組織政治知覺、組織氣侯、角色壓力、組織承諾與工作績效關聯性之研究－以嘉義縣稅捐稽徵處為例

NHUIR > College of Management > Department of Business Administration, Master/Ph.D Program in Management Sciences > Disserations and Theses(Master and Doctoral Program in Management Sciences) > Item 987654321/21748

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Title:	組織政治知覺、組織氣侯、角色壓力、組織承諾與工作績效關聯性之研究－以嘉義縣稅捐稽徵處為例
Other Titles:	THE STUDY ON THE CONNECTION BETWEEN: ORGANIZATIONNAL POLITICAL PERCEPTION, ORGANIZATIONAL CLIMATE, ROLE PRESSURE, ORGANIZATIONAL COMMITMENT AND WORK PERFORMANCE A CASE STUDY ON THE TAX BUREAU OF CHIA-YI COUNTY
Authors:	王淑霞 Wang, Shu-Hsia
Contributors:	管理科學研究所陳孟修 Meng-Shiou Chen
Keywords:	組織承諾;工作績效;組織政治知覺;組織氣候;角色壓力 Organizational Commitment;Work Performance;Role Pressure;Organizational Climate;Organizational Political Perception
Date:	2004
Issue Date:	2015-07-02 15:09:12 (UTC+8)
Abstract:	本研究採用SPSS For windows 作為統計分析之工具，針對樣本資料使用研究方法如：次數分配、Ｔ檢定分析、單因子變異數分析、皮爾森相關分析及迴歸分析、集群分析等方法。　　　本研究目的是在探討組織政治知覺、組織氣候、角色壓力、組織承諾與工作績效關聯性研究，並以嘉義縣稅捐處為研究對象，透過普查的方式進行問卷調查，其發出175份問卷，回收147份，扣除無效問卷5份，有效問卷為142份，有效問卷回收率為81.14% ，問卷設計係參考現有文獻資料，採用已編制成的問卷加以修正，而研究結論如下：　　1. 不同個人變項（服務年資）的員工，其對組織氣候的認知有顯著差異。　　2. 不同個人變項（職位）的員工，其對角色壓力的認知有顯著差異。　　3. 不同個人變項（性別、年齡、婚姻、服務年資、職位、學歷）的員工，其對工作績效的認知有顯著差異。　　4. 組織政治知覺與組織氣候之「互動關係」、「獎酬氣候」有顯著負相關。　　5. 組織政治知覺與角色壓力之「角色衝突」有顯著正相關。　　6. 組織政治知覺與組織承諾之「留職承諾」呈現顯著負相關。　　7. 角色壓力與組織承諾之「努力與價值承諾」呈現顯著負相關。　　8. 角色壓力與工作績效之「工作能力」呈現顯著負相關。　　9. 稅務人員的組織政治知覺、組織氣候，角色壓力、組織承諾對工作績效有部分顯著影響。　　10. 不同集群的員工對工作績效有部分顯著影響。本研究上述結論，分別提供給稅務機關管理者、稅務人員個人及未來研究者提出建議，以供參考。　　This study use SPSS for Windows as Statistic analysis tool. According to the data and information from subject，the methods used are Frequency Distribution T-Density Curve Analysis , single factor variance Pearson analysis,Related Analysis, Regression Analysis, cluster analysis.　　　This research targets with the tax bureau of Chia-Yi County is forecast on the connection between Organizational Political Perception,Organizational Climate,Role Pressure,Organizational Commitment and Work Performance accompanied questionnaire survey method. There were 175 subjects. The numbers of valid questionnaires are 142 (81.14%). The questionnaire we used has the similar main frame of current questionnaires and is designed with literature. The conclusions of this study are the following:　　1. There is notable difference in perception of Organization Ambiance according to the variance in working years/ seniority.　　2. There is notable difference in perception of Role Pressure according to the variance in position.　　3. There is notable difference in perception of working performance according to the variances in six, age, marriage, working experience/seniority, position and education.　　4. There is notable negative correlation between Organizational PoliticalPerception and “Interaction”, “Compensation” of Organization climate. 　　5. There is notable positive correlation between Organizational PoliticalPerception and “Role conflict” of Role Pressure.　　6. There is notable negative correlation between Organizational PoliticalPerception and “Retention Commitment” of Organization Commitment.　　7. There is notable negative correlation between Role Pressure and“Endeavor and Value Commitment” of Organization Commitment.　　8. There is notable negative correlation between Role Pressure and “WorkAbility” of Work Performance.　　9. There is some notable influence of Organizational Perception, Organization climate, Role Pressure and Organization Commitment of tax collector/stuff on work performance.　　10. There is some notable influence of employee in different clusters onWork performance.　　The above conclusions can be references to Manager of tax offices, tax collector and to whom may be interested in the same subject.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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