| Summary: | 碩士 === 國立高雄師範大學 === 成人教育研究所 === 105 === The main purpose of this study is to discuss the relationship among work values, organization commitment and work performances of Kaohsiung and Pingtung areas’ volunteer organiozations’ workers. And the workers are the staff and the volunteers of volunteer organizations.The research methodology mainly adopts the questionnaire format. Referenced by past research, the study tool is the “Index of the staff’s and the volunteers’ Work Values in the volunteer organizations”, “Index of the staff’s and the volunteers’ Organization Commitment in the volunteer organizations”, and “Index of the staff’s and the volunteers’ Work Performances in the volunteer organizations.” The sample is the staff and the volunteers of Kaohsiung and Pingtung areas’ volunteer organizations. 600 questionnaires were distributed and the valid response to questionnaires has reached 91.6 %. The hypotheses were tested through statistical analyses including one-way ANOVA, Pearson product-moment correlation and stepwise multiple regression.
The conclusion can be as follows：
1. The volunteer organizations’ staff and the volunteers achieved better than middle level in work values have higher satisfaction and approval in “Interpersonal Interaction”.
2. The volunteer organizations’ staff and the volunteers having average organization commitment have the most tendency of “Willingness to Make a Sustained Effort.”
3. The volunteer organizations’ staff and the volunteers having good work performances consider “Staff Accordance” to be the most efficient in promoting performances.
4. The volunteer organizations’ staff and the volunteers who are married and who serve as supervisors have higher cognition in“Work Values”.
5. The volunteer organizations’ staff and the volunteers who are older than 46, married and serving as supervisors have higher organization commitment, and good work performances.
6. The higher work values of the volunteer organizations’ staff and the
volunteer workers have, the better the organization commitment and work performance could be.
7. Results for “ Interpersonal Interaction” for the volunteer organizations’ staff and the volunteers are the most predictable to“Staff Accordance”, “Task Achievement”, “Receptivity to Feedback”, and “Budget Management”.
The suggestions can be as follows：
1. The volunteer organizations should encourage the staff’s and the volunteers’ interpersonal interaction, and strengthen the welfare to enhance work values.
2. The volunteer organizations should provide the staff’s and volunteers’ rewards for their good work performance, and set up common version for improvement of organization commitment.
3. The volunteer organizations should promote staff and volunteers to achieve tasks, and enhance the ability of budget management to improve work performances.
4. The volunteer organizations should provide staff and volunteers who are unmarried and serving as officers more chances in order to enhance self-confidence.
5. The volunteer organizations should encourage staff and volunteers who are younger, unmarried, serving as officers to learn for the enhancement of organization commitment and work performances.
6. The volunteer organizations should strengthen staff’s and volunteers’ work value, improve their organizational commitment and enhance their work performances.
7. The volunteer organizations should promote staff and volunteers in accordance to enhance their work performances.
Key Words: volunteer organizations, staff and volunteers, work values, organization commitment, work performances.
|
|---|
