學位論文
Permanent URI for this collectionhttp://rportal.lib.ntnu.edu.tw/handle/20.500.12235/73861
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Item Perception of Managerial Trust and the Effect on the Job Attitudes of Employees in the Financial Sector in St. Lucia(2012) Cresida BishopThis research paper sort to measure the effect that employees’ perception of managerial trust would have on their job attitudes. The job attitudes mentioned in this paper are namely: Job involvement, affective organizational commitment, and job satisfaction. Harmony, reliability and concern were used as sub-independent variables. A quantitative design was used in this research. 130 questionnaires were distributed to the different banks and insurances in St. Lucia out of which 110 were returned creating a return rate of 84.62%. 10 questionnaires were incomplete hence a sample of 100 participants was used in this research. The results based on Multiple Regression analysis indicates that perceived managerial trust in subordinates have a significant positive effect on employees’ job involvement, affective organizational commitment, and job satisfaction. One of the surprises found in this study is that reliability as a dimension in managerial trust had no significant relationship with any of the job attitudes even though it is one of the most agreed upon dimensions found in trust measurements. This study has contributed to organizational behavior research since most research has focused on employees trust in their leaders than on managerial trust in their subordinates.Item Measuring the Impact of Person-Environment Fit and Its Affective Outcomes- A Case Study of International Cooperation and Development Fund(2011) Jasmine Lauren BrownIn this study, the major purpose was to measure the impact of person-environment fit on employees‟ job satisfaction, organizational and career commitment, intention to leave and organizational citizenship behavior. The target of this study was the employees of International Cooperation and Development Fund. A quantitative method was adopted. The statistical methods utilized were reliability analysis, descriptive analysis, regression analysis and correlation analysis. The results of the study displayed that all the person-environment fit variables have a significant impact on the aforementioned outcomes.Item 人力資源效性和工作滿意度對於組織績效的影響之探討(2009) 林明毅; Marcus LinAs the global corporate environment intensifies and complicates, the survival of business relies on how critical the competencies and competitive advantages a company possesses. Since most companies tend to have similar infrastructures, equipment and technologies, which leaves only one factor vital to determining the success or failure of a company, human resources. Modern HRM should be constantly monitored and measured for its impacts on the people and the organization because it can serve as a driver in increasing the value of intellectual capital and helping enterprises boost organizational performance. Peter Drucker, perhaps the top management philosopher of our time, spoke of about the issue of measurement in several of his writings and emphasized how vital it was to measure HR effectiveness as measurement is the weakest area in management today (Fitz-enz, 1995). Job satisfaction, on the other hand, as Robbins (1998) pointed out, is important to the employees and the company because it can serve as an indicator that helps to identify problems from the aspects such as communications, working conditions and interactions, etc. And by dealing with the problems once they arise, it can improve the level of job satisfaction of the employees and therefore contribute the positive effects to the outcome of the company. This research study investigates the influence of HR effectiveness and job satisfaction on organizational performance and the results show that (1) HR effectiveness has significantly positive influence on organizational performance; (2) job satisfaction has partially significant positive influence on organizational performance; (3) HR effectiveness has significantly positive influence on job satisfaction.