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系統識別號 U0002-2306200918001400
中文論文名稱 志工能力與志工效能關係研究─以組織承諾、組織公民行為、教育訓練為干擾變項
英文論文名稱 A study on the relationship of volunteers’ competency and effectiveness ─ organization commitment, organizational citizenship behavior and training as moderator
校院名稱 淡江大學
系所名稱(中) 企業管理學系碩士班
系所名稱(英) Department of Business Administration
學年度 97
學期 2
出版年 98
研究生中文姓名 蔡旭傑
研究生英文姓名 Hsu-Chieh Tsai
學號 696610780
學位類別 碩士
語文別 中文
口試日期 2009-06-09
論文頁數 87頁
口試委員 指導教授-黃曼琴
委員-李雅婷
委員-吳長生
中文關鍵字 人力資本  員工效能  組織承諾  組織公民行為  教育訓練 
英文關鍵字 human capital  employee effectiveness  organization commitment  organizational citizenship behavior  education and Training 
學科別分類 學科別社會科學管理學
中文摘要 隨著社會的進步,文明與經濟的發展,人們越來越重視社會責任、社會公益,並且追求社會福利的發展,其中除了政府扮演重要的角色外,非營利事業組織也扮演了相當重要的角色。非營利事業組織的經營不以營利為目標,在面對有限的資源下,非營利事業組織是以志工為其重要的人力資源,志工往往也是非營利事業組織面對受助者的第一線人員,而志工是來自社會各個階層並擁有各種能力的人力資源,加上近年來參與志工的人數持續增加,這顯示非營利事業組織對於志工的選擇相對的增加了,非營利事業組織應該要更加重視其志工的能力,期望透過志工對於受助者提供更好品質與效率的服務,來獲得社會大眾、企業、政府的認同與支持,進而提升其獲得資源的機會,讓非營利事業組織能提供更多更好的服務,並且追求永續的經營。
本研究之研究目的有三:
一、探討志工人力資本之能力與志工效能的關係。
二、探討志工組織承諾、組織公民行為是否會影響志工人力資本之能力與其效能間的關係。
三、探討志工教育訓練是否會影響志工人力資本之能力與其效能間的關係。
本研究是以台北地區非營利事業組織的志工為研究對象,包括了台灣世界展望會、伊甸社會基金會、中華基督教救助協會等等。本研究是以志工人力資本之能力為自變項,志工效能為依變項,而以組織承諾、組織公民行為、教育訓練為干擾變項來探討,並且以相關與迴歸分析來驗證。
研究結果顯示志工人力資本之能力對志工效能的表現有顯著正向的影響;志工的組織承諾與教育訓練對志工人力資本之能力與志工效能表現之關係具有顯著的干擾效果,而志工的組織公民行為對志工人力資本之能力與志工效能表現之關係並無顯著之干擾效果。
英文摘要 With the progress of society and the development of civilization and economy, people take more and more importance on the social responsibility and the social public- welfare, and pursue the development of the social welfare. In this situation, nonprofit organizations also play a very important role besides organization. Nonprofit organizations do not aim at making a profit and take volunteers as their important human resources under limited resources. Volunteers are often the first-line staff to face people who needed to help. These volunteers are important human resources who possess various abilities and come from all levels of society. Recently more and more people are engaged in volunteer activities. This indicates that the choice of nonprofit organizations for volunteers is increasing. Nonprofit organizations should take more importance on the abilities of volunteers and expect volunteers to provide high-quality and efficient services in order to gain the acceptance and the support from community, enterprises, and organization. This will make nonprofit organizations have more chances to gain resources, provide more high-quality services, and pursue sustainable management.
The main objectives of this research are as follows: First, to discuss the relation between the competency of volunteer human capital and the effectiveness of the volunteer. Second, to discuss whether will the organization commitment and the organizational citizenship behavior of the volunteer have an influence on the relation between the competency of volunteer human capital and the effectiveness of the volunteer? Third, to discuss whether will the education and the training of the volunteer have an influence on the relation between the competency of volunteer human capital and the efficiency of the volunteer?
In this study, we take volunteers who working in Taipei as samples. Independent variable is the competency of volunteer human capital and dependent variable is the effectiveness of the volunteer. Organization commitment, organizational citizenship behavior, and Education & Training are moderator variables. We use related analysis and regression analysis to testify.
The result appeals that the competency of volunteer human capital has a significantly positive effect on the effectiveness of the volunteer. The organization commitment of the volunteer and the education and the training of the volunteer have a significantly moderating effect on the relation between the competency of volunteer human capital and the effectiveness of the volunteer but the organizational citizenship behavior of the volunteer do not.
論文目次 目錄
目錄.......................................................i
表目錄...................................................iii
圖目錄.....................................................v
第一章 緒論................................................1
第一節 研究背景........................................1
第二節 研究動機........................................4
第三節 研究目的........................................7
第二章 文獻討..............................................8
第一節 人力資本........................................8
第二節 員工效能.......................................16
第三節 組織承諾與組織公民行為.........................23
第四節 教育訓練.......................................29
第五節 各變數間的相關研究.............................31
第三章 研究方法...........................................36
第一節 研究對象.......................................36
第二節 研究架構.......................................37
第三節 變數之操作性定義...............................38
第四節 研究假設.......................................41
第五節 資料分析方法...................................43
第六節 問卷設計.......................................44
第四章 研究結果...........................................46
第一節 信效度與因素分析...............................46
第二節 人口統計與研究變項的敘述性統計分析.............53
第三節 相關分析.......................................57
第四節 迴歸分析.......................................61
第五節 驗證假設結果...................................66
第五章 結論與建議.........................................68
第一節 研究結論與建議.................................68
第二節 研究限制與後續研究建議.........................71
參考文獻..................................................74
附錄問卷..................................................83

表目錄
表2-1-1 人力資本之定義與內涵.............................11
表2-2-1 工作滿足之定義...................................17
表2-2-2 工作績效之定義...................................20
表2-3-1 組織承諾之定義...................................23
表2-3-2 組織公民行為之定義...............................26
表2-4-1 教育訓練之定義...................................30
表2-5-1 各變數之相關研究.................................34
表4-1-1 人力資本構面之因素分析與信度分析.................47
表4-1-2 員工效能構面之因素分析與信度分析.................48
表4-1-3 組織承諾構面之因素分析與信度分析.................50
表4-1-4 組織公民行為構面之因素分析與信度分析.............51
表4-1-5 教育訓練構面之因素分析與信度分析.................52
表4-2-1 人口統計敘述性分析...............................54
表4-2-2 人力資本敘述性統計分析...........................55
表4-2-3 員工效能敘述統計分析.............................55
表4-2-4 組織承諾敘述統計分析.............................56
表4-2-5 組織公民行為敘述統計分析.........................56
表4-2-6 教育訓練敘述統計分析.............................56
表4-3-1 人力資本與員工效能之相關分析.....................57
表4-3-2 組織承諾與員工效能之相關分析.....................58
表4-3-3 組織公民行為與員工效能之相關分析.................59
表4-3-4 教育訓練與員工效能之相關分析.....................59
表4-3-5 整體構面之相關分析...............................60
表4-4-1 人力資本與員工效能之迴歸分析.....................61
表4-4-2 管理能力與員工效能之迴歸分析.....................62
表4-4-3 人際能力與員工效能之迴歸分析.....................62
表4-4-4 組織承諾對人力資本與員工效能關係之層級迴歸分析...63
表4-4-5 留職承諾對人力資本員工效能關係之層級迴歸分析.....63
表4-4-6 努力承諾對人力資本員工效能關係之層級迴歸分析.....64
表4-4-7 組織公民行為對人力資本員工效能關係之層級迴歸分析.65
表4-4-8 教育訓練對人力資本與員工效能關係之層級迴歸分析...66

圖目錄
圖3-2-1 研究架構.........................................37

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