A Study on the Relationships among Work Values﹐Job Characteristics ﹐Employees' Characteristics andOrganizational Commitment of State-owned Enterprise：The Chinese Petroleum Corporation Employees as Empirical Samples

• Main Authors: Sheng-Ming Tsai, 蔡盛明
• Other Authors: Chen-Ming Chu
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/32334077002739255438

碩士 === 中原大學 === 企業管理研究所 === 91 === Abstract A Study on the Relationships among Work Values﹐Job Characteristics﹐ Employees' Characteristics and Organizational Commitment of State-owned Enterprise：The Chinese Petroleum Corporation Employees as Empirical Samples The purpose of this study is to explore the relationships among work values, job characteristics, employees’ characteristics and organizational commitment of state-owned enterprise. There were five major hypotheses that has expanded and proposed by reviewing preview literatures. In the first hypothesis, the relationship between work values and organizational commitment. In the second hypothesis, the relationship between job characteristics and organizational commitment. In the third hypothesis, the relationship between employees' characteristics and work values. In the fourth hypothesis, the relationship between employees' characteristics and organizational commitment. In the fifth hypothesis, the interaction effects of the work values and job characteristics on organizational commitment. In view of this, it was not only the exploration of scientific or technical literature but also use questionnaire surveys to get empirical data. By statistical analysis, we conclude five major results as follows： 1. The tendency towards the entirety of work values and ethics, the development of the individual self, self-actualizing, self-esteem, social interaction, the economy and safety of organization, the tranquility and easiness, and the fitness and traffic. In each major respect that is direct proportioned to the organizational commitment respectively. In other words, an employee who acts more positive and who will make much more organizational commitment indeed. 2. The characteristic is the entirety of jobs and ethics, the variety of task, the identity of task, the significance of task, the autonomy of task, and the feedback of task, and motivating potential score. In each characteristic has brought out that is also direct proportioned to the organizational commitment individually. As has been stated, the characteristic of the entirety of jobs is eminent. As a result, the more organization commitment will be made. 3. Employees who get married act more positive than employees who are not. Furthermore, employees who hold the office of management and superintendence have better work values since they have strong missions and responsibility of their jobs. 4. Employees whose age is elder make more organization commitment than employees who are younger. Employees who get married make more organization commitment than employees who are not. Employees who are manager make more organization commitment than employees who are the others. Employees whose seniority is within 11 to 15 years may make more organization commitment and may take it for granted as well. Employees whose seniority is 26 years above may come up as the next. 5. The tranquility and easiness of tendency, and motivating potential score may take reciprocal interaction and have great effects upon the organizational commitment. According to the conclusion of research work, there are a few suggestions brought out with the definition of management to provide aganinst the follow-up activities within case study and the academia : 1. It should be considered that is the work values of freshman tally with the expection of enterprise once the fresh activists needed, and for the purpose of increasing the organizational commitment. 2. Enterprise should fulfill and take safe measures and insurance system, besides the educational training, and then to encourage the positive philosophy and lead employees to optimistic work values. As a result, it may be positive and admiring enterprise culture. 3. Enterprise should arrange for variety and profuseness of task, and raise the challenge of job and function, and extending the varied domain of knowledge, so that omnigenous self-improvement will be learnt by employees. Also, employees may have the right to act on his/her own work, to appreciate from experience. Even employees gain their centrality of enterprise. 4. Enterprise should comprehend the characteristics of its employees, in addition to make good use of them.