| 摘要: | 觀光旅館是台灣旅館市場中的主流，而旅館業又是休閒、觀光產業的核心，近年來台南市府城之觀光旅店陸續的開張，因此就業市場就需要更多的人力投入。本研究擬從觀光旅館業內部員工的個人背景屬性去探討組織承諾與工作生活品質彼此間之影響。 研究方式以問卷調查方式，針對旅館業員工進行逐一問卷發放，其內容含個人基本資料、組織承諾及工作生活品質等構面。在組織承諾構面上，變項包含價值承諾、努力承諾與持續承諾等三部份，而工作生活品質構面，變項則包含物質構面、精神構面及社群構面等三部份；衡量方式採用李克特五點量表。發放數量為520份。共計回收問卷487份，回收率為93.6％，有效問卷統計為460份，無效問卷為27份。研究分析包括描述性分析、T檢定、變異數分析與相關分析等。研究結果如下：1.對於社經背景這些受訪者大多為21～40歲，他們工作年資以1～2年為多且以輪班者居多，婚姻狀況多為未婚，此外，大部分都願意從事此份工作。2.在組織承諾方面，其努力承諾的分量表上較高，而性別、年齡、工作部門、工作型態、收入及年資並無顯著，有子女在組織承諾達到顯著差異，職位階在價值承諾上達顯著差異，教育層面在價值承諾也達到顯著差異。3.在工作生活品質方面，社群構面的分量表上較高，而性別、年齡、婚姻、子女、工作部門、工作型態、收入及年資等，並無顯著，在教育層面上以精神構面有達到顯著性差異。4.旅館業內部員工在組織承諾與工作生活品質彼此間有顯著性的正相關。
The tourist hotel is the mainstream in the Taiwan hotel market, The hotel industry is the core of leisure and tourism industry, In recent years, Tainan City, the city's tourist hotels have opened one after another, So, the job market will need more human input. This study explores the impact of organizational commitment and work-life quality on the individual background attributes of the staff in the hotel industry. The research method was questionnaire, The hotel industry employees were asked one by one questionnaires, Its contents include personal basic information, organizational commitment and work-life quality and other aspects. In the organizational commitment aspect, the variable includes three parts: value commitment, effort commitment and continuous commitment. While the quality of work and life dimensions, variables, including material dimensions, spiritual dimensions and community dimensions and other three parts: The Likert 5-point scale was used for the measurement, The number issued is 520. A total of 487 questionnaires were collected, the recovery rate was 93.6%, the valid questionnaires were 460, the invalid questionnaires were 27, The study includes descriptive analysis, t-test, mutation analysis and correlation analysis. The results are presented below: 1.For the socio-economic background, the age of these respondents range from 21-year-old ~ 40-year-old. Most of their working experiences are from 1 to 2 year and the most respondents are rotating shift workers. Speaking of the marital status, most of them are single. Moreover, they most has their own business as tourist hotel industry. 2.Of “Organizational Commitment” the effort commitment count for higher scores in the subscales while there is no significant differences on gender, age, work departments, type of job, revenue, and seniority. Having children has distinctive differences. Position has distinctive differences on the value commitment. The educational levels has distinctive differences on the value commitment. 3.Of “Quality of Work Life” the community count for higher scores in the subscales while there is no significant differences on gender, age, marriage, children, work departments, type of job, revenue, and seniority. The spiritual dimension has distinctive differences on the educational levels. 4.The organizational commitment of employee of tourist hotel industry have significant positive relation to quality of work life. |
