企業願景、企業文化、員工生涯發展與組織承諾影響關係之研究－以劍湖山王子飯店為例

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Title:	企業願景、企業文化、員工生涯發展與組織承諾影響關係之研究－以劍湖山王子飯店為例
Other Titles:	A Study on the Relationship among Corporate Vision, Corporate Culture, Employees' Career Development and Organizational Commitment--A Case of Janfusun Prince Hotel
Authors:	黃美英 Huang, Mai-ing
Contributors:	旅遊事業管理學研究所沈進成 Ching-cheng Shen
Keywords:	企業願景;企業文化;員工生涯發展;組織承諾 Corporate Vision;Corporate Culture;Employees' Career Development;Organizational commitment
Date:	2005
Issue Date:	2015-07-28 13:43:15 (UTC+8)
Abstract:	本研究以劍湖山王子飯店為研究主題，並以組織願景、組織文化及員工生涯發展與個人特質等構面切入，來探討影響組織承諾之因素，並探尋與組織承諾之關係。　　　本研究以問卷調查法蒐集所需之實證資料，並以劍湖山王子飯店全職員工為問卷調查對象。經由因素分析結果顯示，企業願景的重要影響因素依序為「領導哲學」、「員工發展」與「企業形象」；企業文化的重要影響因素依序為「創新團隊文化」、「企業倫理文化」與「以客為尊文化」；員工生涯發展的重要影響因素依序為「工作發展」、「職能發展績效評估」與「人生發展」；員工組織承諾的重要影響因素依序為「留職承諾」、「價值承諾」與「努力承諾」。本研究所建構之企業願景、企業文化、員工生涯發展與組織承諾間之線性結構模式，所得結果如下：1.企業願景會正向影響企業文化。2. 企業文化會正向影響員工生涯發展。3. 員工生涯發展會正向影響組織承諾。4. 企業願景須透過企業文化、員工生涯發展等中介變數之影響，方能對員工之組織承諾產生間接的正向影響效果。因此組織在宣揚企業願景時，管理者必須注意中介變數「企業文化」、「員工生涯發展」之變化，以強化員工之「組織承諾」。　　This research examined factors that influence organizational commitment from dimensions including corporate vision, corporate culture, employees’ career development and personal characteristics of employees, and investigated the relationships of these dimensions with organizational commitment.　　　An empirical research is undertaken for the Janfusun Prince Hotel. According to the factors that the main three dimensions of corporate vision are “leading philosophy”, “employees development” and “corporate image ”. The factors of the main three dimensions of corporate culture are “creative groups culture”, “business ethics culture ” and “respect customers culture”. The factors of the main three dimensions of employees’ career development are “working development”, “development of professional ability and effect estimate”, “life development”. Meanwhile, the factors of the main three dimensions of organizational commitment are “retention commitment”, “value commitment” and “effort commitment”. 　　　We try to resolve the structural equation model among vision of organization, culture of organization, employees’ career development and organizational commitment. We concluded that (1) corporate vision has positive effect on culture; (2) corporate culture has positive effect on employees’ career development; (3) employees’ career development has positive effect on organizational commitment; (4) the intervening effect of corporate culture, employees’ career development to corporate vision and organizational commitment.
Appears in Collections:	[Department of Tourism Management, The M.A. Program of Tourism Management and Leisure Environment Management] Disserations and Theses(M.A. Program in Tourism Management)

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