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來源資料
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題 名 | 基層員工工作生活品質之研究 |
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作 者 | 曹國雄; 黃文賢; | 書刊名 | 中原學報 |
卷 期 | 20 1991.12[民80.12] |
頁 次 | 頁177-188 |
分類號 | 494.31 |
關鍵詞 | 工作; 生活品質; 基層員工; |
語 文 | 中文(Chinese) |
中文摘要 | 提昇基層員工工作生活品質是當前國內人力資源管理的一個重要課題。本研究嘗試辨認測量基層員工工作生活品質的構面,並檢討工作生活品質對工作態度的影響與重要性。受試共有408人,來自8家電子公司,其中男性79人;女性329人,均為基層員工。研究結果發現:工作報酬、福利、工作保障、工作場所、人際關係、公平對待、升遷、工作自主性與變化性以及參與決策等12個項目是可用來測量工作生活品質的構面,其中升遷、參與決策和工作報酬是對基層員工較重要的構面,何時,工作生活品質與工作滿足,組織參與以及離職意願也有很高的相關。本研究的結果也發現需求構面的現有程度比需求強度更能解釋工作態度,這個結果似乎是對需求構面理論的一個質疑。 |
英文摘要 | To promote the quality of work life for low level employees is a popular trend in human resources management. This study attempted to identify dimensions for measuring quality of work life and examined the effect of quality of work life on job attitude. Four hundred and eight subjects; 79 males and 329 females from 8 electronics companies were surveyed. The result indicated that rewards, benefits, job security, working conditions, interpersonal relationship, fair treatment, promotion, job autonomy and variety, and participation in decisionmaking were valid dimensions for measuring quality of work life. Among these dimensions: promotion, participation in decision.making and rewards were the most important dimensions for subjects. Meanwhile, quality of work life was highly correlated with job satisfaction, commitment and intent-to-leave. The result also indicated that the perceived amount existing can predict the attitude better than the need strength. This result casted a doubt on the validity of the facet model of need satisfaction. |
本系統中英文摘要資訊取自各篇刊載內容。