The Relationships among Job Stress, Job Satisfaction and Organizational Commitment of Job Seekers- The Case of Public Employment Service Center in Kaohsiung

• Main Authors: Pi-yen Chen, 陳碧燕
• Other Authors: Ming-Jang Weng
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/f22jzz

碩士 === 國立高雄大學 === 國際高階經營管理碩士在職專班(IEMBA) === 102 === This study explores the impacts of job stress, job satisfaction, and organizational commitment on the job seekers. As the effects of stress and satisfaction on job seekers might differ from those on the regular employees, this study bases its analysis on the questionnaire conducted at Public Employment Service Center (PESC hereafter) in Kaohsiung. We distributed 550 copies of the questionnaires and 510 copies were returned during the period of January 2014 and April 2014. Among the returned copies, the total number of effective surveys is 453, which makes a response rate of 82.5%. The collected data then underwent a series of analytic procedures that include descriptive statistical analysis, reliability analysis, validity analysis, and other related analytic models for yielding effective outcomes. According to our research, female job seekers usually experience higher levels of job stress, senior seekers tend to have job satisfaction and organizational commitment, and less-educated seekers are more willing to make commitment and contribution in the workplace. In terms of the relativity among the three constitutive facets, although it seems difficult to find any linkage between “job stress” and “organizational commitment,” we find that the connections of “job satisfaction” and “organizational commitment” are very strong, whereas “job stress” and “job satisfaction” are loosely related. On the practical side, this study could offer some suggestions for the improvement of current policies on job-searching services. Firstly, PESC must understand and make the best use of the relationships between job satisfaction and organizational commitment. As job seekers coming from diverse social backgrounds tend to have different levels of satisfaction and commitment, PESC should be able to provide a thorough self-discovery program, survey, and consultation to especially those who are considered “weak” or “non-mainstream” job seekers. Secondly, the PESC should diversify and popularize their search engines to generate matching results that offer more comprehensive options in terms of positions, responsibilities, and industries. In doing so, the centers could seek strategic alliances with public online search engines or other virtual communities for mutual benefits. Finally, the PESC should pay attention to the specificity of different job seekers by developing a more pluralistic and diversified consultation service.