The Influence on Organizational Commitment from Psychological Empowerment and Perceived Organizational Support- to work engagement as a Mediation Variable

• Main Authors: Huang, Shu-Jung, 黃姝蓉
• Other Authors: Yu, Chien
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/sm439z

碩士 === 國立臺灣師範大學 === 科技應用與人力資源發展學系 === 103 === The quality of service in the organization will influence the satisfaction of employee, loyalty and prolificacy even more. However, how much for the loyalty and prolificacy of employee show the pros and cons of the external service in the organization. The quality of external service even affects the satisfaction for employee more the loyalty and prolificacy. So, aviation industry most implement the concept into the organization, seen an employee as the internal customer. At the same time, controlling the demand and satisfaction of the employee and customer will elevate the revenue and profit rate. This study aims to examinethe correlation among psychological empowerment, perceived organizational support, work engagement and organizational commitment. The object of this study is the employees of Aviation C. The empirical data are collected by E-mail and mail. The total of the valid samples are 385. The results showed: (1) psychological empowerment has a positive impact on work engagement.(2) perceived organizational support has a positive impact on work engagement. (3) psychological empowerment has a positive impact on organizational commitment. (4) perceived organizational support has a positive impact on organizational commitment. (5) work engagement has a positive impact on organizational commitment. (6)The mediation of work engagement in psychological empowerment effectingon organizational commitment is only partial. (7)The mediation of work engagement in perceived organizational support effectingon organizational commitment is only partial. We hope that the results can be a reference for manages and applied in the recruitment selection and management. The research expects that organization could make the respect and credence as the foundation, run into the management status of communication and coordination. It may elevate the satisfaction and enthusiasm of employee. As the result, organization can make the good relationship with employee.