A Study on Job Rotation Recognition, Career Development and Organizational Commitment of Section-Directors of Elementary Schools in Taichung City

• Main Authors: Wen-Pin Yang, 楊文賓
• Other Authors: Dr. Yu-Liang Chang
• Format: Others
• Language: zh-TW
• Online Access: http://ndltd.ncl.edu.tw/handle/38778582425524477051

碩士 === 國立嘉義大學 === 教育行政與政策發展研究所 === 101 === Abstract The purposes of thie study were: (1)to investigate the current satuts of section-directors of the elementary school of job rotation recognition, the status of career development and organizational commitment; (2) to examine the effects of person and school factors on the section- directors' perception of job rotation recognition, career development and organizational commitment; (3) to assess the effects of section-directors' perception of job rotation recognition, career development, of organizational commitment. A survey method was employed by using three instruments, “Questionnaire of Job Rotation Recognition”, “Questionnaire of Career Development”, and “Questionnaire of Organizational Commitment”. A total of 501 elementary sction-directors were selected by astratified random samping method in elementary schoools in Taichung City; 462 valid questionnaires were received finally. Corresponding statistics were applied to analyze the data, i.e. descriptive satistics, t-test, one-way ANOVA with the Scheffé Method, Pearsons product-moment correlation, simple regression, and simultaneours regression analysis. The findings of the study reported as follows: 1. Taichung City Elementary School section-directors' perceptions of job rotation recognition, career development and organizational commitment were at a higher level. 2. There were statistically significant differences in targeted section-directors' perecptions of job rotation recognition among the factors of diretor rotation experience , position nature, rotation system, while no significant difference was found among the factors of gender, age, years of service, director of seniority, eduction background, position of office, and school size. 3. There were statistically significant differences in targeted section-directors' perecptions of career development among the factors of eduction background, while no significant difference was found among the factors of gender, age, director of seniority, positio of office, and school size. 4. There were statistically significant differences in targeted section-directors' perecptions of organizational commitment among the factors of school size, rotaion system, and rotation experiences. 5. The section-directors with higher scores of job rotation recognition had significantly higher perception in organizational commitment than those who with lower scores of job rotation recognition. 6. There was significantly positive correlation between targeted section-directors' perceptions of job rotation recognition and career development (whole scales and all sub-scales) 7. There was significantly positive correlation between targeted section-directors' perception of job rotation recognition and organizational commitment (whole scales and all sub-scales) 8. There was significantly positive correlation between targeted section-directors' perception of career development and organizational commitment (whole scales and all sub-scales) 9. Targeted elementary section-directors' perceptions of job roation recognition effectively predicted their perception of career development, with 45.2 % (the whole scale) and 48.5% (two sub-scales) variance expainded. 10. Targeted elementary section-directors' perceptions of job roation recognition effectively predicted their perception of organization commitment, with 39.4 % (the whole scale) and 40.1% (two sub-scales) variance expainded. 11. Targeted elementary section-directors' perceptions of career development effectively predicted their perception of organizational commitment, with 56.7 % (the whole scale) and 57.6 % (two sub-scales) variance expainded.