查詢結果分析
來源資料
頁籤選單縮合
題名 | 道德倫理觀與組織承諾、工作滿意度、及離職意向之關係研究 |
---|---|
作者 | 葉桂珍; | 書刊名 | 中山管理評論 |
卷期 | 3:3 1995.09[民84.09] |
頁次 | 頁15-29 |
分類號 | 198 |
關鍵詞 | 個人道德; 組織倫理; 組織承諾; 工作滿意度; 離職意向; Individual moral values; Corporate ethics; Organizational commitment; Job satisfaction; Turnover intention; |
語文 | 中文(Chinese) |
中文摘要 | 本文目的在探討個人之道德觀念與個人對其組織倫理氣候之認知兩個倫理變項,與組織承諾、工作滿意度、及離職意向,三個攸關組織績效的人力管理變項間之關係。研究結果雖顯示,個人道德較高者較能認知組織之倫理氣候,但是個人所持有的道德觀念並非影響組織承諾等管理變項之直接因素。惟有使個人對組織之各項倫理改革有所認知,才能增強個人對組織的承諾;而當個人對組織有高承諾時,其工作滿意度會較高,同時離職意向會較低。此外,員工個人對組織倫理的認知能否與其本人所持有之道德觀點相配合,會顯著影響該員工的離職意向。這些研究結果驗證山西方多位學者所倡導的“單獨一項個人因素無法有效解釋組織之倫理行為”;而“當一組織之「倫理價值/倫理標準」廣被其成員接受時,該組織之成功性(本文所驗證之變數為組織承諾)將會增加”。 |
英文摘要 | This paper gives an empirical study on how individual moral values and corporateethical climates perceived by employees affect the three salesforce management variables -organizational commitment, job satisfaction, and turnover intention, within a salesforce organizationalculture. The results indicate that while individual moral values may significantlyinfluence the employees' perception of corporate ethics, its impact on potential organizationalcommitment is indirect. The key to understand the influence of ethical considerations onorganization in terms of organizational commitment seems to lie in recognizing employees'perceptions of corporate ethics. In addition, it appears that those who are more committedto the organization have more job satisfaction and are less likely to leave the organizationthan those who are less committed; a match between individual moral values and corporateethical standards may reduce salespeople's turnover intention. These findings support the viewpoint held by most western scholars that individual characteristics alone are insufficientto explain organizational ethical behavior; when ethical standards/values of an organizationare widely shared among its members, organizational success (it is the employees' organizationalcommitment in this study) will be enhanced. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。