| URN |
etd-0806114-231622 |
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| Author |
Yuan-ching Lan |
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| Author's Email Address |
No Public. |
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| Statistics |
This thesis had been viewed 5600 times. Download 43 times. |
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| Department |
Institute of Human Resource Management |
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| Year |
2014 |
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| Semester |
1 |
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| Degree |
Master |
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| Type of Document |
|
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| Language |
zh-TW.Big5 Chinese |
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| Title |
The Influence of Organizational Climate and Supervisor’s Adaptation to Organization on Employees’ Commitment and Impression Management |
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| Date of Defense |
2014-08-28 |
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| Page Count |
102 |
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| Keyword |
complying with authority
commitment
impression management
adaptation to organization
organizational climate
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| Abstract |
After influenced by Western culture, the family-like atmosphere that mostly has been shaped in Chinese society organizations gradually changed into a performance-oriented organizational climate. However, the changes of the times not only guide the change of Chinese society culture but also make organizations and employees affect by the change of the times. That with different leadership behavior patterns and in the atmosphere and the situation of supervisors adapting to the organization will influence employees’ acceptance of the organization and supervisor and impact employees’ emotional commitment to the organization. And then that will affect the employees’ differences of their own impression management behavior in the face of a supervisor or work. So this study investigates the influence of organizational climate and supervisor’s adaptation to organization on employees’ emotional commitment and impression management.
In 166 valid situational questionnaires, the results of this study include：
1.The organizational climate and supervisor’s adaptation to organization significantly interact with employees’ commitment to the organization.
2.The organizational climate and supervisor’s adaptation to organization have no significant interactions with employees’ commitment to the supervisor.
3.The organizational climate and supervisor’s adaptation to organization have no significant interactions with Job-focused tactics of employees’ impression management.
4.The organizational climate and supervisor’s adaptation to organization have no significant interactions with employer-focused tactics of employees’ impression management
5.The organizational climate and supervisor’s adaptation to organization significantly interactions with self-focused tactics of employees’ impression management. |
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| Advisory Committee |
Li- Fang Chou - chair
Chu-Yen - co-chair
Chin-Kang Jen - advisor
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| Files |
Indicate in-campus at 5 year and off-campus access at 5 year. |
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| Date of Submission |
2014-09-06 |
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