莊仲仁2006-07-252018-06-282006-07-252018-06-282001http://ntur.lib.ntu.edu.tw//handle/246246/9681本研究為一系列的研究計畫：「動機需求分類的基礎架構（II）：跨企業組織的實證分析」。本研究係使用研究（I）中編好的「員工需求量表」為工具，針對汽車業及電子業的製造工廠之員工進行調查，如此可檢驗本量表的信度與效度，並可從量表中選出跨企業製造員工所共同持有的需求21 題，經統計處理後可得六個因素。經命名，第一個因素為生理需求，第二個因素為安全需求，第三個因素為社會需求，第四個因素為公平需求，第五個因素為發展需求，第六個因素為成長需求。從結果可知， 在整個需求實際情況方面，各需求因素之間均成正相關，又與期望間的落差也成正相關，又在汽車製造業和電子製造業均具有類似的現象。另外，在工作滿意及離職意願的預測效果上;生理需求、社會需求、及公平需求的實際感受對工作滿意有預測效果。在離職意願的預測上，只有社會需求的實際感受而已。至於期 望方面，就不比實際感受方面來的敏感，只有發展需求在工作滿意及離職意願上具有預測效果。This study belongs to a series of research projects: “the basic structure of motivational need taxonomies (2): Empirical study across organizations.” Using the questionnaire developed in study 1, we investigated employees of two manufacturers from auto and computer industries to examine the validity and reliability of the questionnaire and found 21 common items of employee needs. Analyzing the data we found six factors: physiological need, need of safety, social needs, need of fairness, needs of development, and need of growth. The results showed that the scores of actual situations of six factors are positively correlated to one another, and positively correlated to the gap between actual and expected situations. The findings are similar in both industries. In addition, the scores of actual situations in physiological needs, social needs, and need of fairness had good predictability in work satisfaction. As to the will of turnover, only the score of actual situation in social needs can predict well. The scores of expected situations are not as sensitive as them of actual situations to predict outcome variables. In that case, only the expected score on needs of development have significant predictability in job satisfaction and will of turnover.application/pdf54144 bytesapplication/pdfzh-TW國立臺灣大學心理學系暨研究所reporthttp://ntur.lib.ntu.edu.tw/bitstream/246246/9681/1/892413H002044.pdf