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博碩士論文 etd-0527122-235217 詳細資訊
Title page for etd-0527122-235217
The Moderation Effect of Salary Satisfaction and Prosocial Motivation on Employee's Sense of Calling and Job Involvement
Year, semester
Number of pages
Liu, Yun-Shi
Advisory Committee
Jen, Chin-Kang
Date of Exam
Date of Submission
Sense of Calling, Salary Satisfaction, Prosocial Motivation, Job Involvement, Long-Term Care Industry, Nurse Aides
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The thesis/dissertation has been browsed 134 times, has been downloaded 42 times.
In recent years, due to the population aging of Taiwan society, the long-term care industry has flourished. At the same time, the issue of salary for nurse aides has gradually aroused discussion. Many studies in the past have explored the relationship between employees' sense of calling, salary satisfaction, prosocial motivation and job involvement, but they have not fully explored the relationship between them. Based on past literature, this research demonstrated that employees with a high sense of calling can realize their ideals at work, and then have more investment in work. This research further assumes that under the condition of high salary satisfaction and high prosocial motivation, employees’ intrinsic and extrinsic motivations would be satisfied, and finally more involved in job. Therefore, this study used salary satisfaction and prosocial motivation as moderating variables to explore the relationship between sense of calling and job involvement. This study collected data from 328 nurse aides and used statistical software SPSS as an analysis tool to verify hypotheses with moderating models.
The research results showed that employees’ sense of calling will positively affect job involvement. However, salary satisfaction does not moderate with the relationship between sense of calling and job involvement. Finally, prosocial motivation has a significant moderating effect on the relationship between sense of calling, salary satisfaction and job involvement. According to the results of the research, the management implications of this research are as follows: When recruiting employees, organizations should first understand the employees’ goals or enhance employees’ sense of calling through their religious beliefs; or the organization should use incentives and training methods, promote the prosocial motivation of employees, let employees feel the meaningful of their job, and then enhance their job involvement.
目次 Table of Contents
Thesis Validation Letter i
Abstract (Chinese) ii
Abstract (English) iii
Content v
List of Figures vii
List of Tables viii
Chapter 1 Introduction 1
Chapter 2 Literature Review 6
2.1 Social Exchange Theory 6
2.2 The Relationship Between Sense of Calling and Job Involvement 8
2.3 The Moderating Effects of Salary Satisfaction Between Calling and Job Involvement 12
2.4 Calling, Salary Satisfaction and Job Involvement: Prosocial Motivation as a Moderator 17
Chapter 3 Methods 19
3.1 Research Framework 19
3.2 Samples & Procedures 21
3.3 Variable Definition & Measurements 22
3.4 Statistical Analyses 26
Chapter 4 Results 30
4.1 Sample Descriptive Statistics 30
4.2 Confirmatory Factor Analysis (CFA) 32
4.3 Reliability Analysis 33
4.4 ANOVA Analysis 34
4.5 Correlation Analysis 36
4.6 Regression and Moderation Analysis 39
4.7 Hypothesis Testing 42
Chapter 5 Discussion 44
5.1 Results and Discussion 44
5.2 Practical Implication 49
5.3 Limitations &Directions for Future Research 52
References 55
Appendix I 67
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