南華大學機構典藏系統:Item 987654321/24426
English  |  正體中文  |  简体中文  |  Items with full text/Total items : 18278/19583 (93%)
Visitors : 1035447      Online Users : 335
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
    •  Adv. Search
    Home ‧ Login ‧ Upload ‧ Help ‧ About ‧ Administer Goto mobile version


    Please use this identifier to cite or link to this item: http://nhuir.nhu.edu.tw/handle/987654321/24426


    Title: 組織變革、角色壓力、組織承諾與工作績效關係之研究－以某空軍基地為例
    Other Titles: A Study of the Relationships among Social Organizational Change, Role Stress, Organizational Commitment and Work Performance--An Example of an Airforce Base
    Authors: 葉善生
    Yeh, Shan-Sheng
    Contributors: 企業管理學系管理科學碩博士班
    褚麗絹
    Li-Chuan Chu
    Keywords: 組織變革;角色壓力;工作績效
    Organizational Change;Role Stress;Job Performance
    Date: 2016
    Issue Date: 2016-10-25 16:08:53 (UTC+8)
    Abstract: 　　本研究主要以空軍飛機修護人員為研究對象，探討組織變革、角色壓力、組織承諾及工作績效之關連性，並探討組織承諾是否於組織變革、角色壓力與工作績效間產生中介效果。本研究採取問卷調查法，並運用SPSS軟體作為統計分析工具，進行研究假設之檢驗。研究結果發現，(1)除角色壓力與組織承諾顯著負相關外，其餘各變項間均有顯著正相關；(2)組織變革、角色壓力分別對工作績效有顯著的正向影響；(3)組織承諾於組織變革與工作績效間沒有完全中介效果；(4)組織承諾於角色壓力與工作績效間亦無中介效果。
    　　In this study, mainly Air Force aircraft repair personnel for the study, discuss organizational change, role stress, organizational commitment, and job performance of the connected nature, and to explore whether organizational commitment to organizational change, produce effects intermediary role between stress and job performance. In this study, we are taking questionnaires, and the use of SPSS statistical analysis software as a tool to study the hypothesis of the test.The results found that (1)In addition to the role of stress and organizational commitment significantly negatively correlated, but among the remaining variables were significant positive correlation; (2)organizational change, the role of pressure respectively significant positive impact on job performance; (3)organizational commitment to organizational change and job performance are not fully inter mediation effect; (4)the role of inter-organizational commitment to job performance pressure and no mediation effect.
    Appears in Collections:[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

    Files in This Item:

    File Description SizeFormat
    104NHU00457026-003.pdf1001KbAdobe PDF181View/Open
    index.html0KbHTML211View/Open


    All items in NHUIR are protected by copyright, with all rights reserved.

    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback