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Please use this identifier to cite or link to this item:
http://asiair.asia.edu.tw/ir/handle/310904400/3459
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| Title: | The Military Instructor s Influence of Promotion Fairness on Job Involvement and Organizational?Commitment : Case Study of High School In the middle part |
| Authors: | chien chun ping |
| Contributors: | Department of Business Administration |
| Keywords: | promotion fairness;job involvement;organizational commitment |
| Date: | 2005 |
| Issue Date: | 2009-11-17 11:17:08 (UTC+0) |
| Publisher: | Asia University |
| Abstract: | This research takes high school military instructors in middle part as subjects to understand their perception of promotion fairness, job involvement level, and their sense of organizational commitment. In the meantime, it hopes to learn how promotion fairness and organizational commitment affect military instructors? job involvement and provides the results of the study to civil service offices for the development of their human resources management.
This study adopts a methodology of document analysis and surveys. It examines individual background variables, promotion fairness (including procedure fairness and job allocation fairness), job involvement and organizational commitment (including value, effort, and stay-in commitments). 501questionnaires are sent out, 388 ones are back. Not to count the invalid 67 questionnaires, 321 ones are valid with 63% of valid return. Using descriptive statistics, t-test, one way ANOVA, Pearson?s product-moment correlation and an analysis of stepwise multiple regression to analyze the data, this study has the following important findings:
1.The average scores of military instructort?s perception of promotion fairness, job involvement and organizational commitment levels all have reached above the norm.
2.Individual background variables affect military instructort?s job involvement and organizational commitment levels.
3.Promotion fairness and its other facets, job involvement and organizational commitment and their other facets are all related.
4.In the aspect of the predictability of ?job involvement? , this study finds that ?allocation fairness? is more predicable than ?procedure fairness.?
5.In view of the predictability of ?value commitment? is higher than ?procedure fairness.?As for the ?effort commitment,? only ?allocation fairness? is predicable.
This study provides following suggestions to government offices for development and research of human resources management:
Suggestions for Actual Practices
1.Construct procedure justice to realize fairness: set up promotion standards by job performance; reinforce the function of personnel review committee; enhance the interaction between the promotion standards and the function of personnel committee.
2.Increase ?job involvement ? of organization staff to improve student serving quality: keep promotion balance and fairness; properly authorizing power to staff; create more staff participation chances; shape organizational trust and culture; improve camaraderie between staff members.
3.Reinforce civil servants? effort commitment to help the development of an organization: create a fair organization environment; rethink work items staff members?commonsensical commitment to effort; redesign job items and work flowcharts ; increase job independence; carry out job alternation thoroughly; increase staff members? work knowledge. |
| Appears in Collections: | [經營管理學系 ] 博碩士論文
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