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國營事業員工組織認同及工作投入對留任意願之影響-以台糖公司為例 = = ...

蘇靖雯

國營事業員工組織認同及工作投入對留任意願之影響-以台糖公司為例 = = A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example /

Record Type:	Language materials, printed : Monograph/item
Title/Author:	國營事業員工組織認同及工作投入對留任意願之影響-以台糖公司為例 =/ 蘇靖雯.
Reminder of title:	A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example /
remainder title:	A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example.
Author:	蘇靖雯
Published:	雲林縣 :國立虎尾科技大學 , : 民113.06.,
Description:	[8], 43面 :圖, 表 ; : 30公分.;
Notes:	指導教授: 吳俊儀.
Subject:	Intention to Stay. -
Online resource:	電子資源

國營事業員工組織認同及工作投入對留任意願之影響-以台糖公司為例 = = A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example /
蘇靖雯

國營事業員工組織認同及工作投入對留任意願之影響-以台糖公司為例 =A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example /A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example.蘇靖雯. - 初版. - 雲林縣 :國立虎尾科技大學 ,民113.06. - [8], 43面 :圖, 表 ;30公分.

指導教授: 吳俊儀.

碩士論文--國立虎尾科技大學企業管理系經營管理碩士在職專班.

含參考書目.

在今日充斥著資訊的時代，企業不僅面臨國際化和產業結構快速變化的挑戰，社會環境也隨之不斷演變，使企業所需應對的不確定性因素變得更多元且廣泛，變化的速度也變得更加頻繁。在這樣多變的環境中，企業為了生存並保持競爭力，不僅需要靈活調整組織結構和進行轉型，更重要的是要能夠吸引和保留優秀的人才。本研究以四大國營企業之台糖公司為例，探討組織認同和工作投入對於留任意願的影響，找出如何提升員工對於組織的認同感以及增加員工的工作投入，以提升員工的留任意願。在整體研究上存在一些局限性，但也提供未來研究的方向和建議。本研究使用問卷調查法及便利抽樣方式進行調查，以台糖公司雲嘉區處暨虎尾糖廠員工為研究對象，總共發放250份問卷，並回收230份問卷，剔除11份填答不完整或無效問卷，最終有效問卷總數為219份，有效樣本回收率達87.6%。本研究利用簡單迴歸分析進行研究假說之驗證並根據研究結果歸納出以下結論：一、組織認同對員工留任意願有顯著影響二、工作投入對員工留任意願有顯著影響依據上述研究結果，大部分員工對於公司的留任意願抱持正面態度，他們關心公司未來的發展，願意為公司的職涯貢獻一己之力，並重視公司的工作環境。員工積極參與工作並重視自我管理，同時也深知同事之間互助合作的重要性，這些因素都對影響留任意願有關鍵作用。然而，為創造更好的工作體驗並實現企業永續經營的成功，國營企業經營管理階層及員工應共同營造一個積極、參與和有價值感的工作環境，才能有助於提高員工的組織認同和工作投入，進而增加員工的留任意願。.

(平裝)Subjects--Topical Terms:

1422147
Intention to Stay.

國營事業員工組織認同及工作投入對留任意願之影響-以台糖公司為例 = = A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example /
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246 1 1 $a A Study of Organizational Identification and Job Involvement on State-owned Enterprises Employees’ Intention to Stay-Taking Taiwan Sugar Corporation as an Example.
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500 $a 指導教授: 吳俊儀.
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502 $a 碩士論文--國立虎尾科技大學企業管理系經營管理碩士在職專班.
504 $a 含參考書目.
520 3 $a 在今日充斥著資訊的時代，企業不僅面臨國際化和產業結構快速變化的挑戰，社會環境也隨之不斷演變，使企業所需應對的不確定性因素變得更多元且廣泛，變化的速度也變得更加頻繁。在這樣多變的環境中，企業為了生存並保持競爭力，不僅需要靈活調整組織結構和進行轉型，更重要的是要能夠吸引和保留優秀的人才。本研究以四大國營企業之台糖公司為例，探討組織認同和工作投入對於留任意願的影響，找出如何提升員工對於組織的認同感以及增加員工的工作投入，以提升員工的留任意願。在整體研究上存在一些局限性，但也提供未來研究的方向和建議。本研究使用問卷調查法及便利抽樣方式進行調查，以台糖公司雲嘉區處暨虎尾糖廠員工為研究對象，總共發放250份問卷，並回收230份問卷，剔除11份填答不完整或無效問卷，最終有效問卷總數為219份，有效樣本回收率達87.6%。本研究利用簡單迴歸分析進行研究假說之驗證並根據研究結果歸納出以下結論：一、組織認同對員工留任意願有顯著影響二、工作投入對員工留任意願有顯著影響依據上述研究結果，大部分員工對於公司的留任意願抱持正面態度，他們關心公司未來的發展，願意為公司的職涯貢獻一己之力，並重視公司的工作環境。員工積極參與工作並重視自我管理，同時也深知同事之間互助合作的重要性，這些因素都對影響留任意願有關鍵作用。然而，為創造更好的工作體驗並實現企業永續經營的成功，國營企業經營管理階層及員工應共同營造一個積極、參與和有價值感的工作環境，才能有助於提高員工的組織認同和工作投入，進而增加員工的留任意願。.
520 3 $a Nowadays, we live in an age which is filled with information. Businesses not only face the challenges of globalization rapid changes in industry structure, but also social environment is constantly evolving. In such a dynamic environment, businesses in order to survive and remain competitive, they need to flexibly adjust their organizational structure and execute transformation. However, more important, businesses must be able to attract and retain outstanding people. This study takes Taiwan Sugar Corporation, one of the four major state-owned enterprises, as an example to investigate the impact of organizational identification and job involvement on employees’ intentions to stay. Identifying ways to enhance employees' sense of organizational identification and increase their job involvement to boost employees’ intentions to stay. While there are some limitations in the whole study, it also offers directions and suggestions for future research. In this study, the questionnaire survey method was adopted for data collection and convenience sampling. The participants in this study were employees who worked at Taiwan Sugar Corporation-Yunlin and Chiayi District Office and Huwei Sugar Factory. A total of 250 copies were sent out, and 230 copies were returned. After deducting 11 valid and incomplete questionnaires, the actual effective questionnaires were 219 and the effective rate was 87.6%. Using simple regression analysis verifying the thesis and according the results to summarize the conclusions: 1.Organizational identification has a significant impact on employees’ intention to stay. 2.Job involvement has a significant impact on employees’ intention to stay. According to the above research results, most employees keep a positive attitude toward retention in the company. They care about the future development of company, are willing to contribute their efforts to their careers at the company, and take the work environment seriously. Employees actively engage in their work and value self-management, while also recognizing the importance of mutual assistance and cooperation among colleagues. These factors play a key role in influencing employees’ intentions to stay. However, to create a better working experience for employees and achieving the success of sustainable business operations, it is essential for management and employees of state-owned enterprises to collectively build a positive, engaged, and valuable work environment. Thus, increasing employees' organizational identification and job involvement, and then enhancing their intentions to stay..
563 $a (平裝)
650 # 4 $a Intention to Stay. $3 1422147
650 # 4 $a Job Involvement. $3 1449668
650 # 4 $a Organizational Identification. $3 1449667
650 # 4 $a 留任意願. $3 996411
650 # 4 $a 工作投入. $3 996514
650 # 4 $a 組織認同. $3 1016734
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