THE IMPACT OF ORGANIZATIONAL CLIMATE AND COMPENSATION ON JOB COMMITMENT, JOB PRESSURE, AND JOB PERFORMANCE--C BANK AS AN EXAMPLE

Autor: Mei-Yi Wang, 王美懿
Rok vydání: 2013
Druh dokumentu: 學位論文 ; thesis
Popis: 101
Human resource is one of the most important assets for companies. How to attract and retain employees is an critical issue. Of which, organizational climate and compensation are two factors that employee most concern. Both of them can affect employees' morale and royalty, and then affect their performance. This research use employee's job stress and job commitment as mediators to explore the effects of perceived organizational climate and compensation satisfaction on job performance. Therefore, the objectives of this study are as follows: 1. Explore the impact of perceived organizational climate and compensation satisfaction on employee's job stress, job commitment, and job performance through literature review. 2. Verify the effect of perceived organizational climate and compensation satisfaction on employee's job stress, job commitment, and job performance through empirical data. 3. Explore the mediating effect of employee's job stress, job commitment. The research subjects of this study are New Taipei City area wealth management personnel of C Bank. This study uses questionnaires to collect empirical data, 201 valid questionnaires out of 231copies issued were returned, getting 87% effective return rate. Empirical data are analyzed using the SPSS 18 statistical software for descriptive statistics, reliability and validity analysis, and using AMOS 18 software package for model goodness of fit test and structural equation modeling. The empirical results are as follows: Hypothesis H2: Compensation has a significant positive impact on job commitment, which is supported; Hypothesis H3: Organizational climate has a significant positive impact on job commitment, which is also supported. However, Hypothesis H1: Compensation has a significant negative impact on job stress, which is not supported and shows a significant positive impact. Hypothesis H4: job stress has a significant negative impact on job performance, which is also not supported and shows a significant positive impact. Hypothesis H5: job commitment has a significant positive effect on job performance, which is also not supported and shows a significant negative impact. Finally, regarding to the results of mediating effect of job stress and job commitment: 1. The mediating effect of job stress on the relationship between compensation and job performance is not significant. 2. The mediating effect of job commitment on the relationship between compensation and job performance is significant and shows a partial mediating effect. 3. The mediating effect of job commitment on the relationship between organizational climate and job performance is significant and shows a partial mediating effect.
Databáze: Networked Digital Library of Theses & Dissertations
Externí odkaz: