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    政大機構典藏 > 商學院 > 企業管理學系 > 學位論文 >  Item 140.119/35051
    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/35051


    Title: 新進人員與直屬主管及資深同事價值觀契合度對新進人員組織承諾之影響-並檢驗「與主管交換關係」及「與同事交換關係」之干擾效果
    Authors: 林佳怡
    Contributors: 林淑姬
    林佳怡
    Keywords: 新進人員
    直屬主管
    資深同事
    價值觀契合度
    組織承諾
    主管部屬交換關係(LMX)
    團隊成員交換關係(TMX)
    Date: 2004
    Issue Date: 2009-09-18 13:39:54 (UTC+8)
    Abstract: 求職者與企業雙方都冀望尋求彼此契合的對象,新進人員藉以認同組織、發揮所長;企業藉以提升新人對組織的承諾感,進而獲得其良好績效。論及契合多以價值觀為核心,又由於直屬主管與部門同事是影響新人的關鍵角色,因此將其視為契合比較之重要對象,分別探討新進人員與直屬主管及與資深同事的價值觀契合度對新人組織承諾的影響。然而,新人與主管及同事的互動關係也影響了新人對組織的態度,故在價值觀契合度影響組織承諾的關係中,新進人員與主管的交換關係(LMX)以及新進人員與資深同事的交換關係(TMX)應存在著干擾作用。

    因此,本研究分別以新進人員□直屬主管及新進人員□部門資深同事價值觀(四構面)契合度為自變數,新人組織承諾(三構面)為依變數,LMX和TMX為干擾變數,針對國內一製造業之新進人員、直屬主管、部門資深同事以問卷方式蒐集資料,總計發放635份卷,回收257份;經客觀配對成功之最後分析樣本:新進人員38人,直屬主管20人及部門資深同事93人。資料分析方法採敘述性統計分析、相關分析描述變項的特徵及變項間的關係,並以階層迴歸分析檢驗變項間的影響和干擾效果。研究假設檢驗結果如下:

    1.新進人員□直屬主管之自我增進價值觀契合度對「努力承諾」和「價值承諾」有顯著的正向影響
    2.新進人員□部門資深同事之自我增進價值觀契合度對「努力承諾」和「價值承諾」有顯著的正向影響
    3. TMX在「新人□同事價值觀契合度對新人努力承諾關係」及「新人□同事價值觀契合度對新人價值承諾關係」中有顯著的干擾效果

    研究結果顯示,直屬主管與資深同事皆是影響新人對公司態度的重要接觸群體。在涵蓋一般價值觀的四構面價值觀中,新人與直屬主管、資深同事「自我增進」價值觀契合度是影響新人組織承諾的重要因素,談及契合與否應重視與工作成效相關的「自我增進價值觀」。又基於高TMX在價值觀契合對組織承諾關係的干擾效果,在契合度低的情況下,員工與同事有好的交換關係品質時能夠使低組織承諾的情況不致產生。因而本研究欲提升員工組織承諾,可將發展重點放在建立與同事的關係上,以代替招募價值觀契合者,或企圖改變員工價值觀使與組織契合所做的努力。
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