫學生自我導向學習與留任意願之相關研究--以工作投入為中介變項
- 內部行銷、組織承諾、工作投入、及工作滿意對工作績效之影響--以臺灣老人服務機構為例
- 企業員工組織支援感對工作投入和工作績效關係探析
- 金融人才性格測驗對工作滿意、工作績效與留任意願之效標關聯驗證--以P銀行為例
- 金融從業人員在工作不安定下對工作績效之影響--以工作壓力與工作投入為中介變項
- 國際觀光旅館管理階層對組織變革認知與工作績效之相關研究--以工作態度為中介效果
- 國際觀光旅館員工工作價值觀與工作績效關係之研究--以工作態度為中介變項
- 內部行銷與情緒智力對員工績效之影響
頁籤選單縮合
題 名 | 臺南市花店從業人員工作投入及工作績效對留任意願關係之研究=The Relationship between Job Involvement, Job Performance, and Intention to Stay of Florists in Tainan |
---|---|
作 者 | 朱惠英; 詹慧珊; 陳美芳; 吳泰良; 蔡宜萱; 蔡宜萱; | 書刊名 | 嘉大農林學報 |
卷 期 | 14:2 2017.08[民106.08] |
頁 次 | 頁25-46 |
分類號 | 494.3 |
關鍵詞 | 工作投入; 工作績效; 留任意願; 花店從業人員; Job involvement; Work performance; Intention to stay; Florists; |
語 文 | 中文(Chinese) |
中文摘要 | 本研究旨在探討花店從業人員之工作投入、工作績效及留任意願間之關係,透過問卷調查方式對台南市具有營利事業登記之花店工作人員進行調查,共抽取有效問卷219份。整體問卷內容包含『工作投入量表』、『工作績效量表』、『留任意願量表』等三大部份,本研究理論模式經由結構方程模式配適度檢定,符合可接受適合度檢定水準,研究結果發現:一、花店從業人員之工作投入對留任意願有顯著正向直接及間接影響。二、花店從業人員之工作投入對工作績效有顯著正向影響。三、花店從業人員之工作績效對留任意願有顯著正向影響。四、工作投入、工作績效對於留任意願之直接效果以工作績效最為顯著。彙整研究結果可知,若要提升花店從業人員的留任意願,除了管理者要能夠知人善任挑選具備敬業負責人格特質之員工外,亦應讓員工能從工作中獲得肯定與滿足,方能強化員工的留任意願。此外,由理論模式之路徑係數顯示,「工作投入」除了會直接影響「留任意願」外,亦會透過「工作績效」間接影響「留任意願」,由此可知,僅僅只有對工作的熱誠與投注是不夠的,如果沒有伴隨好的工作績效,對留任意願的影響力是微薄的,由「工作績效」對「留任意願」的總效果值可知,當花店從業人員在職場技術上達到一定熟練度後,其留在原工作崗位的意願也就愈強,好的「工作績效」不僅使業務能順利推展,更能使花店從業人員在工作崗位上如魚得水,強化其留任意願。 |
英文摘要 | The purpose of this study is to investigate the relationship between florists', job involvement, job performance and intention to stay in the work field in the city of Tainan. We used questionnaire surveys to collect the opinions of 219 florists and employees in businesses with profit-making business restrictions in Tainan. The questionnaire was made up of three separate parts: Job Involvement Scale, Work Performance Scale, and Intention-to-stay Scale. This study's theoretical model has been fitted with the acceptable structural equation model. We found the following results: 1. The amount of effort made by a florist has a positive and direct impact on willingness to stay in the job. 2. The work effort invested by a florist has a significantly positive impact on work performance. 3. A florist's work performance has a positive impact on the willingness to stay in the job. 4. Work effort and performance directly impact willingness to work and are reflected in employees' work performance. The result of this compilation study shows that, in order to improve the intention to stay in the job of florist employees, managers should hire workers with dedicated personalities. Furthermore, managers ought to allow employees to have positive experiences that allow them to gain satisfaction from their work. The coefficient of the theoretical model shows that work input not only directly affects willingness to stay, but also indirectly affects retention through work performance. Therefore, enthusiasm and commitment to work alone are not enough. An employee lacking good job performance has a low impact on retention. When florists in the workplace achieve a certain proficiency in their job, it not only enhances the overall flower business, but also allows flower shop employees to master the skills required for the job, thus significantly improving their intention to stay. |
本系統中英文摘要資訊取自各篇刊載內容。