臺灣博碩士論文加值系統

本研究呈現《墨西哥之學習型組織：學習型組織對員工工作滿意度與工作表現之重要性》該計畫之理論架構與結果。此研究係以墨西哥籍員工為研究主體以分析其與學習型組織、工作滿意度、組織凝聚力與組織認同之間的關係。本研究使用SPSS統計軟體分析數據以及Amos結構方程模型來找出可信之構念以測量學習型組織與以工作滿意度作為中介變項之組織凝聚力與組織認同。
本研究成果指出，在墨西哥工作情境下當員工認知到較高層次之學習型組織時，將提升其對於組織凝聚力與認同。所有與構念直接及間接關聯都是正向及顯著的，因此，各項假設在本研究中得到支持。本研究發現學習型組織與員工工作滿意度為組織凝聚力及組織認同相關之兩個重要面向。若無認同感與團隊成員之努力，那麼工作及團隊之學習可能會失敗。在學習型組織的脈絡下，團隊成員傾向分享知識以及讚美對方的技能。
為了探索團隊完成組織賦予之目標的能力，也就是所謂的團隊效能，了解組織如何對待員工是重要的。本論文總結這些研究發現的含義以及提供管理層與人力資源領域一些建議。

This research presents the theoretical framework and the results of the research project “learning organization in Mexican contexts: the importance of learning organization on employees’ job satisfaction and work behavior”. The research subjects are Mexican employees who work in private companies in Mexico.
The business world is moving as fast as the organization of the companies. Thus, Mexican organizations have to make an important decision in order to compete among the others. Understanding how an organization deals with their employees is important in order to know the team’s capacity to accomplish objectives set by the organization.
The analysis of the data was carried out using the SPSS statistical package software and the Amos Structural Equations Modeling to find out the reliable constructs to measure learning organization and the two outcomes, organizational cohesiveness and organizational commitment with job satisfaction using as a mediator. There is a need to evaluate all these variables together and detect their relation in Mexico.
The results indicate that learning organization and employees’ job satisfaction are two crucial aspects for the existence of organizational commitment and organizational cohesiveness. All of the direct and indirect associations between the constructs were found to be positive and significant; therefore, all hypotheses in this research were supported. The thesis concludes with a discussion of the implications of these findings, recommendations for managers and human resource area.

List of Tables VII
List of Figures VIII
List of Symbols IX
Chapter 1 Introduction 1
1.1 Background of the Study 1
1.2 Problem Statement and Motivation 2
1.3 Purpose of the Study 4
1.4 Research Question 5
1.5 Significance of the Study 6
Chapter 2 Literature Review 7
2.1 Learning Organization 7
2.1.1 Definition of Learning Organization 7
2.1.2 Differences between organizational learning and learning organization (LO). 9
2.2 Organizational Cohesiveness 10
2.2.1 Definition of Organizational Cohesiveness 10
2.2.2 Relationship Between Learning Organization and Organizational Cohesiveness 11
2.3 Job Satisfaction 12
2.3.1 Definition of Job Satisfaction 12
2.3.2 Relationship Between Learning Organization and Job Satisfaction 13
2.3.3 Relationship Between Job Satisfaction and Organizational Cohesiveness 14
2.3.4 Mediating effect of job satisfaction in the relationship between learning organization and organizational cohesiveness. 14
2.4 Organizational commitment 15
2.4.1 Definition of organizational commitment 15
2.4.2 Relationship between learning organization and organizational commitment 16
2.4.3 Relationship between job satisfaction and organizational commitment 16
2.4.4 Mediating effect of job satisfaction in the relationship between learning organization and organizational commitment. 17
Chapter 3 Research Methodology 19
3.1 Research Framework 19
3.2 Research Hypothesis 20
3.3 Research Design 21
3.3.1 Web-based survey 21
3.4 Research Sample 22
3.5 Questionnaire Design 22
3.5.1 Translating and Validating the Spanish Version 23
3.5.2 Decision on the questionnaire structure 23
3.6 Data Collection Process 24
3.7 Measurement 25
3.7.1 Learning Organization 25
3.7.2 Job Satisfaction 28
3.7.3 Organization cohesiveness 29
3.7.4 Organization commitment 29
3.8 Control Variables 30
3.9 Reliability 31
3.9.1 Cronbach’s alpha α 32
3.9.2 Composite Reliability 32
3.9.3 Average Variance Extracted 35
3.10 Validity 36
3.10.1 CFA 37
3.11 Data Analysis 39
3.11.1 Descriptive Statistics 40
3.11.2 Pearson Correlation Analysis (r) 40
3.11.3 CFA in Structural Equation Modeling (SEM) 41
Chapter 4 Data Analysis and Findings 42
4.1 Descriptive Statistics 42
4.2 Pearson’s Correlation Coefficient Analysis 45
4.3 CFA in Structural Equation Modeling (SEM) 46
4.4 Regression Analysis (Hypothesis Testing) 47
4.4.1 Mediating Effect (Bootstrapping method) 50
Chapter 5 Conclusions and Suggestions 54
5.1 Conclusions in regard to the research hypotheses 54
5.2 Implications for managers 55
5.3 Limitations 57
5.4 Opportunities for further research 57
REFERENCES 59
Appendix 70
Appendix A 70

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