Relationship among self-efficacy, job satisfaction, organizational commitment and organizational citizenship behavior—Court civil servants as an example

• Main Authors: Shu-Chao Chen, 陳淑照
• Other Authors: Nan-Shan Chien
• Format: Others
• Language: zh-TW
• Published: 103
• Online Access: http://ndltd.ncl.edu.tw/handle/eee847

碩士 === 南台科技大學 === 企業管理系 === 102 === Organizational citizenship behavior likes lubricants of Organizational machine, so it is helpful for team operation especially. Government pay more attention on the operation of the ruling team, so if organizational citizenship behavior can played a modest role in government team, government agencies will obtain the people trust. In the study of organizational citizenship behavior, job satisfaction and organizational commitment is the strongest antecedents. Furthermore, self-efficacy has excellent predictive ability to personal behavior. Higher self-efficacy employees usually launch enough energy to perform their work, so they can produce good performance on their work, thus they can improve their organizational identity, and they also have higher job satisfaction. This study attempts to build a model to explore the relationships among elf-efficacy, job satisfaction, organizational commitment and organizational citizenship behavior. In order to achieve these objectives, we take civil servants of four courts in the southern Taiwan area as sampling target and collect research data via paper questionnaires. A total of 420 questionnaires were distributed and a total of 343 valid questionnaires were obtained, and the response rate is 81.7%. This study used SPSS 18.0 statistical software to execute descriptive statistics, reliability analysis, validity analysis, regression analysis, and difference analysis. Finally, this study has the following results: self-efficacy has a significant positive impact on job satisfaction, organizational commitment and organizational citizenship behavior. Job satisfaction has a significant positive impact on organizational commitment and organizational citizenship behavior. Organizational commitment has a significant positive impact on organizational citizenship behavior. Self-efficacy, organizational commitment and organizational citizenship behavior have significant differences among different ages of civil servants. Self-efficacy has significant differences among different levels of education of civil servants, but self-efficacy, job satisfaction, organizational commitment and organizational citizenship behavior have no significant differences between different sex of civil servants.