A Study on the Relationships among Organizational Climate, Organizational Identification and Job Satisfaction in the Employment System of Employee Dispatching Industry

• Main Authors: Sheng-Kun Liao, 廖晟堃
• Other Authors: Yih-Hsien Chu
• Format: Others
• Language: zh-TW
• Published: 2005
• Online Access: http://ndltd.ncl.edu.tw/handle/92113398555260254142

碩士 === 國立臺灣師範大學 === 工業科技教育研究所 === 93 === ABSTRACT For company organizations, organizational climate means a kind of perception or awareness which members of the organization can feel in that environment. This kind of perception or awareness will further elicit the working motivation and behavior performance from those members. Temporary workers are the application of regular labor flexibility, and they frequently move around the user enterprises. Do their perception, awareness and behavior performance have any difference from those described in the theory? The subjects in this study are temporary employees. The methodology is a questionnaire survey. We receive 148 valid samples in total. We will discuss the connection between temporary workers, organizational climate, organizational identification and job satisfaction. The results of quantificational statistic analysis are as follows： 1. Job satisfaction of temporary employees varies with respect to demographic variables such as age, level of education, temporary experiences and seniority. 2. There is a positive relationship between the organizational climate of temporary workers, organizational identification and job satisfaction. 3. There is noticeably positive relationship between organizational climate and organizational identification, between organizational climate and job satisfaction, and between organizational identification and job satisfaction. 4. The greater organizational identification temporary workers have toward their temporary company, the more influence the organizational climate has on job satisfaction. This study suggests the managers in the organization have to work out the way to improve the organizational identification of temporary workers by building up harmony, mutual trust and the organizational climate of helping each other. In addition, the managers have to set up performance feedback and fair compensation system to increase the cooperation of temporary workers. At the same time, they can use work design variety and work specialization and provide related educational training system to enhance the job satisfaction of temporary workers. In such a way, temporary workers are expected to show the behavior which is beneficial to the organization. Keywords：temporary employment, organizational climate, organizational identification, job satisfaction