| Summary: | 碩士 === 世新大學 === 行政管理學研究所(含博、碩專班) === 103 === The main theme of this study is to examine the status of Job Involvement, Job Satisfaction and Organizational Citizenship Behavior in four pre-selected veteran homes in northern Taiwan. It aimed at analyzing the difference in the scales of Job Involvement, Job Satisfaction and Organizational Citizenship Behavior with varying personal background variable. Furthermore, this study also explores the relationship among Job Involvement, Job Satisfaction and Organizational Citizenship Behavior. Rregression analysis is utilized to examine the influence of Job Satisfaction on Organizational Citizenship Behavior, and Job Involvement on Organizational Citizenship Behavior and Job satisfaction.
This study employs the questionnaire survey as the research method. The sample respondents are drawn from Nursing assistants in four veteran homes in northern Taiwan. With 274 questionnaires issued, 250 collected, excluding 4 invalid questionnaires and leave 246 valid ones at a rate of 89.78%. The study methods consist of descriptive statistics, one way ANOVA, Pearson product moment correlation, and regression analysis.
The results of this study are as follows:
1.The nursing assistants with different personal background variables, such as age, working area, exhibit significant difference in Job Involvement.
2.The nursing assistants with different personal background variables, such as age and working area, demonstrate significant difference in Job Satisfaction.
3.The nursing assistant with different personal background, such as gender, length of service, identity status, and working area, exhibit significant difference in Organizational Citizenship Behavior.
4.“Job commitment”, sub dimension of Job Involvement, has positive impact on Organizational Citizenship Behavior.
5.“Job commitment”, sub dimension of Job Involvement, has positive influence on Job Satisfaction.
6.“Societal needs” and “Growth needs”, sub dimension of Job Satisfaction have positive impact on Organizational Citizenship Behavior.
7.The empirical results have shown that the Organizational Citizenship Behavior is perceived positively by respondents, while the “Organizational Commitment” is erceived negatively.
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