|Author's Email Address
||This thesis had been viewed 5599 times. Download 1612 times.|
||Institute of Human Resource Management|
|Type of Document
||The impact on the atypical employee for transformation leadership|
behavior , individual attribute , affective organizational commitment
and organizational citizenship behavior-Taking the official staff
dealing with environment clearing affairs for example
|Date of Defense
||organizational citizenship behavior
affective organizational commitment
transformation leadership behavior
||For the adaptation of rapid environment variation and human affairs cost reduction, the tendency toward introducing flexible workaround and the atypical employee for the government departments already becomes quite obviously, but in the enforcement process should try to avoid causing the policy value conflicts, the opposition between workers and capitalists, and social conflicts. Therefore, it needs to have the complete promoting policy and suitable methods to the transformation of the flexible rules of choosing talent on order to strive for society approval.|
The research object focuses on the official staff and the atypical employee who deal with environment cleaning affairs in New Taipei City, Taichung City, and Kaohsiung City. For the purpose of understanding the thoughts of the official staff and the atypical employee, the discussion for the individual attribute, transformation leadership behavior, affective organizational commitment and organizational citizenship behavior is regarding as the reference of flexible human resource usage of government departments.
The following are the discoveries in this research results.
1.The “affective organizational commitment” for the official staff and atypical employee has obviously influences on “altruism behavior” and the influences on the atypical employee are greater than the official staff.
2.The “inspirational motivation and intellectual stimulation” for the official staff and atypical employee have obviously influences on “altruism behavior” and the influences on the atypical employee are greater than the official staff.
3.The “affective organizational commitment” has remarkable influence on the “seriousness and responsibility” of the atypical employee, but not for the official staff.
These results show that the employment identity plays an important role exactly in the employment relations. Different employment identity will affect employee not only how they treat the relationship between themselves and employers but also the responses on their behaviors.
This research focuses on the discussion on the research results, and also brings up some advices for government departments on physical future researches of flexible human resource usage.
||Yu Ming Chu - chair|
Christina Yu-Ping Wang - co-chair
Bih-Shiaw Jaw - advisor
Indicate in-campus at 1 year and off-campus access at 1 year.|
|Date of Submission