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1
Rineer, Jennifer Rae. "Social Job Characteristics and Older Workers: Effects on Job Satisfaction and Job Tension." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/613.
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The workforce in most industrialized countries is aging and becoming more age diverse, but few studies have examined the implications of age differences in the design of jobs. This study examined the role of age as a moderator in the relationship between job characteristics and two individual outcomes, job satisfaction and job tension. Specifically, the study focused on the relationship between social characteristics of the job (given social support, [received] social support, interdependence, interaction outside the organization, and feedback from others) and job tension and job satisfaction among Portland Water Bureau employees. Based in Socioemotional Selectivity (SES) theory (Carstensen, 1991), I hypothesized that these job characteristics would have a differential relationship with these outcomes for older and younger workers. Results showed that four of the eight hypothesized interactions were significant, providing support for age as a moderating variable. Differential interaction effects were demonstrated on job satisfaction and job tension. Further, this study incorporated a new conceptualization and measurement of the social support job characteristic (given social support), which demonstrated utility in predicting outcomes. Subjective age was also found to moderate the relationship between job satisfaction and job attitudes, but in a pattern similar to that found for chronological age. This study contributes to the existing literature by answering the call to examine the role of individual differences in the relationship between job design features and outcomes, and by increasing knowledge of the types of job characteristics that increase job satisfaction and reduce job tension for older and younger employees. Implications for the aging workforce are discussed along with future research to better understand the mediating mechanisms.
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Rich, Bruce Louis. "Job engagement construct validation and relationships with job satisfaction, job involvement, and intrinsic motivation /." [Gainesville, Fla.] : University of Florida, 2006. http://purl.fcla.edu/fcla/etd/UFE0015674.
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Pemberton, Wanda Harris. "Federal Women, Incivility, Job Satisfaction, and Job Stress." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7324.
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Incidents of incivility in the workplace have continued to increase in frequency. Workplace incivility impacts the health and well-being of those who experience or witness the behavior and impacts morale, levels of engagement, attendance, retention, and overall organizational health. Researchers have explored the damage caused by workplace incivility, but few have focused on the impact of incivility among federally employed women. The purpose of this quantitative, correlational study was to examine the relationship between incivility, job satisfaction, and job stress among women working in the federal sector. The affective events theory framed this study. Online surveys were used to capture perceptions of workplace incivility while controlling for demographics (i.e., age, race, ethnicity, general schedule level, position, and tenure). Survey responses from 94 federally employed women were analyzed using a regression model. Findings revealed a negative correlation between job satisfaction and job stress, and a positive correlation between incivility and job stress. The findings can be used to create a positive social change within organizations. Organizational development professionals can use the analyses to interrupt and reverse patterns of negative workplace interactions and worker mistreatment.
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Liu, Cong. "A Comparison of Job Stressors and Job Strains Among Employees Holding Comarable Jobs in Western and Eastern Societies." Scholar Commons, 2002. https://scholarcommons.usf.edu/etd/7598.
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In this study, comparisons on job stressors and job strains have been made between American and Chinese employees. Data were collected from two jobs differing in social status: university professors and university administrative and support staff. Both quantitative and qualitative methods were used. The quantitative part involved traditional Likert scales for measuring job stressors (e.g., lack of job autonomy, interpersonal conflict, and organizational constraints), and job strains (e.g., turnover intention, frustration, negative emotions, job dissatisfaction, depression, and physical symptoms). The qualitative part was an open-ended questionnaire asking about a stressful job incident. Independent t-tests were used to compare the United States to China on the job stressors and job strains for the quantitative data. Content analyses were applied on the open-ended answers. Finally, I conducted chi-square tests to examine if the frequencies of reported stressors/strains between the U.S. sample and the Chinese sample were significantly different.
From the quantitative analyses on job stressors, American employees perceived more job autonomy and organizational constraints than Chinese employees. There was no significant difference between the two samples on interpersonal conflict.
The analyses on the qualitative data revealed that heavy workload, interpersonal conflicts, and organizational constraints were the common job stressors for both the U.S. and Chinese samples. However, lack of job control was a unique stressor for American employees, while performance evaluations and work mistakes were specifically stressful for Chinese employees. The Chi-square analysis yielded a significant difference in the nature of reported stressors between the U.S. and Chinese sample.
The qualitative analyses on job strain data revealed that, under high pressure, American employees tended to be angry and frustrated, while Chinese employees tended to feel worried and helpless. The most important physical symptom for the U.S. sample was tiredness and exhaust, while sleep problems was serious to Chinese sample. The Chisquare analysis yielded a significant difference in both psychological and physical strains between the U.S. and Chinese samples.
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Morris, David Charles. "Comparing job component validity to observed validity across jobs." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2046.
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Five hundred and eighteen observed validity coefficients based on correlations between commercially available test data and supervisory ratings of overall job performances were collected in 89 different job titles. Using Dictionary of Occupational Title Codes, Job Component Validity (JUV) estimates based on similar job titles residing in the PAQ Service database were collected and averaged across the General Aptitude Test.
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Futterknecht, Jean-Marc. "Job sharing /." [S.l.] : [s.n.], 1985. http://www.ub.unibe.ch/content/bibliotheken_sammlungen/sondersammlungen/dissen_bestellformular/index_ger.html.
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Córdova, Caracciolo Christian Steve, Gonzales Estefany Lizet Matos, Castillo Carlos Alberto Ramirez, and Molinari Alonso Enrique Virú. "HURRY JOB." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/655094.
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Desde finales de 2019, el mundo está viviendo una pandemia que genera incertidumbre. En el Perú, el sector más afectado fue el laboral. Según INEI, la población ocupada disminuyó en 39.6%, lo que equivale a 6 millones 720 mil empleos, solo entre abril y junio del 2020. Este problema ha afectado tanto a empresas como trabajadores, pero los que más se vieron perjudicados fueron los practicantes pre profesionales, es decir, estudiantes universitarios que recién empezaban sus prácticas y los que estaban en búsqueda de ellas.
Por ello, se decidió desarrollar Hurry Job, un aplicativo móvil para estudiantes universitarios que se encuentren en búsqueda de prácticas pre profesionales en la modalidad part time. En ese sentido, este proyecto se enfoca en ser un vínculo entre estudiantes y empresas que se encuentren en búsqueda de practicantes pre profesionales con disponibilidad para trabajar media jornada, consiguiendo así beneficios para ambas partes.
Para realizar el trabajo, se validó el proyecto mediante entrevistas hacia ambos segmentos. También, se desarrollaron experimentos utilizando el landing page y concierge del servicio. Asimismo, se calculó el tamaño del mercado, delimitando el negocio a medianas y grandes empresas de Lima Metropolitana. Los segmentos objetivos para Hurry Job fueron el tipo de empresas mencionadas anteriormente y estudiantes universitarios en búsqueda de prácticas pre profesionales. Por último, se realizará un plan financiero, que incluya los principales ratios financieros, el Balance General y el Estado de Resultados, para analizar la viabilidad del negocio en términos monetarios.Since the end of 2019, the world has been experiencing a pandemic that generates uncertainty. In Peru, the most affected sector was labor. According to INEI, the employed population decreased by 39.6%, which is equivalent to 6 million 720 thousand jobs, only between April and June 2020. This problem has affected both companies and workers, but those who were most affected were pre-practitioners professionals, that is, university students who were just starting their internships and those who were looking for them. Therefore, it was decided to develop Hurry Job, a mobile application for university students who are looking for pre-professional practices in the part time mode. In this sense, this project focuses on being a link between students and companies that are in search of pre-professional practitioners with availability to work part-time, thus achieving benefits for both parties. To carry out the work, the project was validated through interviews with both segments. Also, experiments were developed using the landing page and the service's concierge. Likewise, the size of the market was calculated, delimiting the business to medium and large companies in Lima Metropolitana. The target segments for Hurry Job were the type of companies mentioned above and university students looking for pre-professional practices. Finally, a financial plan will be made, including the main financial ratios, the Balance Sheet and the Income Statement, to analyze the viability of the business in monetary terms.
Trabajo de investigación
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Satterwhite, Robert C. "Job category, adaptation to change, and person-job fit." Diss., Georgia Institute of Technology, 1999. http://hdl.handle.net/1853/29559.
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Abate, Jason J. "Relationship between Generational Identity, Burnout, Job Satisfaction, Job Tenure, and Turnover Intention." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3131.
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High employee turnover rates are problematic in the retail banking industry because turnover increases the risk of costly regulatory compliance mistakes. The factors that predict turnover in this industry are not well understood, however. The purpose of this correlational study was to examine the relationship between the independent variables of job satisfaction, burnout, time on the job, generational identity, and the dependent variable of turnover intention for retail banking employees in the United States. Mannheim's theory of generations was the framework for this study. A random sample of 100 individuals from the banking industry responded to an online survey that combined elements of a job satisfaction survey by Babin and Boles, a turnover intention survey by Boshoff and Allen, and the Maslach Burnout Inventory. Results of the multiple linear regression analysis suggested statistically significant (p < .001) relationships between burnout and turnover intention �� = 0.297) and between job satisfaction and turnover intention (� = 0.683). These findings are congruent with research that shows that satisfied employees report less burnout and are more likely to remain in their job. Positive social change may occur because reduced employee turnover allows banks to serve businesses and consumers in local communities better and to accomplish their financial goals and objectives, thus potentially leading to improvements in community stability. Reduced employee turnover in turn increases the likelihood of positive contributions to economic activity, as well increased employment and improvements in the overall employment experience for retail banking employees through increased job satisfaction.
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Portugal, Denise Sodero Vinhas. "Estudo e modelagem de job shops ciclicos com jobs distintos." [s.n.], 1999. http://repositorio.unicamp.br/jspui/handle/REPOSIP/259753.
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Orientador: Rafael Santos MendesDissertação (mestrado) - Universidade Estadual de Campinas, Faculdade de Engenharia Eletrica e de Conputação
Made available in DSpace on 2018-07-25T01:26:28Z (GMT). No. of bitstreams: 1 Portugal_DeniseSoderoVinhas_M.pdf: 4601014 bytes, checksum: 6c5d47e08ef85485b21b3c75f560cb1d (MD5) Previous issue date: 1999
Resumo: Um problema de escalonamento cíclico com recursos disjuntivos e múltiplos jobs, denominado job shop cíclico com jobs distintos, é investigado. Para a resolução deste problema duas modelagens em programação inteira mista são adaptadas de modelos encontrados na literatura. Os modelos são implementados no software GAMS. O comportamento dos modelos face a múltiplos variações paramétricas é analisado graficamente. Finalmente a equivalência entre os modelos é mostrada analítica e empiricamente
Abstract: A cyclic scheduling problem with disjunctive resources and multiples jobs called cyclic job-shop with differents jobs is investigated. The adaptation of two models in mixed integer programming, found in the literature, solve the problem. The models are implemented using software GAMS. The behavior of the models in face of multiple parameter variations is shown graphically. Finally the equivalence between models is shown analytically and empirically
Mestrado
Mestre em Engenharia Elétrica
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Hung, ShuYu, and 洪塾優. "Job characteristic、Job satisfaction and Job performances." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/83pnb4.
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碩士長榮大學
國際企業學系碩士班
99
In this study, Tainan City for the survey of a food chain, discussion of job characteristics, job satisfaction and job performance relationship. The use of reliability analysis, descriptive analysis, One-Way Anova and T test, Person correlation analysis and hierarchical regression analysis. The empirical results show,the study concluded that, the staff’s oversight responsibilities and production responsibilities focus on management and more senior staff, junior staff are a little weak sense of responsibility, stores need to consider how to enhance the sense of more junior staff. In addition to stores in more experienced management and staff, with high efficiency and effectiveness,junior employees and the weak, Store employees also need to consider how to enhance the overall efficiency of performance improvement.
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Li, Ya-Chi, and 李雅琪. "Job Characteristics, Job Burnout and Job Engagement of Civil Servants：The Moderating Effect of Job Rotation." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/s9547k.
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碩士國立中山大學
人力資源管理研究所
104
The main purpose of this study is to investigate whether the job characteristics of civil servants will influence their job burnout and job engagement, through the moderating effect of job rotation. The subjects of this study are civil servants in all agencies and schools in Kaohsiung City, who received official approval by the Ministry of Civil Service, excluding police, fire authorities, public utilities and other special authorities. The results showed that job characteristics had significant negative effects on job burnout, and a significant positive effect on job engagement. The “awareness and willingness” to job rotation showed no moderating effects on the relationship between job characteristics and job burnout; but job rotation significantly moderates the relationship between the “autonomy” dimension of job characteristics and job burnout. The “awareness and willingness” to job rotation significantly moderates the relationship between the “task variety” dimension of job characteristics and job engagement; and job rotation moderates the relationship between the “task variety” dimension of job characteristics and job engagement. Therefore, if public units can improve their training and education for civil servants to gain their understanding about job rotation, thus implementing job rotation, it will be able to reduce job burnout and enhance their job engagement, thereby improving the public image for civil servants.
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Chen, Yi-Chih, and 陳儀芝. "A Study on Special Education Teachers’ Job Stress, Job Commitment, Job Satisfaction, and Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/8tt3b2.
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碩士朝陽科技大學
休閒事業管理系
105
This study focus on the relationship among Job Stress, Job Commitment, Job Satisfaction and Job Performance for special education teacher in middle of Taiwan. Object of study was the special education teacher in middle of Taiwan. Sampling method was used conception of sampling, a total of 250 questionnaires were distributed, excluding 10 copies of respondents fill in missing and too regularity invalid questionnaires, the effective rate of 96%. Statistical method includes independent samples t-test, one-way analysis of variance and structure equation model. The results and conclusions are as follows: (1) teaching grade, teaching seniority, education level, duties and type of school were shown to be significantly different in job stress. (2) gender, teaching seniority were shown significantly different in job commitment. (3) gender, teaching grade and duties were shown significantly different in job satisfaction. (4) teaching seniority and duties were shown significantly different in job performance. (5) Job Commitment positive effect and significantly relationship on Job Satisfaction. (6) Job Commitment positive effect and significantly relationship on Job Performance. (7) Job Satisfaction positive effect and significantly relationship on Job Performance.
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YUNG, YANG HSUEH, and 楊學勇. "A Study of Job Stress, Job Involvement, Job Satisfaction and Job Performance For Military Comptroller." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/67407498465673990820.
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碩士樹德科技大學
經營管理研究所
96
Ministry of National Defence for because of manage, pursue high-efficiency policy and decreasing national defence goal of funds year by year in conformity with government modernization, implement the precise real case and progressing greatly case, carry on the organizational change, reduce country's soldier's strength by a wide margin, organize operation way change suddenly, organize personnel in bring puzzlement paid to adapt to to country army. Country army reduce manpower policy, cause personnel working pressure too big, morale gradually low lacking to work acceptance, input in work not so good as in the past personnel, the improvement of job satisfication and working performance to financial personnel, has already produced and assaulted greatly. However, after manpower is simplified, can not adjust the procedure of the homework effectively, cause customer satisfaction to be unable to improve, there are great harms to country's army's image. This research adopts the investigation method of the questionnaire, regard financial personnel of army of country as the research object, send out 350 questionnaires altogether. 336 questionnaires of recovery, the rate of recovery is 96%, the effective questionnaire is 330 after deducting 6 invalid questionnaires, the rate of recovery of effective questionnaire is about 94.2%. And carry on narrating one degree of analysis of statistical analysis, letter, difference to analyses and analyses to the sample of studying, assumption that is originally studied in order to assay the relation and verification between every parameter. The quantity of this research form is more than 0.9 letter degrees, expect to be able via the result of studying, understand financial personnel, army of country, drop into, work satisfied and working dependence of performance in working pressure, work, the research results obtained, in academy, probe into the factor of influencing the working performance, set up a merger research structure, analyse with the real example that verifies supposing, do it for the follow-up researcher's reference; In practice, can offer relevant units to carry out ' organize and simplify ' the reference which continue the whereabouts case, is it reduce rebounding obstruction of personnel to use, is it improve to go on policy to implement, can promote unit work performance and task goal reach effectively.
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Lai, Chien-Liang, and 賴建良. "A Study of Job Involvement, Job Stress, Job Satisfaction and Job Performance for Military Recruiters." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/12553809423578296920.
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碩士中國文化大學
企業實務管理數位學習碩士在職專班
101
According to “2011 R.O.C. National Defense Report”, Taiwan will transform the whole military service system from selected service system into recruitment system by the end of 2014. In the one hand, the staffs of military recruiting have to face the pressure of the decreasing members of the selected system. In the other hand, the demand for the members of recruitment system has become more and more by each year. After the search of references, this research assumes that there are four dimensions affecting the staffs of military recruiting: job involvement, stress of work, job satisfaction and job performance. Questionnaire survey is utilized in this study, and the subjects are the staffs of R.O.C. Military Recruitment Department. By 300 questionnaire survey, the valid sam-ples are 286. By the result, it shows: 1. The different personal variables make significant different influences by stress of work, job involvement, job satisfaction and job performance. 2. There are significant relationship between stress of work, job involvement, job satisfaction and job performance. 3. Job satisfaction and stress of work are the mediating affect toward this study. The result of this research was through descriptive statistical analysis, reliability analysis, correlation analysis and regression analysis. Thus it can be the references for the academic study. By practical aspect, it pro-vides human resource department of R.O.C. military the suggestions of the adjustment toward job involvement, stress of work and job satisfaction. Therefore the goal of transforming the military service system from selected service system into recruitment system will be more achievable.
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Hsu, Yi-Hui, and 徐宜輝. "Relationship between Job Attribution,Organization Climate,Job Stress and Job Satisfaction." Thesis, 1997. http://ndltd.ncl.edu.tw/handle/20305077730263275021.
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碩士淡江大學
管理科學研究所
85
The main purpose of this research is to discuss the relationship between job attribution, organization climate, job stress and satisfaction in career military officers.Hopefully, based on the results of the research, we will have basic understanding of job satisfaction for career military officers so that it can become an important reference on strategy and planning for military human resources.This research is based on study of 129 valid copies of survey of career military personnel by utilizing collection information and processing analysis. After a series of statistical calculation on T inspection and variance analysis, the research results are as followings:1. It shows that job stress and job satisfaction are opposite relation, organization climate and job satisfaction are positive relation. According to this relationship, it is the same between private industries and career military officers.2. There is an variance for career military officers facing organization climate, job stress and job satisfaction because of each individual''s job attribution. For examples: a. Salary satisfaction: The college level personnel has lower satisfaction than the non-college level personnel. b. In a pleasant, motivated, stable, and competitive organization climate, employees have higher satisfaction in promotion, direct supervision and salaries. c. Job stress: The management has lower job stress than the non-management. d. Military rank: There is an obvious variance in job satisfaction between Lieutenant and non-Lieutenant. e. Years of services: There is and significant difference in job stress and satisfaction between the person with 6-10 years of service and the person without 6-10 years of service.3. On the whole, career military officers have very high stability in nature, and there is not much variance in job stress and job satisfaction in them. Only in military rank ( Lieutenant and non-Lieutenant) and years of services (6-10 years of service) there are obvious variances in job stress and job satisfaction. This is because of the very important connection of the job attribution and the shorter career life. Compared to private industry personnel, it is obviously different. Based on above findings, hopefully, it is not only a helpful reference for military human resources department to utilize man power, but also it is a further study direction in future for military human resources.
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Liu, Chang-Chun, and 劉昌軍. "The Effect of Job Vigor on Job Involvement and Job Satisfaction." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/60153394766167961807.
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碩士大葉大學
人力資源暨公共關係學系碩士在職專班
99
Job vigor is viewed as an important factor in workplace. Vigor represents one inherent response of environment which is beginning for all. The perception of vigor is not only mean positive emotion but lead people to enjoy life. The vigor represents human being has more powerful to complete objects wanted. Therefore, the purpose of this research is to examine the effect of job vigor on job involvement and job satisfaction. A census of questionnaire survey was manufacturing, service industry and military, civil servant and teachers. Among 300 questionnaires distributed, 265 surveys was usable, the valid response rate was 88.3%. The empirical results indicate that job vigor has positive effect on job involvement, which means higher level of job vigor will result in higher level of job involvement. Besides, job vigor has positive effect on job satisfaction, which means higher level of job vigor will result in higher level of job satisfaction. The physical strength subscale of vigor had highest predictive power. Finally, we suggest that managerial practice should focus on how to built vigorous environment and employee assistance program to enhance job vigor.
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chang, chun-yao, and 張鈞堯. "Explore the impact of job stress and job satisfaction on Job performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/23085194516374592549.
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碩士國立勤益科技大學
工業工程與管理系
100
In today's competitive society, entrepreneurs who want to enhance their competitive advantage, of which the most important aspect is the use of human resources, how to effectively manage employees, so that they can play a maximum performance, but also to control the job stress, and allow employees in the work of both satisfaction and high performance, and employees in the work of both satisfaction and high performance, this is an important issue of Human Resource Management. In this study, job satisfaction, job stress, job performance related literature, Then through a questionnaire survey to collect relevant data to discuss, using SPSS software systems analysis, to explore job satisfaction, job stress, job performance and demographic variables to the relationship between the items to each other, and then use the relationship matrix, employees of different industries in the face of the association between job stress and job satisfaction job performance. By the assessment model proposed in this study, can make business decision makers to effectively monitor and assess demographic variables, job satisfaction, job stress and job performance of the mutual relations, then can be corrected to develop a set of optimization of the personnel system as, of enhance optimize the job performance of employees.
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FANG, TAI HSAIO, and 戴筱芳. "The research of relationship between Job Characteristics、Job Pressure and Job Satisfaction." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/87053763314201935195.
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碩士佛光大學
管理學研究所
95
Abstract In the competition environment, for the sake of successful, every hire always keep innovates in the technology as well as adopts the correct strategy in mind, everything they done is for the purpose of enterprise can long life. However, if has neglected person’s factor that the advanced equipment and the perfect strategy had just as the daydream. The hire always concerned about the human resources, no matter how technology progress and environment change. It is important to the enterprise that the human resources are no matter how technology progress and environment change. In order to make staff to do their best and make more profile for the company, the boss will try to enhance their job satisfaction. There are many factors to affect job satisfaction. I believed that directly factors are job character and job pressure. And, the individual characteristics has the significant difference in job characteristics、job pressure and job satisfaction. Therefore, this research that put them together, in order to understand the real relationship between the individual characteristics VS. job characteristics、job pressure and job satisfaction. It is hope that the research outcome can be used in business management. This survey research took 510 samples from the Taipei city 、the Taipei county and the Ilan County area. The SPSS software was used to data analysis. The method of analysis have descriptive statistic analysis、One-way ANOVA、Pearson correlation analysis. All of these methods can help us to know the difference and influence between the individual characteristic VS. job characteristics、job pressure and job satisfaction. The findings discovered that, first, the jobholders of different individual characteristics have significant difference in job characteristic、job pressure and job satisfaction. Second, there are significant correlation between job characteristic、job pressure and job satisfaction.
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Hong, Cheng Yu, and 鄭裕宏. "The research of abroad students’ job value, job satisfaction,and job adoption." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/32745711792559887721.
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碩士臺北市立教育大學
歷史與地理學系碩士班
98
According to the Ministry of Education's statistics, the total amount of people that apply to study abroad is 37800, eight-percent higher than the previous year, it is also a new high in recent years. However, the main reason that make these foreign students to return to Taiwan is hoping to work at home country. The purpose of this study is to discover the effeteness of the experience of studying abroad on their work values, job satisfaction, and employment adoption. Based on eleven foreign students' experiences, we take deep interview on the method of semi-structured survey on them. The results show that returning students try to use their abroad life experiences in order to find a better job and development, but these experiences also bring adverse effect on employment. As these students live for many years in foreign countries, their thought and conduct is effected by foreign culture. They feel unaccommodating on work rank, and life is equal to job. Their foreign experiences have significant effects on work values, job satisfaction and employment adoption . They suggest that the future returning students should have better preparedness, personal abilities, and self-enrichment, to face the challenges of life and work; and work before go abroad. If able to have mental preparation and and adequate cognition, it can reduces the impacts caused by the new environment, and keep up with new life's path. Key word：abroad student、job value、job satisfaction、job adoption
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Cho, Chinghui, and 卓晶惠. "The Relationship Among Workplace Spirituality, Job Satisfaction, Job Involvement And Job Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/65300537441424231470.
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碩士靜宜大學
國際企業學系
100
The concept of workplace spirituality has long been neglected, but because of the fast changing times, many people start thinking about the meaning and purpose of life, workplace spirituality is gradually subject to the attention of scholars, some studies have shown that workplace spirituality enables organizations to benefit. The purpose of this study is to investigate the relationship among workplace spirituality, job involvement, job satisfaction and job performance, and further analyze the influence of workplace spirituality on the other three variables. In this study, 208 employees have been investigated in survey from 14 firms including manufacturing, financial services, real estates in Taiwan, and then the data has been compiled and analyzed by using SPSS software. The statistical methods include descriptive analysis, factoring analysis, reliability analysis, Pearson product-moment correlation coefficient, and hierarchical regression analysis. The results indicate that workplace spirituality has a direct positive effect on job involvement, job satisfaction and job performance, and job involvement and job satisfaction also have a positive effect on job performance. In addition, the study also found that job involvement has a partial mediation effect on the relationship between meaningful work and job performance.
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Li, Yi-Ching, and 李宜靚. "The Relationship of Job Involvement, Job Crafting and Job Insecurity of Employee." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/b7h8jm.
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碩士國立彰化師範大學
教育研究所
106
This study aims to discuss the current situation of job involvement, job crafting and job insecurity of employee and then investigate the relationships among them. A questionnaire was conducted basing on administrators from private universities of science and technology in Taichung city as a research sample. The data was analyzed by descriptive statistics, t-test, one-way ANOVA, Pearson product-moment correlation coefficient, and multiple regression analysis. The results of this study are summarized as follows: (1) Administrators from private universities of science and technology in Taichung city exhibit a high level in both job involvement and job crafting, and a medium to high level in job insecurity. (2) Administrators from private universities of science and technology in Taichung city have significant differences in job involvement due to various gender, age, education level category. (3) Administrators from private universities of science and technology in Taichung city have significant differences in job crafting due to various gender, age, education level and employment category. (4) Administrators from private universities of science and technology in Taichung city have significant differences in job insecurity due to various age and employment category. (5) There is a positive correlation between job involvement and job crafting of the administrators from private universities of science and technology in Taichung city. (6) There is a negative correlation between job involvement and job insecurity, job crafting and job insecurity of the administrators from private universities of science and technology in Taichung city. (7) Job involvement of administrators from private universities of science and technology in Taichung city can be predicted by job crafting. Based on the above research results, suggestions are made for school administration and future researches.
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HUANG, YI-XUAN, and 黃壹暄. "The Relationships among Job Stress, Job Characteristic, Emotional Labor, and Job Satisfaction." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/923fam.
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Shen, Chun-Huang, and 沈俊煌. "The influence of employee job satisfaction, job involvement and job value on job retention in Taiwan cylinder manufacturing." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/65697120207458539982.
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碩士中國科技大學
企業管理系
103
Cylinder manufacturing is considered a traditional industry, and relies heavily on the use of manual labor. In the face of an increasingly affluent lifestyle, the increasing availability of higher education, and falling birth rates, cylinder manufacturers find it difficult to recruit and retain good employees. This poses a major threat to the survival of traditional industries. Therefore, the aim of this study is to investigate the influence of employee job satisfaction, job involvement, and job value on job retention. Hopefully, through the findings of this research, Taiwan’s cylinder manufacturers will be better equipped to solve the challenges of managing their human resources. This study employed a questionnaire method to survey 4 manufacturers in northern Taiwan and 2 in southern Taiwan with a total of 107 participants. Following thorough data analysis, the findings of this study are presented as follows: 1. The employees job satisfaction has a significant positive impact on job engagement. 2. Investment in staff retention has significant positive impact / benefits. 3. The relationship between the degree of self worth and both job satisfaction and job involvement is significant. Finally, based on the findings the practical management implications and future research recommendations are discussed.
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WEN, MIN-CHE, and 温旻哲. "An Empirical Study on Job Burnout, Job Autonomy, Job Involvement and Job Satisfaction-An Example of Atypical Employees." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/j7cc9z.
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碩士國立高雄科技大學
企業管理系
107
The purpose of this study was to investigate whether job burnout, job autonomy, and job involvement will affect job satisfaction of atypical employees. It also investigate the direct and indirect relationship among job involvement, job burnout, and job satisfaction; the direct and indirect relationship among job involvement, job autonomy, and job satisfaction. The samples of this study were atypical employees. 235 questionnaires were distributed and 202 valid questionnaires were collected with 85.9％ return rate. The data were statistically analyzed by SPSS 24.0. The results of this study were summarized as follows: First, job burnout has a significant negative effect on job satisfaction. Second, job burnout has a significant negative effect on job involvement. Third, job involvement has a significant positive effect on job satisfaction. Fourth, job autonomy has a significant positive effect on job satisfaction. Fifth, job autonomy has a significant positive effect on job involvement. Sixth, the relationship between job burnout and job satisfaction is partially mediated by job involvement. Finally, the relationship between job autonomy and job satisfaction is completely mediated by job involvement.
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HUA, WENG JUNG, and 翁榮華. "The study of the job relationship between the job characteristics and job stress." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/65622744029856211224.
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碩士國立高雄師範大學
成人教育研究所在職專班
94
ABSTRACT The main purpose of this study was to investigate the relationship between job characteristic and job stress for the police.The purp-ose was to understand the current situations of job characteristic and job stress,the differences of job for police analysis with vario-us background,job characteristic and job stress,and also to the stre-ss a policeman might face and prediction between job characterris-tics and job stress. Therefore,conclusions based on this research p-rovided the police administration to make policy decisions. The questionnaire survey was used as the primary research meth-od.Samples were distributed to police officers below the rank of p-olice precinct chief in ten precincts,public safety Corps , Criminal Investgation corps,Women and Children Protection Brigade,Juvenile Delinquency Prevention Brigade and Foreign Affairs Service Cent-er.A total of 650 questionnaires were sent out.There were 618 res-ponders,for a return rate of 95%.The data was analyzed by SPSS10.0,and the analysis methods including item analysis,factor analysis,reliability analysis,frequency distribution,percentage, mean,SD,produ-ct-moment correlation,one-way ANOVA,multiple stepwise T-test p-earson regression The conclusions could be made as followeded： 1.The police perceived the characteristics of job at the middle level.Their perception towards the aspect of”diversity”was at the highest level.And “feedbacks” was the lowest. 2.The senior male patrol police(Sergeants、detective Sergeants）with over 26 work years and the ages of 41- 50 perceived highest in“job characteristics” of police work. 3.Traffic police perceived “job characteristics” the highest ,but “job stress” was perceived highest by police Station,Criminal Investigation Brigade and Special Assignment Brigade . 4.The police perceived“job stress” at the medium level.espcially“outer organization” the highest.Their perception towards the aspect of organization demand was the lowest. 5.The senior male patrol police with 26 work years and over the age of 51 have the highest level of feeling towards the general aspect of job stress. 6.The higher the awareness of the specific job characteristics ,the lower the job stress . 7.The number of fatalities among police has a significant impact on the amount of stress and job stress. 8.There were significant prediction strenghth of background variables , job characteristics to “job stress”,especially“danger” According to the above conclusions,this study could provide as a reference for police administrators ,chief, and future researchers. KEYWORDS: job characteristics, job stress, police officers.
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Hsu, Chia-Chun, and 徐嘉均. "The Study of the Relationships among Job Characteristics, Job Stress and Job Involvement." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/51054040650798519664.
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碩士大葉大學
人力資源暨公共關係學系碩士在職專班
97
The participants chosen for the current study were forensic policemen from the metropolitan areas of Taipei County and Taoyuan County. In comparison with other types of employees, the stress level of these forensic policemen appears far higher. Therefore, they need to adjust certain job characteristics accordingly in order to enhance their job devotion. The study aims to explore the dimensions of job characteristics, job stress level, and job characteristics using questionnaires and fundamental statistical tools. The types of data analyzed include gender, age, education, marital status, number of children, average daily working hours, job shifts, office function, and income. The results of the study are summarized as follows: 1. Appositive correlation was detected among the dimensions of job characteristics (e.g. variety, identity, significance, autonomy, and feed back), job stress level, and job in-volvement. 2. Based on the results of the statistical analysis, no significant difference exists be-tween the variables of gender, age, education, and marital staus. However, significant or highly significant differences were found between the variables of number of children, average daily working hours, job shifts, office function, and income. 3. Based on the results of a regression analysis, it was discovered that between the ele-ments of job stress level and job involvement, the regression was significant with the value of R (the deterministic coefficients), 0.2174. In this model, there exists a posi-tive correlation between the elements of job stress level and job involvement. This means that the higher the job stress level, the higher the job involvement.
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Shimmin, Caitlin. "Job demands, job resources, job control and their relationship with burnout and engagement." Thesis, 2010. http://hdl.handle.net/10539/7558.
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This research included a more positive approach to well-being at work as it included the aspect of engagement. It aimed at focusing on a model of burnout and engagement having different predictors and different consequences. The research aimed at testing a model including job demands, job resources, job control, burnout, engagement, absenteeism and intention to leave. This research defined burnout in terms of only two dimensions (exhaustion and cynicism) and professional efficacy was looked at under engagement. A non-experimental, quantitative, cross sectional design was utilised. The follow instruments were used: Maslach Burnout Inventory-General Survey (MBI-GS), Utrecht Work Engagement Scale (UWES), Karasek’s (1979) Job Demands and Decision Latitude Scale, Management Support for Career Development, Ganster’s (1989) Job Control Scale and O’Driscoll & Beehr’s (1994) Turnover Intentions Scale. There were 91 items in total. The sample consisted of 55 participants from a South African auditing company. Numerous significant results were found during the correlation analysis.
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Pai, Shu-Ju, and 白淑如. "The Relationships Among Employee Incentive Systems, Job Involvement, Job Satisfaction, and Job Performance." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/05229957525000396720.
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碩士國立彰化師範大學
商業教育學系
99
In the highly competitive 21st century, the abilities of public servants have critical influence on the competitiveness of the country and the efficiency of the government. The most pressing issue for government is how to cultivate excellent public servants and arouse the morale of them to boost the competitiveness and execution ability; thus this study focuses on incentive policy and the correlation between job involvement, job satisfaction and job performance in Agency of Administration. Questionnaire survey was conducted in ChangHua County Government Office with a total of 315 copies handed out ,296 copies handed back, 294 copies valid(validity rate:93.3%). Valid copies was analyzed by descriptive statistical analysis, t-test, one way anova, Scheffe method and regression analysis and we obtained following conclusions: 1.Performance of CHCG staff is quite good, but staff incentive policy leave considerable room to improve. 2.Job involvement varies by age, level of education, marital status, job title or years of working experience of the individual. 3.Job satisfaction varies according by level of education or job title of the individual. 4.Performance varies according by age, level of education, marital status, job title or years of working experience of the individual. 5.The correlation between staff incentive policy, job involvement and Performance is significant.
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Lee, Wang-Hsi, and 李旺錫. "The Effects of Firefighters’ Job Characteristics, Job Stress, Work Values on Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/59732248753625063422.
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碩士大葉大學
工業工程與管理學系碩士在職專班
103
With the rapid changes of climate in recent years, comes more and more disasters. And there are different kinds of disasters that can be seen no matter domestically or internationally, which also cause massive injuries and casualties. Rescue operations of firefighters have become much more complex and diverse, in which it explains that fire and rescue operations make some big changes as the times go by. As the increasing workload and changes of job characteristics in firefighters, all of which cause them an increasing amount of pressure, thus effecting firefighters’ work values and job satisfaction. In this case, we can conclude there are very close correlations among job characteristics, work pressure, and job values. If the authorities concerned could enhance firefighters’ job satisfaction at work, it may also help improve the efficiency of disaster prevention and rescue. This research uses questionnaire survey, in which respondents are firefighters of Yunlin Fire Bureau, to look into their job satisfaction affected respectively by job characteristics, job stress and work values. The result indicates firefighters from varying backgrounds have part of prominent diversities in the perspective on job characteristics, job stress and work values. Besides, job characteristics and work values have positive effects upon job satisfaction whereas job stress shows negative. This can be explained as follows: First of all, there are subsidiary factors, such as “the importance of work”, “the feedback from work”, and “the appropriateness of workload”, that have prominent impact on job characteristics, in which the factor“ feedback from work” affects most. Secondly, among subsidiary factors of job stress there’s “workload” that has positive correlation. That is to say, the heavier the workload is, the lower the job satisfaction would be. Thirdly, among subsidiary factors of work values there are “internal work values” and “external work values” that have positive effect, in which the “internal work values” affects most.
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WANG, TZU-YI, and 王子宜. "Job-search self-efficacy and job search behavior ─ Job search clarity, Emotion control." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/28625425730739887252.
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LIN, SHAO-QIANG, and 林少強. "The Relationship among Job Stress、Job Passion and Job Satisfaction for Basketball Referees." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/74vv63.
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碩士國立臺南大學
體育學系碩士班
107
The purpose of this study was to explore the relationship among job strees, job passion and job satisfaction for basketball referees. Method: All participants enrolled three questionnaire, the scale of job stress, job passion and job satisfaction for basketball referees. The object of this study were Taiwan’s basketball referees from different levels, including 13 national A, 19 ntional B and 110 national C, totally 142 (mean age 28.07 years old, SD=8.28)include 122 males and 20 females. The results revealed : 1. There were nonsignificant on job stress, job passion and job satisfaction on basketball referees between different gender ; referee’s seniority under 5 years had higher obsessive passion than 6-10 years and above 21 years(F=3.828, p<.05) ; in certification, natioal C had higher stress than national A in aggressive reactions (F=4.172, p<.05) and presence of important others (F=4.765, p<.05). 2. Correlation revealed that presence of important others of job stress had negative correlation with harmonious passion(r=-.191, p<.050), but positive correlation with obsessive passion(r=.242, p<.05). Job satifaction had positive correlation with both harmonious passion and obsessive passion, but had no correlation with job stress. 3. Two-way ANOVA shows that job stress and job passion had no interaction effect on job satisfaction. Conclusions : Job stress, job passion and job satisfaction were nonsignificant between different gender, but had significant on different seniority and certification level ; There were correlation among Job stress, job passion and job satisfaction ; Job stress and job passion had no interaction effect on job satisfaction. Suggestions :It could added more training about stress management for lower seniority and national C of basketball referees, helping them to reduce their strees and raise their passion and satisfaction. Different aspect of basketball referee’s mentality and different kind of sports referee could be a research direction for the study in the future.
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Lee, Ming-Yi, and 李銘益. "A Study of Job Demands on Job Burnout:Taking Job Resources as Moderating Variables." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/smc85m.
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碩士長榮大學
高階管理碩士在職專班(EMBA)
105
This study aims at exploring the relationship among job demands, job resources and job burnout of traditional industry employees, figuring out the influence of job resources on job demands and job burnout. This study adopts documentary analysis and questionnaire survey as research methods and takes traditional industry employees as objectives. It utilizes convenience sampling, issuing 400 questionnaires. After filtering and deleting invalid ones, there are 350 valid questionnaires. The effective questionnaire return rate is 87.5%. The research tools are self-made which include: “job demands measuring scale”, “job resources measuring scale” and “job burnout measuring scale” which have fine reliability and validity. The statistical methods include frequency distribution and percentage, mean and standard deviation, Pearson’s product-moment correlation, hierarchical regression analysis, etc. Research results are concluded as follows: 1. Job demands of traditional industry employees have significant positive influence on job burnout. 2. Job resources of traditional industry employees have significant negative influence on job burnout. 3. For the moderating effect of job resources, job resources does not have significant moderating effect on the influence of “job demands” and “job burnout”. Finally, according to the research results, this study proposes some concrete suggestions for the reference of management.
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Chern, Jong-Yi, and 陳忠義. "The Relationships among Job Stress, Job Attitude and Job Burnout of Elementary School." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/ccd536.
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Chen, Yi-Rong, and 陳怡蓉. "The Study of Job Demands, Job Control, Intrinsic Motivation, Job Satisfaction, and Engagement." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/gs8ufh.
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碩士國立中央大學
企業管理學系
106
This study investigates the relationships among job demands, job control, intrinsic motivation, job satisfaction, and engagement. It is found that job demands is negatively related to job satisfaction. Job control is positively related to job satisfaction. Intrinsic motivation is positively related to job satisfaction. In addition, job satisfaction is positively related to engagement. Managerial implication and suggestions for future research are thus discussed.
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Hsiao-Chin, Teng, and 鄧筱芹. "The Relationships among Bank Employees’ Job Resourcefulness, Person-Job Fit, and Job Engagement." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/42nr5v.
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碩士國立臺中科技大學
企業管理系事業經營碩士班
102
In the age of globalization and competitiveness, financial environment around the whole world changes fiercely; banking has evolved into a profession that deals not only the basic deposit and withdraw means but complete financial planning and strategy for customers. In order to improve the bank’s competition, the training is very crucial. That way all bank’s employee can understand their job duties fully and overcome difficulties with an enthusiastic altitude towards work. Recent years, the banking industry has put a tremendous emphasis on the job resourcefulness of bank’s employee and expects the employees can handle their job and face the challenges in the competitive environment. Accordingly, the purpose of this study is to investigate the relationships among job resourcefulness, person-job fit and job engagement as well as to understand whether person-job fit mediates the relationship between job resourcefulness and job engagement. Samples of this study were bank employees collected by convenience sampling through questionnaires. The 338 questionnaires were returned. The empirical results of this study are as follow. First, job resourcefulness is positively related to bank employees’ job engagement. Second, job resourcefulness is positively related to person-job fit. Third, person-job fit is positively related to job engagement. At last, person-job fit partially mediates the relationship between job resourcefulness and job engagement. According to the results, the research suggests that human resource managers in recruiting and selecting process should evaluate not only the test scores but also personality traits to determine whether the candidate has the quality of being job resourcefulness. Human resource practices could strengthen the employees’ training and establish the regulations of reward to improve the employees’ job vigor, and make them fully understand the content and target of their job to prove their job engagement.
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Peng, Chi-Yuan, and 彭吉願. "The impact of job flexibility climate on job satisfaction － The perceptions of job demand and job resources as mediators." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/32868980279913294842.
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碩士國立中央大學
人力資源管理研究所在職專班
102
Abstract Title: The impact of job flexibility climate on job satisfaction － The perceptions of job demand and job resources as mediators. University: National Central University, Institute of Human Resource Management Degree: Master Advisor : Dr. Nien-Chi, Liu Page Counts: 42 pages This paper is try to find out the influence of employee’s Job satisfaction with the working flexibility climate. And make discussion about the influence of job flexibility climate between job demand and working resources . We use questionnaire as the main tool, and the participants in this study were all employees in Taiwan. The investigation has two stage. The first stage was the collection for Independent variable on 2012. We release 1639 questionnaire with 81 company , and collected 1335 valid samples, the effective response rate was 81%. The second stage was issued dependent variable by Job satisfaction , use Job demand and working resource collect as mediating variable on 2013, We release 1044 questionnaire with 43 company , and collected 965 valid samples, the effective response rate was 92%. This research use reliability analysis/ Correlation Coefficient analysis/regression analysis to discuss the relation between variable. Our test result show as below 1. The Job flexibility climate with Job satisfaction has correlation. 2. The Job demand and Working resources will fully mediating the influence employee’s Job satisfaction of Job flexibility climate Key works: Job flexibility climate/Job satisfaction/ Job demand / Working resources
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Lu, Yu-chuan, and 盧玉娟. "Job performance, job satisfaction and intent to stay in job effect by leadership style." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/3je488.
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碩士國立中央大學
人力資源管理研究所在職專班
102
How to achieve the goals of an organization? It depends on effectual leadership of this organization. An effectual leadership can lead employee, inspire them and finally approach the goals. Being a good leader, who not only inspire employee, but also keep the organization positively. This is the key point to success. This study is about job performance, job satisfaction and intent to stay in job effect by leadership, trying to research the effects from these two kinds of leadership, structure and consideration. This research survey 226 employees in Taiwan, no limit of department and title and got 221 effective, using multiple regression analysis of SPSS to analysis the data. The conclusions are: 1.High structure leadership can’t predict job performance of employee. 2.High consideration leadership can’t predict job performance of employee. 3.High structure leadership can’t predict intent to stay in job of employee. 4.High consideration leadership predict intent to stay in job of employee with β 0.512 (P＜0.001). 5.Job satisfaction predict job performance of employee with β 0.377 (P＜0.001). 6.Job satisfaction is mediator between consideration leadership and intent to stay in job of employee.
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Chen, Ying-Cheng, and 陳盈成. "The study on profit sharing 、job involvement 、job satisfaction 、job press and turnover intension." Thesis, 2001. http://ndltd.ncl.edu.tw/handle/68630815224417770837.
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碩士國立交通大學
經營管理研究所
89
This research focused on the interactive relationship of the variance such as turnover intention, satisfaction of profit sharing, job satisfaction, job involvement and stress of work. The objects of the research are random sampling by the direct labels (operators work directly with production line) of tsmc, total 242 effective samples. The motive of this research initiated by means of high profit sharing in high-tech industry to attract talented persons in recent years. The rapid changes in production by highly growth also caused the serious stress to operators and hence high turnover ratio and then increase in operation cost. This research uses T-test, single variance analysis, Pearson analysis and step-by-step regression to study the relations of variance. The main finding of this research can be concluded to: 1.The satisfaction of profit sharing had high relation with job satisfaction, job involvement, job stress and turnover intention. Higher satisfaction of profit sharing results in higher job satisfaction, higher job involvement and lower work stress, lower turnover intention. 2.Job satisfaction affects job involvement, job stress and negative relate to turnover intention, the higher job satisfaction, the lower turnover intention. 3.The chance and channel of promotion is one of the important factor to job satisfaction. 4.Job involvement is negative to turnover intention, and also a prediction of turnover and job stress. 5.Job stress is positive to turnover intention, to reduce the work stress can also diminish turnover intention effectively I hope the conclusions and suggestions coming out from the research can apply to the domestic companies implementing profit sharing to design organization/system to improve employee’s satisfaction, job involvement and diminish job stress, turnover intention effectively, hence to lower down the turnover intention, improve the production efficiency and reduce the operation cost.
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Wu, Yi-Sham, and 吳依珊. "Relationships among personality, perception of emotional blackmail, job involvement, job stress and job satisfaction." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/85594244878468459720.
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碩士國立臺北大學
企業管理學系
96
Mounting evidences indicate that personality plays a pivotal role in social perception. This study uses Machiavellianism to determine the relationship with job attitudes in terms of financial salespersons and to find out the moderating effect of emotional blackmail. We use purposive sampling to collect data including bank service and insurance service industries in Taiwan. A total of 412 questionnaires are valid. In data analysis, we adopt hierarchy regression method to analyze data. The results show that Machiavellianism, job involvement and job stress are significantly correlated with job satisfaction. Furthermore, job involvement and job stress play mediating roles between Machiavellianism and job satisfaction. There is also moderating effect of perception of emotional blackmail on Machiavellianism and job attitudes. According to the results, this study provides some suggestions for academic and practice.
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LIANG, HSIU-JU, and 梁綉汝. "The Effects of Personality Traits, Job Characteristics, Job Stress on Job Burnout of Agencies." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/72916912806894674226.
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碩士大葉大學
休閒事業管理學系碩士班
104
The purpose of this research is to understand the influence of job characteristics, job stress and personality traits on agencies’ job burnout. This study used multi research structures. Its predictable variables included job characteristics, job stress and personality traits and the objective variable was job burnout. The subjects in this study mainly included agencies’ in Taiwan. The data were collected through questionnaires. Total 400 questionnaires were sent, and 342 copies were retrieved. In this questionnaire, subjects were requested to answer following questions: personal information, job characteristics, job stress, personality traits and job burnout scale. The data were analyzed by t-test, one-way ANOVA, Pearson correlation analysis and Regression with SPSS. The results of this study indicated that there was a distinguished correlation between job characteristics and job burnout. Job stress and job burnout was correlation. The results also revealed that personality traits and job burnout has a correlation. Furthermore, the correlation happened between job involvement and personality traits on job stress
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HSU, MIN-KEN, and 徐敏耕. "A Study of Job Involvement, Job Stress and Job Satisfaction among Medical Information Staff." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/08957189749895903013.
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碩士亞洲大學
資訊多媒體應用學系
102
Objectives: In recent years, the event of overload of job stress due to overtime and overbalance works of the staff in sweat hospitals have much paid to the attention in the public community. The study of these issues related to medical institutions is limited to the medical and nursing staff, but the same study of medical information staff is still scarce. The purposes of the study were to investigate working conditions and interrelationships among job involvement, job stress and job satisfaction for medical information staff, and to explore the predictors of job stress and job satisfaction as they were related to staff concern about their own career development and hospital human resources management and planning. Methods: For this cross-sectional study, we selected medical information staff from 15 regional hospitals in central Taiwan by purposive sampling for a structured questionnaire survey which included demographic characteristics, job involvement, job stress and job satisfaction scales. A total of 310 questionnaires were distributed and 291 valid ones were returned. The questionnaires were analyzed with SPSS software to explore the conditions of and interrelationships among job involvement, job stress and job satisfaction, the influence of personal demographic characteristics on job involvement, job stress and job satisfaction, and multiple independent variables were included to explore their ability to predict the dependent variables. Results: The job involvement of the medical information staff showed an average score of 3.117, the job stress had an average score of 2.896, and the job satisfaction displayed an average score of 3.422. There was a significant positive correlation between job involvement and job satisfaction, but a significant negative correlation between job stress and job satisfaction. A high-level position, a monthly income <= $ 30,000, perceived physical health status, job involvement and job stress all had a significant impact on job satisfaction. Having spouse (including cohabitation), perceived physical health status, job involvement and job satisfaction all had a significant influence on job stress. Conclusions: Increased job satisfaction and reduced turnover intention on the part of the medical information staff could be improved by understanding working conditions, reducing job stress, enhancing job involvement, promoting physical and mental health, smoothing the channels for promotion, and addressing salary compensation. This would also improve the quality of medical services and sustain development. Key words: medical information staff, job involvement, job stress, job satisfaction
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Wu, Yi-Shan. "Relationships among personality, perception of emotional blackmail, job involvement, job stress and job satisfaction." 2008. http://www.cetd.com.tw/ec/thesisdetail.aspx?etdun=U0023-2906200821380800.
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Hwang, Huey-Jen, and 黃匯湞. "Discussed the Remuneration System of Financial Specialists, Job Involvement, Job Satisfaction and Job Performance." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/72758536883327777773.
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碩士樹德科技大學
金融與風險管理系碩士班
100
The 21st century marks the global financial crisis and "Era of Financial Services" under the post ECFA. Since Taiwan’s accession into the WTO, its capital transactions with other countries have been active and frequent. Moreover, financial environment has become more complicated and changing due to the fiercely competitive environment of original banking market and the entry of foreign banks and financial holding companies. To achieve operational goals, the banking industry often gives high attention to employees'' performance evaluation. Furthermore, the job performance is related to the design of remuneration system, job involvement and job satisfaction. This study distributed 400 questionnaires to employees in the banking industry (the Land Bank, Taiwan Business Bank, China Trust and Financial institutions such as Taishin Bank). The research results find that the contribution-oriented remuneration system has a positive and significant relationship with the thread performance in the job performance and the industrial remuneration system has a positive and significant relationship with the task performance in the job performance. This indicates that the testees believe that an integrated remuneration system planning should be incentive. Time investment in the job involvement has a positive and significant relationship with both task performance and thread performance, meaning that the testees think time input can improve job performance. Contribution-oriented system is positively and significantly related to work commitment, showing that the testees hold that remuneration should be consistent with the contribution-oriented system design. Finally, it is found from the empirical results that industrial remuneration system and intrinsic satisfaction, time input and extrinsic satisfaction and job requirements have significantly positive relationship respectively.
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HSIEH, SHU-PING, and 謝淑萍. "A Study on the Relationships among Job Design, Leadership, Job Satisfaction, and Job Performance." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/u2a97d.
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碩士萬能科技大學
經營管理研究所在職專班
106
The core of management is to position the right person. What is the right person? How to position? What is the reason for a worker to show different attitude and performance under different managers? What is the right job design that would improve the job performance? Meanwhile, not only job performance but job satisfaction is important to organizations since the work ethic has differed: job is no longer a way to survive but to raise the quality of life. Modern workers may choose to quit if they work overtime and feel their life quality is leveled down. An organization would be harmed by the payment for an unemployed worker, which is1.2 to 2 times the cost to employ a worker, and the mental influence on the other workers caused by high job separation rate. 500 questionnaires were distributed to ordinary office workers and 500 were returned as valid ones. The return rate was 100%. SPSS statistical analysis software was applied to analyze empirical data; including descriptive statistics, reliability analysis, validity analysis, cross analysis and regression analysis. Through the empirical analysis, the result showed: (1) A significant positive relationship exists between job design and internal job satisfaction. (2) A significant positive relationship exists between transformational leadership and both internal and external job satisfaction; while transactional leadership only has a significant positive effect on external satisfaction. (3) A significant positive relationship exists between the task autonomy and task feedback of job design and the task performance and contextual performance, and task significance has a significant positive effect on task performance. (4) Both transformational leadership and transactional leadership have a significant positive effect on task performance, but transactional leadership has a significant negative effect on contextual performance. (5) A significant positive relationship exists between internal job satisfaction and both the task performance and contextual performance. With these results, this study is expected to be a reference for organizations and the relevant studies.
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Trang, Le Thi Thu, and 黎氏秋妝. "The Relationship Between Job Stress and Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/7xker2.
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碩士美和科技大學
企業管理系經營管理碩士班
103
In today intensive competition, to survive and develop, businesses have to find out ways to reduce employees’ job stress and increase their satisfaction. This study aims to find out the elements of job stress on Phuc Loc’s employees, as well as the motivation of employees working in Phuc Loc. The research has solved the proposed hypotheses. The model of job satisfaction at Phuc Loc includes 04 independent factors (17 observed variables), and job satisfaction (20 observed variables). The data collected from 300 responses usable for analysis, first is to conduct descriptive analysis of observed variables. The results show that most employees at Phuc Loc underestimated job stress and are satisfied with the work they are doing. The next step is to examine the reliability Cronbach's Alpha of 04 factors are greater than 0.7. Factor Analysis EFA, the results are satisfied: KMO and eigenvalue are satisfied and the total variance explained is good. This is satisfied to build the linear regression analysis for the variables. In the step 3, the study analyzed the linear regression model with the dependent variable job stress and 04 independent variables. The four variables explained 61.5% of the change in the independent variable. All p-values are less than 0.05 and the sign of all the values of the 4 independent variables are satisfied.
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Chao, Hui-Yu, and 趙惠玉. "The Relationship between Job Standardization and Job Satisfaction." Thesis, 1999. http://ndltd.ncl.edu.tw/handle/38013265144846827019.
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碩士中國文化大學
觀光事業研究所
87
Because of the service characteristics, employees play the key success role to uplift competitive ability of International Tourist Hotel. However, there have been controversy and inconsistencies in published literature concerning the relationship between job standardization and job satisfaction. Therefore, the purpose of this study was to verify the relationship between those two variables and to enhance the development of knowledge in job satisfaction. The sample included 366 employees in 18 International Tourist Hotels in Taipei and the questionnaires were mailed as the instrument of data collection. The main hypothesis was the relationship between job standardization and job satisfaction would be positive. The study found for employees with high job standardization had higher job satisfaction. Furthermore, the study speculates the organizational characteristics (organizational size and organizational culture) moderates the association between job standardization and job satisfaction. Howerer, only the variable of organizational culture was supported. Under the strong organizational culture there are the weak relationship between job standardization and job satisfaction. Finally, the study predicted the biographical variables would be moderated the association between job standardization and job satisfaction. But only the variable of salary was supported.
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Yen, Yi-Ming, and 晏以明. "The Relationship between Job Crafting and Job Involvement." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/40912192848489232042.
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博士大葉大學
管理學院博士班
102
A global shift of economics from manufacturing to service industries has dramatically altered the nature of work in organizations. Thus, to keep pace with the rapid evolutions, employees may initiate changes in job redesign with the jog crafting behaviors on the individual level to customize their jobs to better fit personal specific needs and preferences. However, the relations among different employees' job crafting behaviors and job involvement still remain unknown in extant literatures. The present study aims to investigate the relationship between employees' job crafting and job involvement, and the degree of locus of control of a personality variable also would moderate the relationship between job crafting and job involvement. Data was collected from 295 full-time employees in Taiwan, and hierarchical multiple regression analysis was used to demonstrate the hypotheses. The empirical results indicate that employees’ job crafting behaviors has significant positive effect on job involvement. The decreasing hindering job demands have the strongest effect on employee job involvement. But, the degree of locus of control moderated the relationship between job crafting behaviors and job involvement is not support. This study contributes to extend the existing literatures on individual job design from employee-driven approach, and explores the epistemology to further understand the effect of employees' jog crafting on job involvement. According to the results of this study, theoretical and managerial implications and the further research directions are also discussed.
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Lew, Charlene C. "Person-environment congruence, job satisfaction and job involvement." Thesis, 2012. http://hdl.handle.net/10210/6819.
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M.A.Questions regarding the possible interrelations of work-related constructs of person-environment congruence, job satisfaction and job involvement were posed in this dissertation. These constructs were defined in terms of three separate theoretical frameworks, namely Holland's (1985b) vocational choice theory, the Theory of Work Adjustment (Lofquist & Dawis, 1984), and Kanungo's (1982b) conceptualisation of job involvement, respectively. In accordance with these theories, the Self-Directed Search questionnaire, the Minnesota Satisfaction Questionnaire, and the Job Involvement Questionnaire were used to operationalise these variables for the 114 psychologists and 44 optometrists who participated in the study. The person-environment congruence scores were computed by means of the Congruence Index (Brown & Gore, 1994). A secondary aim of the study was to evaluate the accuracy of environmental codes (one of the components of person-environment congruence) as have been provided by The South African Dictionary of Occupations (1987) for samples of psychologists and optometrists in the South African context. Different research designs were used to accommodate the diversity of the research objectives and hypotheses. A factorial research design was used to determine the potentiality of influences of person-environment congruence and job involvement on overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. Possible differences between the samples of psychologists and optometrists, and males and females were built into the general linear models encompassed by this design. Similarly, this design was used to determine whether job involvement is a function of personenvironment congruence, overall job satisfaction, intrinsic job satisfaction, extrinsic job satisfaction, gender and occupational group. Possible divergent effects of the samples and gender were further probed by means of generalised linear models (regression). Gender and sample-specific differences in terms of the variables of the study separately were examined through inferential statistics (t-tests). The possibility of a significant effect of job involvement on the relationship between person-environment congruence and job satisfaction assumed by Holland (1985b), was investigated by means of correlational analyses to conclude the examination of the relations among these variables. For the secondary aim of this study, the Environment Assessment Technique (Holland, 1985b) was used to calculate the respective environment codes of this sample of optometrists, and samples from four categories of registration of psychologists, namely clinical, counselling, educational and industrial psychologists, and then compared to the codes for these vocations listed in The South African Dictionary of Occupations (1987). The results of this study revealed significant effects of job involvement on overall job satisfaction and intrinsic job satisfaction, but nonsignificant effects of occupational group (or sample) and gender. Of the independent variables, only person-environment congruence had moderately significant effects on extrinsic job satisfaction. When job involvement served as dependent variable, only overall job satisfaction or intrinsic job satisfaction and the occupational group had any significant influence on it. The effect of the psychologist sample on job involvement was greater than that of the optometrist sample. No gender differences were found in terms of these linear models, or in terms of the variables of the study separately. Further findings revealed that job involvement does not have any significant effect on the hypothesised congruence-job satisfaction, congruence-intrinsic job satisfaction, or congruence-extrinsic job satisfaction relationships. When the environmental codes of the various samples were compared to the proposed Holland ISE (investigative-social-enterprising) environment code, vast discrepancies were found. A predominantly social environment code was obtained for clinical, counselling and educational psychologists, but an enterprising code for industrial psychologists. Although the optometrists obtained a predominately investigative code, their environment's subtypes could not be characterised as social and enterprising, but rather as enterprising and realistic. Suggestions were made that research employing sample-specific environmental codes in studies of person-environment congruence and its possible covariates is warranted. A need for empirical examinations of environmental codes of other vocational populations in South Africa was also identified. It was further recommended that the job involvement construct should be included in theories describing the antecedents, correlates and consequences of job satisfaction. This study was then evaluated in terms of criterion validity and external validity requirements, and the conclusion was drawn that within the limitations of the study, the research questions had been answered.
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Tang, Jenn-Hong. "Two essays on job creation and job destruction /." 2001. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:3029543.
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