Dissertations / Theses: 'Work and job involvement'

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Rose, Dennis Michael. "Human Resources, High Involvement Work Processes and Work Outcomes: An Exploratory Study." Queensland University of Technology, 2005. http://eprints.qut.edu.au/16044/.

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This research investigated the relationships between involvement-oriented human resource practices and work outcomes, mediated by high involvement work processes. The goal was to use an involvement framework - comprised of the elements of power, information, rewards, knowledge, and a fifth element developed for this thesis, integration - to select human resource practices that impact on work outcomes, and to develop an understanding of intervening involvement processes. Data was collected from 200 work groups in a public sector organization of 4,300 employees, engaged in large infrastructure projects, including bridge and road construction and maintenance. Group-levels of human resource practice implementation were collected through surveying a sample of employees from each work group. Data on work outcomes and high involvement work processes were collected three months later through an organizational survey of all 4,300 employees. This process was repeated 12 months later to identify the unique effects of human resource practices and investigate causal relationships and lagged effects. Involvement-oriented human resource practices were found to impact significantly on work outcomes. High involvement work processes explained significant variance in outcomes and mediated the relationship between HR practices and outcomes. Longitudinal analyses supported the existence of lagged effects of involvement-oriented human resource practices on high involvement work processes, and high involvement work processes on work outcomes. The research supports the utility of an involvement framework for practice selection and for explaining mediating processes on work outcomes.

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Robinson, Sean D. "The Roles of Job and Work Involvement in the Employee Turnover Process." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1306247829.

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Kostek, John A. "Work Centrality: A Meta-Analysis of the Nomological Network." Bowling Green State University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1339525599.

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Yip, Wai-ling. "A study of job satisfaction and job involvement of assistant social work officers in the Social Welfare Department." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31979476.

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Yip, Wai-ling, and 葉渭玲. "A study of job satisfaction and job involvement of assistant social work officers in the Social Welfare Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31979476.

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Torstensson, Anette. "Arbetsmotivation - en jämförande studie på ett svenskt företag." Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-7790.

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Känslan av att man alltid ska vara produktiv är medfödd hos oss människor. Att få de anställda att vara motiverade och därmed prestera bra på arbetet är något som blivit en utmaning för arbetsgivarna, eftersom många arbetstagare numera söker arbetstillfredsställelse på andra sätt än bara genom det faktum att man får lön för mödan. För att undersöka huruvida arbetsmotivationen skiljer sig beroende på kön, tjänst och arbetslivserfarenhet genomfördes en enkätundersökning på ett medelstort svenskt företag. Enkäten innehöll fem frågeområden som tillsammans mäter arbetsmotivation. Deltagare var 64 anställda, varav 48 män och 16 kvinnor. Resultaten visade att män värderade engagemang högre än kvinnor gällande arbetsmotivation. I övrigt visade resultaten inga signifikanta skillnader i arbetsmotivation mellan grupperna vilket kan tolkas som att de anställda på det aktuella företaget utgjorde en homogen grupp med likvärdig arbetsmotivation.

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Ho, Chin-Chih. "A study of the relationships between work values, job involvement and organisational commitment among Taiwanese nurses." Queensland University of Technology, 2006. http://eprints.qut.edu.au/16421/.

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Aim: The aim of this study is to investigate the relationship between work values, job involvement and organisational commitment among Taiwanese nurses in Taiwan. The objectives of this study are to: (1) describe the work values of Taiwanese nurses; (2) describe the job involvement of Taiwanese nurses; (3) describe the organisational commitment of Taiwanese nurses; (4) identify variables that affect work values, job involvement, and organisational commitment among Taiwanese nurses; and (5) identify the mediating effects of job involvement on work values and organisational commitment among Taiwanese nurses. Design: The study utilises a cross-sectional survey design. The sample consisted of RNs (N=1,047) recruited from a convenience sample in nine regional and teaching hospitals in Taiwan. Methods: Data was collected using a survey instrument consisting of 86 questions, including sociodemographic data, work values, job involvement, and organisational commitment. The data was analysed using descriptive bivariate analysis, Pearson Product Moment Correlation (PPMC), General Linear Model (GLM) analysis with random effect, and structural equation modelling (SEM). Findings: Four sociodemographic variables, age, SES (i.e., education status, personal income, and position) were shown to be partially statistically significant to work values, job involvement and organisational commitment. Subsequent GLM analysis were shown work values were positively related to job involvement and organisational commitment, and job involvement is positively related to organisational commitment. Results of the proposed model using SEM revealed that job involvement could play an important role with mediation, and that establishing a higher level of job involvement may be more important than focusing only on organisational commitment. Conclusions: This study has implications for organisations attempting to enhance organisational commitment through increased job involvement. It is anticipated that by improving these various factors the outcome will be reduced turnover and absenteeism and more effective organisations. A more effective organisational environment will be more conducive to good nursing practice.

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Mukondiwa, Steady. "Situational variables and related work attitudes and outcomes in a manufacturing concern in the Gauteng Province / Steady Mukondiwa." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9182.

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The study was done to investigate the state of situational variables and how these variables affect work attitudes and subsequently intentions to quit in a manufacturing company in Gauteng Province. The study was carried out under normal business operating conditions without reinforcing any of the research variables within the period of the study. A stratified random sampling approach was used to carry out the study using a structured questionnaire developed from predictors used by other researchers. The questionnaire, based on a five-point Likert scale with situational variables such as learning and development, recognition, respect, appreciation, benefits and perks, salary, promotion, organisational support, perceived opportunity for rewards, fair leadership, organisational culture, working conditions, communication, trust and relationships and job security and work related attitudes such as organisational commitment, organisational citizenship, job satisfaction, job involvement, employee engagement and intentions to quit the organisation, was designed to capture the state of affairs within the organisation based on the employees’ percep tions of their experiences of these variables. Data was analysed using statistical analysis tools namely correlation and regression analysis. 200 questionnaires were issued and 111 were returned of which 103 were useable. The research data showed a moderate state of unhappiness with eight of the ten situational variables scoring below the midpoint signalling a need for the organisation to reinforce these variables. Work related attitudes were moderate and almost all scoring around the midpoint but intention to quit yielded a lower score. Correlations analysis showed statistically significant and strong positive relationships between situational work variables. Correlations also showed statistically significant medium to strong positive relationships between situational variables with work related attitudes. There was a statistically significant medium to strong negative relationship between intentions to quit and work related attitudes showing that as work attitudes improve intentions to quit decrease. The regression analyses showed that key situational work-related variables did predict work related attitudes and outcomes with perceived organisational support proving to be the most important predictor for all work related attitudes and outcomes; fair leadership were only a significant predictor for organisational citizenship behaviour and work engagement, while job security were only a significant predictor of job satisfaction, work engagement and intentions to quit. Organisational climate was also a significant predictor of organisational commitment, organisational citizenship and work engagement. Recommendations are provided for the organisation and for future research.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2013.

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Seo, Jae Young. "Job involvement of part-time faculty: exploring associations with distributive justice, underemployment, work status congruence, and empowerment." Diss., University of Iowa, 2013. https://ir.uiowa.edu/etd/5057.

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For decades, higher education institutions have been increasingly reliant upon part-time faculty. As the role of part-time faculty in colleges and universities has evolved and gained prominence, it is increasingly important to gain a deeper understanding of their perceptions of job involvement considered as potential predictor of turnover and absenteeism. There are very few studies focusing on part-time faculty. Available research tends to be concerned with inequality in terms of income, benefits, working conditions, and opportunities for career advancement compared to full-time faculty, while perceptions of how distributive justice among part-time faculty members might be associated with their perceived levels of job involvement remain comparatively neglected. This study focused on exploring relationships between job involvement and other job-related variables, including perceived levels of distributive justice; whether or not part-time work status was voluntary or involuntary, or the position was primary or non-primary. Perceived levels of overqualified underemployment and perception of empowerment were also considered. The study population was drawn from an existing database. The target population of the study was 165 part-time faculty members in the continuing education field at higher education institutions in the United States. OLS regression, ANOVA, and path analysis were utilized to explore the relationships between job involvement and the other job-related variables among part-time faculty in the study. The analyses revealed that whether or not part-time work was voluntary, and the position was primary or non-primary did not significantly influence levels of job involvement. Furthermore, perceived distributive justice did not affect part-time faculty job involvement significantly. Levels of perceived distributive justice among part-time faculty members only influenced job involvement through empowerment. Empowering part-time faculty appears to be an essential element in efforts to enhance perceived levels of job involvement among part-time faculty.

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Ke, Yu-Jiuan, and 柯榆娟. "The study of perceived overqualification, job embeddedness, job involvement, work withdrawal." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/94975900478902149981.

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碩士
國立彰化師範大學
人力資源管理研究所
100
Perceived overqualification has become a serious problem. Go through the education system, we expect the work condition would be related with the ability we have. Actually, it did not. Job involvement reflects the extent to which individuals are psychologically identified with his/her present work. Work withdrawal is unhappy employees use to either avoid certain aspects of work or to minimize time spent on tasks, while maintaining their organization and work role memberships. When someone has perceived overqualification, he/her would want to change the attitude and action to eliminate the uncomfortable percetion. In view of this, present study assessed the relationships among perceived overqualification, job embeddedness, job involvement and work withdrawal. There are 454 valid samples in the end. Results of hierarchical multiple regressions revealed: (1) Perceived overqualification has influence to work withdrawal; (2)The relationship between perceived overqualification and work withdrawal has been partial mediated by job involvement. Implication for practice and further research are discussed.

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Hsu, Li-Chi, and 徐莉琪. "Generations, Work Values, and Job Involvement in Teachers." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/ckcza4.

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Lin, Hsiao-Ju, and 林筱茹. "The Impact of Job Involvement and Work-Family Conflict on Job Satisfaction." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/88983435761875320080.

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碩士
大葉大學
管理學院碩士在職專班
100
The purpose of this study is to explore the impact of Work-Family conflict on job involvement and job satisfaction. A survey was conducted using a sample from elemen-tary school teachers in Taoyuan County. 400 questionnaires were handed out and 396 were returned of which 10 invalid responses were taken out to give a total of 386 valid questionnaires. The effective recycle rate of the questionnaire was 96.5%. Piersen and Regression analysis were used to study the correlation between the varying factors. The conclusions from the study are as follows: (1) job involvement has a positive effect on job satisfaction, which means higher level of job involvement will result in a higher level of job satisfaction. (2)Work-Family conflict will have a moderate effect on job in-volvement and an extrinsic satisfaction. Finally, suggestions on educational administra-tion agencies, schools and future related study are proposed based on the results of this research.

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13

Lew, Charlene C. "Person-environment congruence, job satisfaction and job involvement." Thesis, 2012. http://hdl.handle.net/10210/6819.

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M.A.
Questions regarding the possible interrelations of work-related constructs of person-environment congruence, job satisfaction and job involvement were posed in this dissertation. These constructs were defined in terms of three separate theoretical frameworks, namely Holland's (1985b) vocational choice theory, the Theory of Work Adjustment (Lofquist & Dawis, 1984), and Kanungo's (1982b) conceptualisation of job involvement, respectively. In accordance with these theories, the Self-Directed Search questionnaire, the Minnesota Satisfaction Questionnaire, and the Job Involvement Questionnaire were used to operationalise these variables for the 114 psychologists and 44 optometrists who participated in the study. The person-environment congruence scores were computed by means of the Congruence Index (Brown & Gore, 1994). A secondary aim of the study was to evaluate the accuracy of environmental codes (one of the components of person-environment congruence) as have been provided by The South African Dictionary of Occupations (1987) for samples of psychologists and optometrists in the South African context. Different research designs were used to accommodate the diversity of the research objectives and hypotheses. A factorial research design was used to determine the potentiality of influences of person-environment congruence and job involvement on overall job satisfaction, intrinsic job satisfaction and extrinsic job satisfaction. Possible differences between the samples of psychologists and optometrists, and males and females were built into the general linear models encompassed by this design. Similarly, this design was used to determine whether job involvement is a function of personenvironment congruence, overall job satisfaction, intrinsic job satisfaction, extrinsic job satisfaction, gender and occupational group. Possible divergent effects of the samples and gender were further probed by means of generalised linear models (regression). Gender and sample-specific differences in terms of the variables of the study separately were examined through inferential statistics (t-tests). The possibility of a significant effect of job involvement on the relationship between person-environment congruence and job satisfaction assumed by Holland (1985b), was investigated by means of correlational analyses to conclude the examination of the relations among these variables. For the secondary aim of this study, the Environment Assessment Technique (Holland, 1985b) was used to calculate the respective environment codes of this sample of optometrists, and samples from four categories of registration of psychologists, namely clinical, counselling, educational and industrial psychologists, and then compared to the codes for these vocations listed in The South African Dictionary of Occupations (1987). The results of this study revealed significant effects of job involvement on overall job satisfaction and intrinsic job satisfaction, but nonsignificant effects of occupational group (or sample) and gender. Of the independent variables, only person-environment congruence had moderately significant effects on extrinsic job satisfaction. When job involvement served as dependent variable, only overall job satisfaction or intrinsic job satisfaction and the occupational group had any significant influence on it. The effect of the psychologist sample on job involvement was greater than that of the optometrist sample. No gender differences were found in terms of these linear models, or in terms of the variables of the study separately. Further findings revealed that job involvement does not have any significant effect on the hypothesised congruence-job satisfaction, congruence-intrinsic job satisfaction, or congruence-extrinsic job satisfaction relationships. When the environmental codes of the various samples were compared to the proposed Holland ISE (investigative-social-enterprising) environment code, vast discrepancies were found. A predominantly social environment code was obtained for clinical, counselling and educational psychologists, but an enterprising code for industrial psychologists. Although the optometrists obtained a predominately investigative code, their environment's subtypes could not be characterised as social and enterprising, but rather as enterprising and realistic. Suggestions were made that research employing sample-specific environmental codes in studies of person-environment congruence and its possible covariates is warranted. A need for empirical examinations of environmental codes of other vocational populations in South Africa was also identified. It was further recommended that the job involvement construct should be included in theories describing the antecedents, correlates and consequences of job satisfaction. This study was then evaluated in terms of criterion validity and external validity requirements, and the conclusion was drawn that within the limitations of the study, the research questions had been answered.

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Chiu, Li-Wen, and 邱麗雯. "A Study of Motivation, Job Involvement, Job Stress and Work Performance of Insurance Agencie’s Employees." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/kerf3b.

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碩士
康寧大學
資訊傳播研究所
105
As the average life expectancy of the people increases, the population ages and the birth rate shrinks, it is generally acceptable for individuals or families to buy insurance. So, there is a great public interest in choosing an excellent insurance company that provides professional, sincere service. However, looking at all insurance companies, the turnover rate of 13 months of the professional agents is fairly high, and the public perception of insurance companies is unfavorable. Thus, the study intends to show and discuss how to reduce insurance agent turnover rate, an increase of the company's performance and how to train insurance personnel on relevant issues affecting the public trust. The research study will provide analysis for insurance, insurance personnel motivation, job involvement, job stress and degrees of work performance. The research can be provided to insurance companies and become a social reference for the public. This research focuses mainly on employees of insurance companies to discuss motivation, job involvement, job stress and work performance related matters.The author uses questionnaires filled out by insurance professionals to investigat. The questionnaire uses the Pearson correlation analysis method,using descriptive statistics,regression analysis and hierarchical regression analysis, to analyze this impact and to understand the relationship between variables. Through analysis of this study, the resulting verified results are as follows : 1. Insurance personnel actively encouraging performance has a positive impact, i.e., when the insurance professional incentives are higher, there is an increase in performance levels. 2. When insurance personnel into having a positive impact on work input, and increased motivation of theinsurance professionals, dedicated to their work, the higher the degree of incentive for insurance professionals. 3. The professional, dedicated to their work and work performance has to affect job performance, the higher the level of professionals to work into insurance, i.e., also higher. 4. Insurance personnel dedicated to their work on incentives and between job performance is part of the agency dedicated to their work. Professionals of the insurance intermediary part will affect work performance. 5. Insurance personnel work stress on the incentive and work performance of the interference effect of the research hypothesis is not supported.

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Lai, Chia-ying, and 賴佳瑩. "A Study on the Relationships among Job Characteristic﹐Job Involvement, Work Value and Job Performance of Dispatched Workers." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/33269483803193770777.

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碩士
國立臺灣科技大學
企業管理系
93
To reduce cost and increase competition, enterprises either adopt outsourcing of non-core projects to professional companies, or hire more temporary employees. Under the enlarging demands of labor flexibility, dispatched agency becomes the result of flexible human resource using. As a newly risen service industry, dispatched agency holds great influence on productivity and business performance of enterprises. Since dispatched work arrangement and dispatched workers’ attitude effect the result of human resource flexibility, with the point of view of job characteristic, we are going to provide enterprises relative discussions and suggestions about practical employment through the degree of job design; furthermore, this research provides crucial information to dispatched enterprises about the difference of job characteristic and job value when they are recruiting staff. According to the survey of 170 dispatched workers, the research result is shown as follows: (1)Good job design is conductive to raise dispatched workers’ job involvement. (2)High task identity and autonomy of job design raise dispatched workers’ job performance. (3)Good job design stimulates workers to involve their jobs well and raise their performance. (4)In accordance with various job characteristics, the difference of work value can be regarded as the crucial reference of selecting dispatched workers.

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Liu, Ming-Cheng, and 劉明政. "The Influence of Using Instant Messenger App in Off-Work Communication on Work-Family Conflict, Job Involvement and Job Satisfaction." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/h24fv3.

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碩士
國立交通大學
理學院科技與數位學習學程
105
The purpose of this study is to investigate the influence of using instant messenger app in off-work communication on work-family conflict, job in-volvement and job satisfaction. Furthermore, we examine the job satisfaction moderating effects between using instant messenger app in off-work communi-cation and job involvement. This study surveys 248 employees who rely instant messenger app to work and 235 effective questionnaires were collected. The study shows that: (1) using instant messenger app in off-work communication has negative influence on work-family conflict (2) using instant messenger app in off-work communication has positive influence on job involvement (3) using instant messenger app in off-work communication has positive influence on job satisfaction (4) the relationship between using instant messenger app in off-work communication and job involvement will be moderated by job satis-faction. Developments in science and technology practically alter people’s life-style, communication and the way of work. The effective time management and work efficiency can diminish the work-family conflict of using instant messen-ger app in off-work communication. Moreover, the flexible way of reply in us-ing instant messenger app and the mutual respect and trust in the workplace will improve organizational effectiveness and create a better workplace atmosphere.

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Chou, I.-Chen, and 周奕辰. "The Impact Of Work-Family Conflict On Job Involvement And Job Performance In High-Tech Industry." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/61038672755660347872.

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碩士
大葉大學
管理學院碩士在職專班
100
This study examined the relationship among work-family conflict, job involvement and job performance relationship in high-tech industry. The aims of this study were to understand the current status of the work-family conflict and to explore whether work-family conflict affect the relationship between job involvement and job performance. 　In the data collection part, the population was the high-tech companies from the TOP 1000 manufactures company in Taiwan which were published by Commonwealth Magazine, 2011. Present study used the sampling questionnaires, and the number of valid questionnaires returned was 403. The data from questionnaires were analyzed through descriptive statistics, factor analysis, reliability and validity analysis, correlation analysis, independent sample t-test, one-way ANOVA and regression analysis. 　The study found that job involvement has a positive influence on job performance; work-family conflict has a partial positive influence on job performance; work-family conflict has a partial positive influence on job involvement and job performance. Finally, according to the above conclusion, related suggestions were proposed for high-tech industry and future researchers.

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Wu, Zi Ying, and 巫姿瑩. "Work values, job characteristics and job involvement relationships of local agricultural extension agents of farmers'' associations." Thesis, 1995. http://ndltd.ncl.edu.tw/handle/81832419061943869624.

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wen-chih, Wang, and 王文志. "Research Relations With Youth volunteers Work values、Job involvement and Life satisfaction." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/54558224563586221255.

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碩士
高雄師範大學
成人教育研究所
98
This study discusses the research relations with youth volunteers work values、job involvement and life satisfaction. Questionnaire was used in this study, Yun Lin Jiayi , Tainan area to centre for the study of youth volunteers, carry out Stratified sampling. In the sampling part of the in this study, 600 questionnaires were issued and 509 valid questionnaires were obtained. The effective recovery rate is 85%, Research tool part used of Likert -type plus the total scales of the five point. In the data processing part respectively questionnaire survey data will be compiled into computer software for statistical tests to SPSS12. Data were average, t-test, ANOVA analysis, Schiff’s methods, data analysis and sorting. Finally, the study results were summarized and then incorporated into the discussion. Several conclusions of this study are as follows: 1. Values in the work of young volunteers the most emphasis on" interpersonal relationships"；"The most attention in the work put into 「service spirit」；Life satisfaction in the most emphasis on 「daily life」 . 2. Young female volunteers to participate in volunteer work, work into the whole cognitive higher than that of male youth volunteers. 3. 23 years of age and seniority of service for more than 5 years, the youth volunteers with work values, job involvement and life satisfaction whole cognitive performance more visible. 4. The young volunteers of above College education in the work put into 「service spirit」cognitive level than senior high school；In the work of young volunteers work values and life satisfaction in the whole high level of student. 5. Unmarried youth volunteers in the work values , job involvement and life satisfaction the whole level better than married youth volunteers. 6. Recommended to students young volunteers values at work「relationships」and 「social prestige」 than those recommended by teachers of young volunteers tend to agree . 7. Yun Lin Jiayi , Tainan area youth volunteers to participate in「Work fun」、「social prestige」、「Work innovation」、「Organization of faith and harmony」of perception , Can enhance the positive effects of life satisfaction, in which the best predictor of work fun. According to findings of this study, the following recommendations: 1. The governmental organizations Suggestion：（1） Should be integrated across the school and Organization cooperation and effective integration of volunteer service messages. （2） Build network of contacts, strengthen interaction. （3） The use of local networks, and integration of success case to provide to schools at all levels 2. To universities, colleges and institutes suggestion：（1） Resources combined with local organizations, service learning into the curriculum, the development of service programs. （2） By school counseling function, and more concerned about the whereabouts of volunteers. 3. Recommendations on youth volunteer centers：（1） That youth volunteers build Interpersonalrelationships, acquisition to good social interaction. （2） Play to the spirit of service, to encourage more care, access to family members of the recognition. （3） Enhance male volunteer service work, recruitment of older youth can participate in volunteer service. （4） To help young volunteers understand themselves and to strengthen the volunteer management. （5） Increase receives the handbook Proportion, Should strengthen the propaganda of youth volunteers to participate in training. 4. Recommendations on youth volunteer：（1） Participate in different types of volunteer activities, experience different work values. （2） Young volunteers should be actively learning, recognizing the importance of Innovation work. （3） Self-request since the group of teams, and organizing seminars to collect blue-chip team to enhance the services of the business case writing. （4） Put into service will be seen as positive partnerpower resources contribute to the work of the fun.

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Wu, Mao-Sung, and 吳茂松. "The Relationships among Work Value, Role Stress and Job Involvement of Prosecutor." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/99483112219063461637.

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碩士
國立高雄師範大學
成人教育研究所在職專班
94
The Relationships among Work Value, Role Stress and Job Involvement of Prosecutor Mao-Sung Wu Thesis Directed by Professor Kuo-Te Yang Graduate Institute of Adult Education, National Kaohsiung Normal University ABSTRACT This study focused on prosecutor’s perception towards work value, role stress and job involvement. The variations of demographic variables (i.e. gender, age, marital status, working region, institution size, seniority, position and education) on work value, role stress and job involvement had been discussed. Further, this study explored the predictability of demographic statistic variables and the interaction effects and simple main effects of each one on work value, role stress and job involvement. Based on exact and careful survey design and sampling procedure, 648 respondents were acquired from present prosecutors of prosecutorial organizations. The empirical findings according to data analyses are as follows: 1. Prosecutor’s work value tended to mid-high degree, it should be maintained. 2. Role stress of prosecutor’s perception tended to well situated, it revealed prosecutors get with the job well. 3. Prosecutor’s job involvement tended to middle degree, it should be reinforced. 4. The prosecutor is older, involved higher seniority and hold a post in north region has higher work value. 5. The prosecutor is female, single, older, hold a post in north region and at first type institution, and acted executive position has higher role stress. 6. The prosecutor is male, married, older, involved higher seniority and acted public prosecution position has higher job involvement. 7. Work value is positively associated with job involvement. 8. Role stress is positively associated with job involvement. 9. Work value and role stress have significant predictability on job involvement. Finally, the suggestions towards ministry of justice, prosecutorial organizations and prosecutors according research results are as follows: 1. The suggestions for ministry of justice: (1) Settle prosecutors’ role overloading. (2) Poise prosecutors’ role conflict. (3) Strengthen prosecutors’ professionalism. (4) Enhance interpersonal relationship values through job training. 2. The suggestions for prosecutorial organizations: (1) Respect prosecutors’ independent character and sense of security. (2) Make allowances for prosecutors’ pains and toil. (3) Take care about the impact of work on prosecutors’ daily life. (4) Provide guidance and assistance for high role stress prosecutors. 3. The suggestions for prosecutors: (1) Flesh knowledge out on the go and heave handle case capability. (2) Find out the stress source and look for solutions. (3) Develop interpersonal relationship moderately. (4) Pay attention to self health. Key words: Prosecutor, Work Value, Role Stress and Job Involvement

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Li, Xin Yi, and 李歆儀. "The relationship between employee personality, work value, job involvement and turnover intention." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/74992900561239155406.

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碩士
長庚大學
企業管理研究所
99
Abstract On the topic of human resource management, in recent years organizations have started to move from employing “good talent” to placing importance on hiring the “right talent”, and choosing staff who can meet organizational requirements. Only in this way can personnel display good work performance, thereby maintaining the organization’s competitive edge. The objective of this research is to determine whether or not employees’ levels of input into their work or turnover intention differ as a result of different values and personality. Additionally, in view of the increasing trend in human resource outsourcing, another topic this study wishes to discuss is whether or not there is a notable difference in the values and personality of outsourced staff in comparison with regular employees, and whether this affects job involvement and turnover intention. The purpose of this research is to explore how personality and work values relate to job involvement and turnover intention, and compare the differences between regular employees and outsourced personnel. The research method involved collecting completed questionnaires; of which 495 were valid in total. The results of the research found a positive relationship between cognitive work values and regular employees’ job involvement, and neuroticism and turnover intention also showed a positive relationship. However, normal employees’ characteristics of conscientiousness, cognitive work values and job involvement were shown to be, on average, higher than those of outsourced personnel. For outsourced personnel, it was found that an open personality and job involvement had a positive relationship, and characteristics of neuroticism and turnover intention were shown to be, on average, higher than those of regular employees. The findings suggest that when an enterprise is selecting personnel, it can appropriately utilize scales for personality and work values as testing tools, and hire those who exhibit higher conscientiousness and cognitive work values but relatively low neurotic tendencies. This will help in predicting future job involvement levels and reducing turnover intention. For non-ongoing work, outsourced personnel who select greater openness can also be predicted to have higher job involvement. Managers cannot ignore the concept that outsourced personnel show greater neuroticism and turnover intention than regular employees, nor can them ingnore the effect this has on their enterprise’s operation. When an enterprise considers hiring outsourced personnel, it should more carefully evaluate the relationship of the job content to the operation, and avoid negative impacts on the company when the outsourced personnel leave.

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ThuyNguyen, An Thi, and 阮氏桂安. "Stressors, Job Involvement and Work-Family Conflicts: The Moderating Effects of Personality." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/75285921568606729295.

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碩士
國立成功大學
國際經營管理研究所
102
This study explores the mechanism underlying work-family conflicts which have been a recent concern in modern society. Extending previous research, this study distinguishes two types of stressors named challenge and hindrance stressors on work-family conflicts by testing the direct relationships and indirect relationship through the mediating effect of job involvement. By considering individual differences, this present research investigates the effects of personality traits including neuroticism and internal locus of control by testing their moderating roles in the relationship between two-dimensional stressors framework and job involvement. To achieve the mentioned objectives, a survey was conducted among 194 employees from 26 countries, mostly in Asia. As seen from the results, the majority was supported. Challenge and hindrance stressors were positively related to work-family conflicts. Job involvement significantly mediated the relationship between challenge stressors and work-family conflicts as the hypothesis proposed. Furthermore, the findings showed that there was a positive relationship between challenge stressors and job involvement while the negative relationship between hindrance stressors and job involvement was not supported. Surprisingly, the moderating effects were not supported which were explained in the discussion part. Based on the results and limitations, recommendation and future research suggestions were also discussed.

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Lin, Chih-Yu, and 林芝妤. "Examining the Influence of School - Work Interface on Work Friendship and Job Involvement : The Moderating Effect of Work Salience." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/u5647c.

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碩士
淡江大學
企業管理學系碩士在職專班
106
Due to the prevailing of higher education, more and more employees nowadays enrolling to in-service graduate students via recurrent education, pursuing both academic and work achievement. However, there are inevitable school-work conflict and facilitation as a result of playing multiple roles. This research is aimed to understand the influence of school - work interface on work friendship and job involvement. 　　Based on the valid sample of a total of 538 online questionnaires from Taiwanese working employees, the result via SPSS analysis have six significant findings and can be used as reference for future study. The results of the research reveals that school-work conflict had negative impact on work friendship; school-work conflict had impact had positive relationship to job involvement; school to work facilitation had positive relationship to impact on work friendship; school to work facilitation had positive relationship to job involvement; work salience had a significant negative impact moderating effect between school to work conflict and work friendship; work salience had strengthened moderating effect between work facilitation and job involvement.

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Liu, Shutzu, and 劉淑姿. "The relationship between job involvement and job satisfaction of female professionals due to the work-family conflict." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/56472639493769071734.

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碩士
國立臺北大學
企業管理學系
100
Economic development coupled with the prevalence of higher education, more women today are joining the job market and leaving behind their traditional roles at home. As the face of the labor market changes, this inter-role conflict has also resulted in a shift of the family paradigm. Families are finding it necessary to redefine its shared set of beliefs, standards and values and their place within society. The aim of this research was to explore the work-family conflict and its effects on the relationship between job involvement and job satisfaction of female professionals. The work-family conflict has long been studied abroad. Many studies show that work-family conflict has a negative impact on both work and family. As work takes on more importance and job involvement increases, so does sacrifices on family life leading to conflict. When work-family conflicts increase, job satisfaction levels decrease. Job involvement has a direct correlation with job satisfaction, thus raising the job satisfaction and involvement of full-time female professionals should be a top priority for organizations. The study sample consisted of 138 full-time working women from multiple industries in Taiwan. Our goal is to provide a framework of the work-family relationship for individuals and organizations in the modern environment. The results indicate: 1) work-family conflict has a direct influence on job involvement; 2) work-family conflict has a direct influence on job satisfaction; 3) job involvement of female professionals has a positive correlation with job satisfaction and 4) job involvement does necessarily impact intermediate results of work-family conflict and job satisfaction. Effects of the work-family conflict have a direct impact on job involvement and job satisfaction. This study concludes that the higher the conflict the more influence it has on job involvement and satisfaction. Finding a healthy balance between the work-family relationship will help optimize both job involvement and job satisfaction. The work-family framework is not only a useful tool for organizations but more importantly, an opportunity for female professionals to have both a meaningful career and a fruitful family life.

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Huang, Pei-Yu, and 黃姵瑜. "The effect of Organizational Commitment and Job Characteristic on Job Involvement － Work Value as a intervening variable." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/kakdqn.

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碩士
亞東技術學院
運籌管理研究所
104
The current rapid changes in the environment caused by fierce competition and economic turmoil, Fang Hua (2005) human resources as the core competitiveness of enterprises has become a common consensus and gradually become a major core management philosophy of company; talent is present, people are source of profits. The motivation of this research that is about the staff for the organization of identity and work environment affect the degree of work, this study will research the individual identity of the organization in their heart of "organizational commitment" and "operational characteristics" of the external environment to the effect of " work involvement ", in which the interference of the variables for the individual employees' work values." In this study, mainly in Taiwan over 16 years work experience as a sample for random distribution network questionnaire survey, 150 questionnaires were issued, a total of 100 valid questionnaires parts through factor analysis and multiple regression analysis, study results showed that: (1) The higher the employee's organizational commitment, the level of job involvement will be more deep. (2) When employees feel better about the job characteristics, the work involvement is higher. (3) When the employees have the high organizational commitment and the great characteristics in their work, relatively the involvement will be higher. (4) The work value of the employees would have the positive relationship of interference between organizational commitment and job involvement. (5) The work value of the employees would have the positive relationship of interference between the job characteristics and engagement.

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SHIE, TZUNG-CHI, and 謝宗琪. "The Study On Relationships Among Work Environment, Work Values And Job Involvement Of The National Armed Forces." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/x8arv2.

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碩士
南臺科技大學
資訊管理系
104
The current study aimed to examine the relationship among work value, working environment, and job engagement among military volunteers under the system of volunteer military, specially focusing on the relationship among and effects of working environment, work value, and job engagement. Hypotheses were tested to investigate if the three constructs yielded effects and the causal relationship was verified. The results suggested that working environment had a significant effect on work value, and that working environment and work value had significant effects on job engagement, revealing a close relationship among military volunteers’ working environment, work value, and job engagement. Keywords: working environment, work value, job engagement

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Chen, Chi-Chuan, and 陳啟川. "The study on relationships among work environment,work values and job involvement of the National Armed Forces." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/hhnz2y.

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碩士
義守大學
資訊管理學系
105
The current study aimed to examine the relationship among work value, working environment, and job engagement among military volunteers under the system of volunteer military, specially focusing on the relationship among and effects of working environment, work value, and job engagement. Hypotheses were tested to investigate if the three constructs yielded effects and the causal relationship was verified. The results suggested that working environment had a significant effect on work value, and that working environment and work value had significant effects on job engagement, revealing a close relationship among military volunteers’ working environment, work value, and job engagement.

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Huang, Chao-Wei, and 黃朝偉. "A study on the relationship among personality traits, work values,work stress, and job involvement of nurses." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/67059934483647822590.

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碩士
亞洲大學
國際企業學系
103
The nursing work is a highly pressure base industry. Overwork. Due to the high turnover in prison understaffed, the nursing staff were forced to undertake not to belong to own responsibility. The workload and pressure is too big to solve will seriously affect the quality of care. Therefore this research to nursing staff as the survey sample. To explore the personality traits. Work values. The relationship between work stress and job involvement. Analysis of understanding the meaning. And the related theories and empirical research on the various dimensions of the monarch system, to serve as the reference information staff medical attention their career development and hospital management in the human resources management and planning of. In this study a questionnaire applied between magic, to nursing staff in Taiwan area of the hospital as the research object. Respectively in the north of Taiwan. The central and southern part of the nursing staff questionnaire, this study collected 450 samples, 412 valid questionnaires, the collection analysis by SPSSFORWINDOWS18.0 statistical software to transport the income questionnaire data. Result discovery: a personality trait investment had a positive impact on the work. Two the emotional stability of investment has a positive effect on work. Three cooperation and trust investment has a positive effect on work. The four part of work values produce positive influence on job involvement. Five social status value investment and eight had a positive impact on the work. Six working pressure of investment has a positive effect on work.

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Mushwana, Scotch Eric. "The job involvement and job satisfaction of traffic officers and bus drivers." Thesis, 2012. http://hdl.handle.net/10210/5924.

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M.A.
The purpose of the study was to investigate the relationship between job involvement and job satisfaction between the traffic officers and bus drivers of the Germiston Transitional Local Council. The following research questions were addressed: What are the levels of job involvement and job satisfaction that traffic officers and bus drivers experience? How does job involvement and job satisfaction of traffic officers and bus drivers compare? What is the relationship between job involvement and job satisfaction? Since this is a quantitative quasi-experimental investigation, the following hypotheses have been formulated, namely; Hypothesis 1. There is no statistically significant differences between the mean test scores of traffic officers and bus drivers in respect of job involvement and job satisfaction. Hypothesis 2: There is no statistically significant correlations between job involvement -- --and -job satisfaction, satisfaztion-and-extrinsit -satisfactioa of traffi -c--. officers - - bus drivers. In order to test the above mentioned hypotheses, the two group comparison and the popular Job Involvement Scale and Minnesota Satisfaction Questionnaire have been utilized as measurement instruments. The results of this study supported hypothesis one because there was no statistically significant difference between the mean test score of traffic officers and bus drivers in respect of job involvement and job satisfaction. With reference to hypothesis two, the results indicated that there is no correlation between job involvement and job satisfaction (including the sub components). The results indicated a correlation between job satisfaction, intrinsic and extrinsic satisfaction. The results of this study have demonstrated that the traffic officers and bus drivers are able to distinguish the extent to which they like their job (satisfaction), the degree to which they are absorbed in or preoccupied with their job, and the degree of attachment of loyalty they feel toward their employing organization. Finally, there is a need to replicate these findings. The use of a single local authority as the research site is a potential limitation in terms of validity and reliability of the results.

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LO, CHUNG-MIN, and 羅宗敏. "The effects of involvement work system on individual job performance and organizational performance." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/94504527391017273457.

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博士
國立臺北大學
企業管理學系
92
As a perspective of system theory, this study defines the employee-centered human management practices as 「involvement work system」. The main purposes of this dissertation are to examine (1) how human resource management practices of involvement work system affect individual job and organizational performance. (2) how involvement work system affects job and organizational performance. (3) whether involvement work system affects individual job performance through organizational commitment and the moderation of growth need on individual level. (4) whether involvement work system affects organizational performance through holistic organizational commitment and the moderation of environmental uncertainty on organizational level.　we test the hypothesis using the samples from first-tier supply chain firms in automobile and electronic industry. The results show that: (1) human resource management practices of involvement work system affect job performance significantly on individual level. On organizational level, extensive training and broadly defined jobs positively affect financial performance, internal career opportunities, extensive training, results-oriented appraisal, participation, broadly defined jobs, and salary system affect operation performance, internal career opportunities, extensive training, results-oriented appraisal, participation, broadly defined jobs, and salary system affect overall performance significantly. (2) involvement work system affect individual job performance significantly and affect operational and overall performance significantly (3) On individual level, affective commitment have mediate effect on involvement work system and organizational performance, growth need have moderate effect on involvement work system and job performance. (4) On organizational level, environmental uncertainty has moderate effect on involvement work system and organizational performance. Besides, we found that several human resource management practices of involvement work system have synergy on performance.

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31

Lan, Chia-Yu, and 籃嘉瑜. "A study of relationship among job involvement , work-family conflict and well-being." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/rt2ppf.

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碩士
義守大學
管理碩博士班
104
Every military personnel are important human resources to the armed forces, and their actions have influences on citizens’ views and feelings toward the military. Due to different phases of an operation, military personnel will receive different levels of stress and toil. When their time is concentrated in their work, time spent with family member is reduced, resulting in the decline in well-being for members of the military. However, the level of conflict between work and family that occurs when military personnel show dedication in their work is worth studying. Also, when military personnel is involved in their work and operations, will their emotional condition affect the work-family conflict and well-being, is also worth studying. The purpose of this study is to understand the relation between work involvements, work-family conflict, affective ambivalence, and well-being of military personnel. This study uses the questionnaire method, and scale from local and foreign researchers. After modifications from experts on validity, running a pretest, collecting the pretest distribution to measuring reliability, and doing edits on the questionnaire, a total of 367 questionnaires were sent out, and a total of 274 questionnaires were valid. This research showed: 1. when members of the armed forces show high work dedication, working with high concentration results in work affecting family life and forms conflicts. 2. For Military personnel, the higher the conflict between work and family will cause lesser harmony between the two, resulting in more decrease of well-being in life. 3. Military personnel with high work involvement and high work-family conflict will result in the decrease of well-being for military personnel. 4. For military personnel, when work-family conflict occurs, and under the influence of high negative emotion, the decrease of well-being is more obvious. Also, negative emotions have an enhanced effect on work-family conflict. Lastly, suggestions made from the conclusion of this research can provide reference for the armed forces and future researcher. For instance: management method for shared time to increase work efficiency, plan civil-military activities, increase mutual trust in life, voluntarily psychological counseling, and understanding the emotions of military personnel, are all reference for manager.

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LIN, CHIH-CHENG, and 林志成. "The Relationship among Job Involvement, Leisure Participation and Work Stress for Police Officers." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/v2k64r.

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碩士
大葉大學
觀光餐旅碩士在職學位學程
107
The presence of law enforcement is imperative to every nation’s society. Under the situation of limited manpower, each police officer has shared certain responsibility and pressure. The research was targeted at the impact on Policing Work Involvement, Leisure Participation and Job Stress. This research was conducted with a questionnaire investigation. The investigation time was from January 31 to March 31, 2019, with a total of 358 valid questionnaires were collected. The conclusions are as following:The Policing Work Involvement has shown no significant impact on the Job Stress.The higher level of the Policing Work Involvement results in lower level of the Leisure Participation.The Leisure Participation has shown no significant impact on the Job Stress. Different ages, levels of education, unit attributes and job tenures in police officers have shown significant differences in the Policing Work Involvement.Different ages and unit attributes in police officers have shown significant differences in the Leisure Participation. Different ages and levels of education in police officers have shown significant differences in the Job Stress.

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Lin, Yi-Hsuan, and 林宜萱. "The Study of the Relationship among Leadership Behavior, Job Involvement, and Work Engagement." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/33163866055504238612.

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碩士
國立雲林科技大學
企業管理系
102
In present enterprise, employees are important property in the organization. In order to enhance organizational competitiveness, employees’ involvement and engagement towards jobs have become key elements. To make employees participate from job involvement to work engagement in organizations, what kind of leadership styles should leaders take is a necessary issue for them. This study mainly discusses the perspectives of differences of employees’ job involvement and work engagement’s active and passive zeal in their jobs and whether job involvement has mediate effects for leadership styles and work engagement. This study applied questionnaire survey and 166 questionnaires are valid. After analysis of SPSS, the hypotheses were verified through analysis of descriptive statistics, reliability, Pearson correlation analysis, path analysis, and hierarchical regression. The findings of the study are showed below: 1. Through path analysis, it showed that job involvment can be regarded as passive zeal and work engagement can be regarded as active zeal. 2. Transformational, transactional and paternalistic leaderships had significant correlation with work engagement of employees. When leaders take transformational and paternalistic leaderships, the consequence will be better than that of transactional leadership in the light of employees’ job involvement. 3. Job involvement had partial mediate effects for transformational leadership, job involvement and dedication but no mediate effects for engagement of absorption. 4. Job involvement had complete mediate effects for transactional leadership and absorption and no mediate effects for engagement of vigor and dedication. 5. Job involvement had complete mediate effects for paternalistic leadership and absorption and no mediate effects for engagement of vigor and dedication.

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Yang, Ciao-Huan, and 楊巧歡. "The Effects of Quality of Work Life on Job Involvement and Well-Being." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/60454094912352055493.

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碩士
國立高雄應用科技大學
人力資源發展系碩士班
101
In present society, the companies face more fierce challenges. The companies not only have to achieve organizational objectives but also need to focus on employees’ perceptions and feelings. Since each employee’s motivation and job demand is different, how to satisfy and create a good working environment which enables the employees to focus on their work as well as reach happiness constitutes the goal every company strive for. This is the only way to achieve mutual benefit. Based on the above background, this study aims to investigate the relationship of employees’ quality of work life with job involvement and well-being. The present research is based on questionnaire survey of company employees. 490 questionnaires were sent out and 375valid ones were returned. The effective returned rate is 83.67%. The study utilized descriptive statistics, reliability analysis, correlation analysis, and variance analysis to test the hypotheses. The empirical results of this study are： 1.Quality of work life has significant influence on job involvement. 2.Quality of work life has significant influence on well-being. 3.Different demographic variables (position、company size) vary in quality of work life. 4.Different demographic variables (gender、position、company size) vary in job involvement. 5.Different demographic variables (position、merriage) vary in well-being.

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Chen, Sue-Hui, and 陳淑惠. "A survey of the relationship among work value, job characteristics and job involvement of the net generation nurses." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/42103698139871361221.

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碩士
高雄醫學大學
護理學研究所碩士班
94
The purpose of this thesis was to investigate the relationship among work value, job characteristics and job involvement of the net generation nurses. Constructed questionnaires were utilized to survey the subjects; the questionnaires contained personal demographics, Work Value Inventory, Job characteristics, Job environment characteristics, and Job Involvement Scale. The simple randomized sampling was conducted at a medical center and a community hospital in Southern Taiwan. 370 valid questionnaires were collected. The results showed that: 1. The job involvement in the net generation nurses was belonged medium level; the participation was higher than the importance of work in general. 2. The nurses who were working in the medical center, to believe in religion, and the salary greater than forty thousand dollars had higher job involvement. 3. The whole work value had obviously positive correlation with job involvement. In details, except for the justice value, the other five dimensions had obviously positive effect with job involvement. 4. The whole job characteristics had obviously positive correlation with job involvement. In details, the total dimensions have obviously positive effect with job involvement. 5. In the job environment characteristics, leadership of the direct manager and job structure had obviously positive correlation with job involvement; the high opportunities of continual medical education had higher job involvement. 6. Regression analysis results showed that the variables such as work value, job characteristics, leadership of the direct manager and to believe in religion were major predictors of the job involvement. The related variables explained 22.6%. The finding of this study could be used as a reference for clinical nursing manager to understand about the relationship between work value, job characteristics and job involvement in the net generation nurses. Nurse administrators should adopt different leadership strategies, redesign and reallocate nursing work in clinical care environments, promoting employee satisfaction and job involvement.

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Hsuan, Hsu Ya, and 許雅琁. "The Study of Relationship among Work Value, Motivate Method, Job Satisfaction, and Job Involvement in Different Generation Employees." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/q6z2hx.

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碩士
國立中正大學
企業管理研究所
102
In the past studies, work value is generally considered different among employees from different generation. This research aims to explore the relationship among work value, job satisfaction, job involvement, and motivate method, and to help entrepreneur proposing the management strategy. The research utilizes a survey data from a sample of 202 employees from manufacturing industry to exam the hypotheses by using descriptive statistic analysis, correlation analysis, regression analysis, and variance analysis. The major research findings of this research are summarized as follows: 1. Work value has positive effect on intrinsic satisfaction, extrinsic satisfaction, and job involvement. 2. The motivate method has significant interference effect between work value and intrinsic satisfaction. 3. Work value had a significant effect on different generations. 4. The interference effect of intrinsic reward is significant on the influence of terminal work value and intrinsic satisfaction of employees born in the 50’s and 70’s; the interference effect of intrinsic reward is significant on the influence of terminal work value and job involvement of employees born in the 50’s and 70’s；The interference effect of extrinsic reward is significant on the influence of terminal work value and extrinsic satisfaction of employees born in the 50’s and 70’s. Based on this research, suggestions are proposed to the manufacturing industry as follows： 1. Use work value as the reference tool for recruitment and selecting employees. 2. Provide multivariate motivate method. 3. Develop fair promotion systems and good training systems.

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Lin, Yi-Ching, and 林宜靚. "Work with Your Heart - Exploring the Relationships Among Job Autonomy, Psychological Capital, Perceived Supervisor Support and Job Involvement." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/mc7ekk.

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碩士
國立臺北大學
企業管理學系
104
This study explored the relationships among an individual’s job autonomy, psychological capital (PsyCap), perceived supervisor support, and job involvement. First, we examined the relationship between job autonomy and job involvement, the relationship between job autonomy and PsyCap, and the relationship between PsyCap and job involvement. Second, we investigated if PsyCap has a mediating effect on the relationship between job autonomy and job involvement. Last, we tested whether perceived supervisor support has a moderating effect on the relationship between job autonomy and job involvement. Our study used convenience sampling and snowball sampling to collect Taiwan’s general workers; in addition, most of our data were in north of Taiwan, and some of them were in other area of Taiwan. We distributed 318 paper-based questionnaires in four months and received 234 valid copies; hence, the valid returned rate was 73.58%. After using hierarchical regression to analyze the data, the results showed that job autonomy had a positive effect on job involvement, job autonomy had a positive effect on PsyCap, and PsyCap had a positive effect on job involvement. For testing the mediating and moderating effect, the result explained that PsyCap fully mediated the relationship between job autonomy and job involvement; perceived supervisor support positively moderated the relationship between job autonomy and job involvement. From the result, we could understand that PsyCap has a powerful effect on an individual’s job involvement. In addition, perceived supervisor support would enhance the positive relationship between job autonomy and job involvement. At the end, our study provided discussion, theoretical implications, management implications, limitations, and recommendations for future study and management.

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LIN, FANG-JU, and 林芳如. "THE EFFECTS OF PERCEIVED WORK STRESS AND SELF-EFFICACY ON JOB SATISFACTION AND JOB INVOLVEMENT: LEADERSHIP AS MODERATOR." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/fah8p4.

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碩士
大同大學
事業經營學系(所)
104
For office workers, their greatest pressure is often come from work. They may worry about economic recessions or depressions, underpaid, and lack of self-confidence, which therefore affects their job satisfaction and job involvement. However, the main purpose of an enterprise is to earn profit, and high level employee’s job involvement is the key to achieve this goal. Besides, the leadership can also affect employee’s job stress and their job satisfaction. Thus, the purposes of this study are: First, is to explore the effects of perceived job stress and self-efficacy on job satisfaction and job involvement; second, is to explore the mediating effect of job satisfaction on the relationship between job stress and job involvement, and the mediating effect of job satisfaction on the relationship between self-efficacy and job involvement; and finally, is to explore the moderating effect of leadership on the relationship between job stress and job satisfaction, and the moderating effect of leadership on the relationship between self-efficacy and job satisfaction. The subjects of this study are office workers, a paper questionnaire has been distributed to 50 subjects along with an online version to 150 subjects by convenience sampling. All 200 questionnaires are valid, yielding 100% valid response rate. The empirical data were analyzed and hypotheses were tested by using SPSS 21.0 and AMOS 21.0 software. The results indicated that job stress negatively affects job satisfaction, self-efficacy positively affects job satisfaction, job satisfaction positively affects job involvement; besides, job satisfaction has mediating effect on the relationship between job stress and job involvement, job satisfaction has mediating effect on the relationship between self-efficacy and job involvement. Moreover, leadership has moderating effects on the relationship between job stress and job satisfaction, and on the relationship between self-efficacy and job satisfaction.

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KUO, HSIEN-CHANG, and 郭憲璋. "The Study of the Relationship among Job Characteristics, Work Values, Job Involvement, and Organizational Commitment of Netnews Reporters." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/6vre4r.

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碩士
崑山科技大學
媒體藝術研究所
106
Because Taiwan media is so oversaturated, the reporter is not only burdened with the visible pressure of the interview to the first-hand news but also facts the mental pressure of people’s clicking through rate and news media competition. Moreover, the pay is not proportional to the reward, so the working attitudes of the reporters are worse than before. Nowadays, the word and news choices of the media reports are grandstanding so that sensual and sensational news cater to the public. To raise people’s clicking counts, that reporters report regardless of whether the news is correct or incorrect challenges their work values. Media reports lose social dignity and credibility. Due to the result of vicious cycles, reporters show less enthusiasm for their work, and the original intentions of fairness and justice are shattered. These make media organizations show low commitments. Hence, we can realize Internet media industries through the variables of netnews reporters’ job characteristics, values, involvement, and organization commitments. I adopted the purposive sampling on this research through formal investigation. My research objects were based on the reporters of the Internet news medium. I gave out 400 questionnaires and got back 19 invalid questionnaires and 381 effective questionnaires. The rate of the effective questionnaires is 95.25%. I began my questionnaire research on April 1, 2018 and ended it on May 1, 2018. The questionnaires were numbered and analyzed with the methods of descriptive statistics, Independent-Sample T Test, analysis of variance, Pearson correlation analysis, regression analysis, and hierarchical regression analysis. The results are as follows: 1. Job characteristics have a significant positive effect on job values. The more job characteristics netnews reporters have, the more job values they have. 2. Job values have a significant positive effect on organization commitments. The more job values netnews reporters have, the more organization commitments they have. 3. Job characteristics have a significant positive effect on the job involvement. The more job characteristics netnews reporters have, the more job involvement they have. 4. The job involvement has a significant positive effect on organization commitments. The more job involvement netnews reporters have, the more organization commitments they have. 5. Job values have a significant interference effect on job values and organization commitments. The job characteristics of the netnews reporters will effect organization commitments owing to their job values. 6. The job involvement has a mediation effect on job characteristics and organization commitments. The job characteristics of the netnews reporters will effect organization commitments owing to the mediation effect of the job involvement.

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Liao, Cheng-Chih, and 廖正治. "The Correlation Analysis of Job Involvement and Job Satisfaction--The Empirical Study of Moderating in Work-Family Conflict." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/w9792z.

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碩士
國立臺中科技大學
企業管理系事業經營碩士班
101
Since the government has implemented since the financial liberalization, the financial situation of the industry increasingly fierce competition among banks operating increasingly difficult, bank employees must provide customers with comprehensive services. Bank tellers and customers has been the most important link between the organization is also an important asset.In this context this study bankers for the study, is to investigate the bank staff for job involvement and job satisfaction and the relationship between work-family conflict. The study sample population of Taiwan Cooperative Bank in Middle of Taiwan staff,using purposive sampling conducted a questionnaire survey of recycling 410 copies, fill in and tick mistakenly charged unreasonable invalid questionnaires eight copies. 402 copies of valid questionnaires. The empirical results show that bank employees job involvement and job satisfaction of having a positive association. The work-family conflict on job involvement and job satisfaction has a positive impact on the interference effect.According to the research results, providing banking sector human resource management measure different attributes of employees in the job design to make a reasonable allocation, enhance employee wishes to focus on job involvement, and feel the support of the organization, improve job satisfaction.To relieve work-family conflict.Exclude unfavorable factors for the organization to achieve organizational requirements.

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41

Lin, Hui-Mei, and 林惠美. "The Influence of Work Value, Job Involvement, and Job Satisfaction on Organizational Citizenship Behavior of Elementary School Teachers." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/60688971717442192261.

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碩士
開南大學
商學院碩士在職專班
101
The purpose of this research was to explore the relation between the organizational citizenship behavior and the elementary school teachers＇ work value, job involvement, job satisfaction, and to conform the mediating effect of job involvement on work value and the organizational citizenship behavior. The questionnaire was used as the main instrument to collect data. Subjects in this study were the elementary school teachers in New Taipei City. 200 questionnaires were sent and the numbers of valid questionnaires were 174. The return rate of valid questionnaires was 87%. The data obtained from SPSS 20.0 were analyzed through reliability analysis, factor analysis, correlation analysis and regression analysis. The findings of the research were summarized as follows. 1. Work Value had a signigicant positive influence on organizational citizenship behavior. 2. Job Involvement had a signigicant positive influence on organizational citizenship behavior. 3. Job Satisfaction had a signigicant positive influence on organizational citizenship behavior. 4. Job Involvement had a mediating effect between Work Value and the organizational citizenship behavior. According to the findings, the ultimate administrative measures are to imporove student＇ learning and development. The teachers, who stand in front of the classrooms, play the key roles. T herefore, creating a friendly working environment and developing colleague-support system will dedicate to work. Then, work involvement and work satisfaction will be improved.

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42

Yi, Chen Hsin, and 陳欣怡. "The effects of job involvement, family involvement and work-family conflict on life satisfaction for fathers with young children." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/51373812989092881253.

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碩士
輔仁大學
兒童與家庭學系碩士班
99
The research primarily focused on the effects of job involvement, family involvement, and work-family conflict on life satisfaction for fathers with young children. Besides, the current study also explored the explanation of job involvement, family involvement and work-family conflict on life satisfaction for fathers with young children. Participants were the fathers in Taipei area who had a 2-6 year-old child at least. The instruments included ‘‘Job Involvement Scale”, ‘‘ Family Involvement Scale”,‘‘ Work-Family Conflict Scale” and ‘‘ Life Satisfaction Scale”. Four hundred and five participants completed the questionnaires. Data were analyzed by descriptive statistics, Pearson correlation and hierarchical regression. The results were summarized as followed ： 1. The fathers with young children agreed that they valued job involvement and family involvement. 2. The work-family conflicts included three dimensions, namely ‘‘physical and psychological conflict”, ‘‘time conflict’’ and ‘‘family care conflict’’. The fathers with young children didn’t think that they have work-family conflict. 3. Fathers’ life satisfaction tended to be moderate. 4. Father’s family socio-economic status index, job involvement and family involvement were positively correlated with fathers’ life satisfaction. Father’s physical and psychological conflict, time conflict and family care conflict were negatively correlated with fathers’ life satisfaction. 5. After controlling fathers personal background variables, the hierarchical regression analyses indicated that fathers who had more job involvement and family involvement, less physical and psychological conflict and time conflict, had better influence on their life satisfaction. Implication and application were provided to the fathers, government and related institution. The directions for future research were also discussed.

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43

Feng-ChuanHo and 何鳳娟. "A study of the Effect of Tainan Military Training Instructors Work Value and Job Involvement on Work Performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/yvagay.

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碩士
國立成功大學
企業管理學系專班
101
After years of social change , the current work of the military training instructors is divided into five parts：military education training , counseling of students,maintaing security of campus, school administrative business and military training business. It has gotten rid of the shadow of the criticized-past for clamping speech and thought. Recently, people often discussed the reform of the annuity system of the military and government and the retirement system of the solider. Besides, the organizational restructuring of Department of Military Training Education in January 2013, causing work overload and the temporary assignments in response to social security. Military training instructor’s in the face of major changes uncertainty of the organization, Work Values will be affected and adjustmen, Job Involvement and Work Performance could be affected thereby. The study will analyze the military training instructors Work Values, Job Involvement and Work Performance associated with the presence or absence of significant impact. This research took the Tainan area as population. Totally, there were 225 questionaries issued, 214 effective ones were collected and analyzed by SPSS12 statistical software. The empirical findings and conclusions were summarized as follows. a. The relationship among Work Values, Job Involvement and Work Performance：Work Value has a significantly positive impact on Job Involvement. The intrinsic value and the additional value of Work values on military training instructors are higher influence than the external value on Job Involvement. Work Values has a significantly positive impact on Job Performance. The external value is higher influence than the intrinsic value on Work Performance. Job Involvement has a significantly positive impact on Work Performance.The work fun of Job Involvement is higher influence than the work commitments on Work Performance. b. The influence of Work Values and Job Involvement on Work Performance：The intrinsic value, external value and additional value of Work Values have significantly positive effects on work performance and work results. The Work Performance of military training instructor is influenced by work willing , work concentration, work identity and work fun. The Work Values and Job Involvement have significantly positive effects on Work Performance.

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44

Huang, Tseng-Kuang, and 黃增光. "The Relationships among Job Involvement, Work Family Conflict, Job Satisfaction, Work Exhaustion, Turnover Intention and Manager Support-An Empirical Study of Chinese Air Force." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/46232883924407967442.

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碩士
國立東華大學
高階經營管理碩士在職專班
97
After a series of downsizing plans in country army, a member of the army in job involvement results in work family conflict and stress in job, such as work exhaustion and job satisfaction, whether his turnover intention is influenced. In another hand, faced the existence of the work family conflict, it is an important issue that how supervisors to display their support to employees' same feeling, and furthermore to affect “manpower culture” of country army as well as achieve the goal of the military reform. The objects in our study are the grass roots officers in air force. This study measures the perceptiveness of Job Involvement, Work Family Conflict, Job Satisfaction, Work Exhaustion, Turnover Intention and Manager Support under the scenarios of military reform performed by national army in view of the grass roots officers in order to construct the model of relationship. This study adopts the investigated method using questionnaire, and the valid questionnaire counts 367. Structural Equation Modeling (SEM) was adopted to verify hypothesis. According to the results of empirical and statistic analysis, seven conclusions as follows：(1) Job Involvement shows significantly positive effects on Work Family Conflict; (2) Job Involvement shows significantly positive effects on Job satisfaction; (3) Work Family Conflict has negative effect on Job satisfaction;(4) Work Family Conflict shows significantly positive effects on Work Exhaustion; (5) Work Family Conflict shows significantly positive effects on Turnover Intention; (6) Job Satisfaction has negative effect on Turnover Intention; (7) Work Exhaustion shows significantly positive effects on Turnover Intention. Finally, on the framework what our built and according to the evident results, this study intends to propose several suggestions to meaning of management practice and further research.

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45

TSENG, TSENG-CHIU, and 曾增球. "Research on Quality of Work Life and Job Involvement among Super Basketball League Players." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/28081082845926953592.

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碩士
臺北巿立體育學院
運動科學研究所
94
Abstract The purpose of the present study was to (a) identify the current status of quality of work life and job involvement among super basketball leaguer players; (b) compare the differences among selected demographic variables on quality of work life and job involvement among super basketball leaguer players; (c) examine the relationship between quality of work life and job involvement among super basketball leaguer players. The questionnaire utilized for the data collection including (a) demographic sheet, (b) quality of work life inventory, and (c) job involvement scale. The sample was overall players in super basketball leaguer using censuses sampling. There are seven teams with 16 players each. The overall players were 112, and from the survey returned, 107 were coded. The response rate was 97.5％. Descriptive statistics, independent sample T-test, one way ANOVA, and Scheffe’s test were computed for data analysis. The results indicated that (a) the status of quality of work life on super basketball leaguer players was approximately good. The rank of sub-dimension was work level, organization level, and personal level. The status of job involvement was also approximately good. Work endeavor was higher than work importance; (b) significant difference was found on different age; (c) there was a positive relationship between quality of work life and job involvement. Key Words: Super Basketball League, quality of work life, Job Involvement

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46

Hsieh, Han-Jung, and 謝函融. "The effect of job involvement on the relationship between work values and turnover intention." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/27823281437316387857.

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47

Shen, Chia-Ming, and 沈嘉明. "Influence of Perceived Risk and Job Involvement on Work Performance of Bank Loan Officer." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/g2mg77.

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碩士
國立中正大學
企業管理研究所
102
Abstract Title of Thesis: Influence of perceived risk and job involvement on work performance of Bank loan officer. Institution: Institute of Business Administration Department of National Chung Cheng University. Graduated time and type of abstract: July, 2014, Thesis of Master. Graduate Student:Jia-Ming Shen Advisor: Dr. Ming-Chang Cheng Key word: Job Involvement, Perceived Risk, Work Performance Abstract: The purpose of this research was to explore the correlation among perceived risk, job involvement and work performance of Bank loan officer. This research was conducted by using the survey method, and the objects of the research are the Bank loan officer of a selected Case company, resulting in 144 effective samples collected. Research tools include “The job involvement inventory”, “The perceived risk inventory” and “The work performance inventory”. The collected data were analyzed by reliability and validity analysis, descriptive statistics and multiple regression analysis. The findings from this research were as follows: 1. The existence of a significant positive impact on the credit officers felt between job involvement and task performance 2. The existence of a significant positive impact on the credit officers felt between perceived risk and task performance 3. The existence of a significant positive impact on the credit officers felt between job involvement and contextual performance 4. The existence of a significant positive impact on the credit officers felt between perceived risk and job involvement Based on the above-mentioned conclusion, the researcher provided concrete suggestions to bank and any subsequent researcher on related topics. Key word: Job Involvement, Perceived Risk, Work Performance

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48

Chiu-Ju, Chen, and 陳秋如. "A Case Study of Elementary School Vagabond Teachers’ Work Values, Job Stress and Involvement." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/82790459381151943618.

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碩士
康寧大學
企業管理研究所
103
This study was designed to investigate elementary school vagabond teachers’ work values and job stress and job involvement. To achieve the goal, we utilized the qualitative research methods, and using purposive sampling selects two elementary school vagabond teachers, whom acting as a teacher more than five years. Semi-structured interviews are used to gather their work values, job stress and job involvement. Furthermore, this paper try to understand the reason to support them under the hard environment of teachers' selection. The results are as follows. 1. The work value of elementary school vagabond teachers is positive. 2. The job stress of elementary school vagabond teachers are related by individual perception 3. The job involvement of elementary school vagabond teachers are aggressive. Some advice was provided to educational authority, elementary schools, and teachers： 1. Reevaluate the relevant policy and modify the norms of teacher selection. 2. Offer a proper treatment to elementary school vagabond teachers, and redesign the contract of renewed employment. 3. Strike a balance between work and exams for teacher selection.

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49

HUANG, TING-YU, and 黃婷鈺. "The Relationship between Elementary School Teachers’ Work Values and Job Involvement in Changhua County." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/96509722683219907709.

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碩士
台灣首府大學
教育研究所
105
The purpose of this study is not only to inquire the Changhua County elementary school teachers’ factual conditions between Work Values and Job Involvement but also to compare the difference among varied background variables. It helps to analyze the correlation between Work Values and Job Involvement and explore Work Values’influence on Job Involvement. And the conclusion based on this study provides some suggestions as the reference to enhance the Work Values and Job Involvement in Changhua County. This study was conducted by literature analyses and a survey with the tool of researcher self-developed questionnaire, “Study of Work Values and Job Involvement on Elementary School Teachers in Changhua County.” The valid samples were 420 teachers in Changhua County. The data obtained were worked through mean,standard deviation, t-test, one-way ANOVA, Pearson product-moment correlation, and Stepwise multiple regressions for analysis and treatment. The main findings were as follows. 1. The teachers in Changhua County attach nice importance to Work Values. 2. The female teachers hold higher Work Values on Achievement and Reputation and Interpersonal Relationship than the male ones. 3. Those who have served for 6-10 years and 11-15 years think more of Work Values. 4. The subject teachers attach more importance to Work Values than the directors. 5. The teachers in Changhua County show different Work Values among varied scales of school. 6. The teachers in Changhua County tend to Job Involvement. 7. The male teachers show more Job Involvement than the female ones in The Work Evaluation and The Work Identify. 8. The married teachers show more Job Involvement than the unmarried ones in The Work Evaluation and The Work Identify. 9. The Work Values of the elementary school teachers in Changhua County has close relation with the Job Involvement. 10.The Values, Welfare and Safety, Altruism and Achievement and Reputation, for teachers have more influence on Job Involvement.

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tung, Wang chang, and 王長桐. "The Relationship between Job Involvement and Work-Family Conflict─ Moderating Effect of Psychological Capital." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/45629651142426942233.

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碩士
國防大學管理學院
資源管理及決策研究所
98
One of the core competitive ability of an enterprise is the human resource of the organization. Many studies pointed out that the workers’ job involvement will positively influence the enterprise's profitability. Psychological capital deals with ones’ psychological development situation. Consequently, this research focused on the relationships among job involvement, work-family conflict and psychological capital. The samples of this research come from the full-time workers of top 1000 manufacturers in Taiwan, 2008. The purpose of this research was to investigate the relationships between job involvement and Work-Family conflict and to testify the moderating effect of psychological capital conflict on the relationships between job involvement and Work-Family conflict. There were 600 questionnaires sent, and the valid questionnaires are 406 copies. The valid samples were analyzed by hierarchy regression using SPSS software. The results showed that work-family conflict is positively related to psychological capital. Psychological capital has Moderating effect on the relationship between job involvement and Work-Family conflict.

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