| Summary: | 碩士 === 國立中央大學 === 人力資源管理研究所碩士在職專班 === 97 === To achieve the goal of the organization depends on the effort of organizational members and performance of employees. The effects and responsibility of leaders are the important factors to assure the growth of the organization. In America, over half of the employees believe that willingness could increase productivity, but lack motivation in doing so. In other words, their job involvements are lower than what they can be. This means that employee with good ability does not always mean with good performance. Instead, employee with strong willingness of job involvement and with slight insufficient ability could surpass their potentials, and get excellent job performance. More and more managers realized this issue. Consequently, managers valued and inspire their employee’s with job involvement issue.
The leadership style of manager and human resources managements can affect the contribution of employee’s effort to finish his job and the degree of organizational identification.
This subject of this study is one computer company in Taiwan to explore the correlation of employee’s job involvement and organization’s identification. The major aims of this research are to explore: 1.The effects to employee’s job involvement and organizational identifications with transformational leadership; 2.The effects to employee’s job involvement and organizational identifications with human resources managements; 3.The effects to employee’s job involvement and organizational identifications with organizational justice.
This research were based on questionnaire, distributed to 350 employees and collected 246，among them 241 were valid. The returned rate was 68.8%. Data was analyzed via ANOVA, to find out the correlation and regression analysis, then find out the factors which can affect employee’s working attitudes, suggestions are as follows:
1. There is no obvious difference with the educational level, so in the recruitment, education does not have to pay much attention when recruit employees. .
2. Training and cultivating those employees with high organization identification to help new comer, to shorten their probationary period.
3. Review salary system, high performance with higher pay.
4. Systematic training plan and career path can get higher job involvement and
organizational identifications.
5. Strengthen the communication channel, held more forum in order to boost job involvement and organization’s identification.
Based on the above action plans, a reasonable set up and implementation is necessary in order to achieve a positive attitude from the employees job involvement.
Key words: Transformational leadership、Human Resource Managements、Organizational justice、Job involvement、organizational identification.
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