The Effect of the Enterprizational Activities of Non-profit Organizations on the Employees’ Job Satisfaction, Organizational Commitment and Job Performance－Social welfare charity foundations as an example

• Main Authors: Liu Tzu-Yi, 劉姿宜
• Other Authors: 溫玲玉
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/70477786483867648909

碩士 === 國立彰化師範大學 === 商業教育學系 === 93 === The purpose of this study was to explore the effect of enterprizational activities of non-profit organizations, job satisfaction, organizational commitment and job performance of employees, and to explore the path of relationships and effect of dimensions. The study collected 541 social welfare charity foundations declared on the website of the Department of Social Affairs of Ministry of the Interior. After reviewing literature and documents, the scales of job satisfaction, organizational commitment and job performance to proceed sample test. The questionnaire subjects included 317 employees in the social welfare charity foundations with 56.5％(179) valid return rate. The study used two-way ANOVA, Kruskal-Wallis one-way ANOVA, Pearson Correlation Analysis and Path Analysis to test the statistical research hypothesizes. According to the analysis of the data and discussion, the conclusions were summarized as follows: 1. There was no interaction between enterprizational activities and the demography information. 2. The job satisfaction was higher on the part of older and married employees with more working experiences and higher positions. 3. The organizational commitment was higher on the part of older and married employees with higher positions. 4. The job performance was higher on the part of married employees who had higher salary. The job performance of employees with accociate degrees, was higher than the employees with baccalaureate degrees. 5. Enterprizational activities didn’t effect job satisfaction, organizational commitment and job performance of the employees. 6.There was significantly positive correlation between domains of job satisfaction, organizational commitment and job performance. 7. Domains of job satisfaction affected organizational commitment directly. Willingness of effort of organizational commitment affected job performance in directly. Finally, the recommendations were made for non-profit organizations, schools and further studies.