A Study on the Relationships among Organizational Support, Organizational Innovation, Work Vigor, and Job Performance Perceived by the Administrative Staffs in Universities Receiving Teaching Excellence Grant

• Main Authors: Huei-Chun Wu, 吳慧君
• Other Authors: Pei-Tsuen Tsai
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/63180055562179926850

博士 === 高雄師範大學 === 成人教育研究所 === 98 === The main purposes of this study were to investigate the current status and relationships among organizational support, organizational innovation, work vigor, and job performance for the administrative staffs in universities receiving teaching excellence grant. To achieve this goal, this study adopted a questionnaire survey and subjects were selected from the administrative staffs in the public and private universities. These universities included general, normal, medical and technological universities that were awarded for consecutive three years as teaching excellence university. One thousand and one hundred subjects, extracted from 12 target universities, completed the questionnaires. Data analysis methods included descriptive statistics, one-way multivariate analysis of variance, Pearson’s correlation, and linear structural equation modeling. The main findings in this study were as follows: I. Administrative staffs in teaching excellence university perceived moderate-high level of organizational support, organizational innovation, work vigor and job performance. A. The subscales of mission support, supervisor support and learning empowerment were the three higher scores in organizational support. B. The subscale of innovation for public relations and marketing had the highest score in organizational innovation. C. Emotional energy subscale had the highest score in work vigor D. Task achievement subscale had the highest score in job performance II. Different background variables in organizational support, organizational innovation, work vigor and job performance showed the following significant differences: A. Administrative staff with high position, National and general universities had overall higher score in the subscales and total scale of organizational support. B. Male, aged over 55 years old, the general and technological university administrative staffs had higher level of perception in some of the subscales and the total scale of organizational innovation. C. Administrative staffs with age over 45 and high position, with working in general university had higher score in work vigor. D. Female, administrative staffs with age over 45 and high position, with graduate education level, with working in medical university showed higher score in some of the job performance subscales and the total scale. III. There were positive relationships among organizational support, organizational innovation, work vigor and job performance in administrative staffs IV. The organizational support, organizational innovation, work vigor and job performance structural relationship model, built in this study, for administrative staff had good model fitness. The structural model demonstrated that organizational support have no direct effect on job performance, but it would had indirect effort through the effect of work vigor on job performance. V. The weighted coefficients in the overall structural relationship model for organizational support, organizational innovation, work vigor and job performance, among teaching excellence universities with various characteristics, did not show significantly different in this study. Based on the findings in this study, some comments and suggestions are provided for the educational organization leaders and for the researchers as useful references in their future works.