Please use this identifier to cite or link to this item: http://hdl.handle.net/11455/8158
DC FieldValueLanguage
dc.contributor張慧銖zh_TW
dc.contributorHuei-chu Changen_US
dc.contributor.author邱慧瑩zh_TW
dc.contributor.authorChiu, Hui-Yingen_US
dc.contributor.other圖書資訊學研究所zh_TW
dc.date2013en_US
dc.date.accessioned2014-06-06T06:41:05Z-
dc.date.available2014-06-06T06:41:05Z-
dc.identifierU0005-0602201312260900en_US
dc.identifier.citation一、 中文資料 (一) 圖書 大內威廉(Ouchi, W.)(1981)。Z理論(黃明堅譯)。臺北市:長河。(原著出版年:1981) 狄爾(Deal, T. E.)、甘迺迪(Kennedy, A. A.)(1983)。企業文化(黃宏義譯)。臺北市:長河。(原著出版年:1982) 河野豐弘(1990)。改造企業文化:如何使企業展現活力(彭德中譯)。臺北市:遠流。(原著出版年:1990) 徐金芬(1985)。我國大學圖書館館員工作滿意程度調查研究。臺北市:漢美。 許士軍主編(2003)。管理辭典。臺北市:華泰。 郭建志(2003)。組織文化。在鄭伯壎、姜定宇、鄭弘岳主編,組織行為研究在台灣:三十年回顧與展望(第十二章,頁361-391)。臺北縣新店市:桂冠。 曾淑賢(2009)。公共圖書館管理。臺北市:五南。 楊世瑩(2008)。SPSS統計分析實務(二版)。臺北市:旗標。 蓋柏(Gabor, A.)(2001)。新世紀管理大師(齊若蘭譯)。臺北市:時報文化。(原著出版年:2000) 達福特(Daft, R. L.)(2006)。組織理論與設計(李再長譯)。臺北市:湯姆生。(原著出版年:2004) 鄭彩鳳(2007)。校長競值領導效能研究:理論、指標與衡量。臺北:高等教育。 薛因(Schein, E. 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Organizational leadership in academic libraries: Identifying culture types and leadership roles (Unpublished Doctoral dissertation). Marshall University.en_US
dc.identifier.urihttp://hdl.handle.net/11455/8158-
dc.description.abstract圖書資訊學領域鮮少以理論架構為基礎,進行圖書館組織文化本質的解析,至今也甚少探討組織文化與工作滿意度之間的關係。圖書館領導者若瞭解本身的組織文化,方能有策略地提升組織績效,而瞭解館員的工作滿意度應可做為管理是否具有成效的參考,因此以創造價值來確保競爭力的公共圖書館有必要瞭解兩者之間的關係。 本研究的目的主要是要瞭解國內公共圖書館組織文化現況、館員的組織文化偏好、圖書館組織文化與館員工作滿意度的關係,以及館員背景是否會影響其組織文化偏好與工作滿意度。本研究以競值架構(Competing Values Framework,簡稱CVF)與明尼蘇達滿意問卷(Minnesota Satisfaction Questionnaire,簡稱MSQ)進行問卷調查。研究對象為大型公共圖書館的532位館員,共回收有效問卷279份,回收率為47.18%。 本研究從研究分析結果得到以下結論:1. 目前公共圖書館的顯著文化為「科層型文化」,而館員最偏好「團隊型文化」;2. 公共圖書館員對「內在滿意」構面感到最滿意,對「外在滿意」構面感到最不滿意;3. 「團隊型文化」與館員工作滿意度各構面的相關性較其他類型的組織文化高,而館員的「專案型文化」偏好則是與工作滿意度的「內在滿意」及「整體滿意」構面相關性較其他類型的組織文化高;4. 不同年齡、工作部門、職位層級、是否具備專業資格等四項個人背景對館員的組織文化偏好與工作滿意度有顯著差異。 研究者依據研究結果給予公共圖書館建議,包括:圖書館應形塑特有的圖書館組織文化、圖書館領導者實施策略管理之前應先瞭解本身的組織文化、圖書館未來應以「團隊型文化」與「專案型文化」為主要發展方向、圖書館應加強館員的工作滿意度、圖書館應訂定明確的策略規畫,最後針對參與本研究之四所圖書館分別給予建議。zh_TW
dc.description.abstractThe purpose of this study is to identify the current and preferred organizational culture type in Taiwan’s public libraries, the relationship between organizational culture and job satisfaction, and the impact of personal background on organizational culture and job satisfaction. Application of Competing Values Framework (CVF) and Minnesota Satisfaction Questionnaire (MSQ) provided method for identifying organizational culture and job satisfaction among 532 large public library respondents. 279 questionnaires were viable, and the recall rate was 47.18%. The study explored that: 1. The current organizational culture of public libraries was hierarchy culture while the preferred was clan culture; 2. Librarians were most satisfied with intrinsic satisfaction while most unsatisfied with extrinsic satisfaction; 3. The current clan culture had the highest relationship with all aspects of job satisfaction than other organizational culture types while the adhocracy culture that librarians preferred had the highest relationship with intrinsic and general satisfaction than other organizational culture types; 4. Personal background had significant differences to the organizational culture that librarians preferred and their job satisfaction, including age, department, position level, and professional qualifications. Researcher give suggestions to public libraries based on the study results, including that public libraries should shape their own organizational culture, leaders of public libraries should identify their organizational culture before strategic management, public libraries should take clan culture and adhocracy culture as their development point in the future, public libraries should improve librarians’ job satisfaction, and public libraries should make clear strategic plans. Researcher also gives suggestions respectively to the four public libraries that joined the study.en_US
dc.description.tableofcontents第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 3 第三節 研究問題 3 第四節 研究範圍與限制 4 第五節 名詞解釋 4 第二章 文獻探討 6 第一節 組織文化 6 第二節 競值架構(CVF) 15 第三節 工作滿意度 23 第三章 研究設計與實施 37 第一節 研究架構 37 第二節 研究對象 38 第三節 研究方法與工具 39 第四節 資料分析方法 47 第五節 研究步驟 49 第四章 研究結果與分析 51 第一節 公共圖書館組織文化現況與館員對組織文化的偏好 51 第二節 公共圖書館員的工作滿意度 63 第三節 公共圖書館組織文化與館員工作滿意度之關係 68 第四節 不同背景館員的組織文化偏好與工作滿意度差異性 71 第五節 綜合討論 108 第五章 研究結論與建議 113 第一節 結論 113 第二節 建議 116 第三節 後續研究建議 118 參考書目 119 附錄一「臺灣公共圖書館組織文化與館員工作滿意度之關係」調查問卷 125zh_TW
dc.language.isozh_TWen_US
dc.publisher圖書資訊學研究所zh_TW
dc.relation.urihttp://www.airitilibrary.com/Publication/alDetailedMesh1?DocID=U0005-0602201312260900en_US
dc.subject組織文化zh_TW
dc.subjectorganizational cultureen_US
dc.subjectCVFzh_TW
dc.subject工作滿意度zh_TW
dc.subjectMSQzh_TW
dc.subjectCVFen_US
dc.subjectjob satisfactionen_US
dc.subjectMSQen_US
dc.title以CVF與MSQ探討臺灣公共圖書館組織文化與館員工作滿意度之關係zh_TW
dc.titleA Study on the Relationship between Organizational Culture and Job Satisfaction in Taiwan’s Public Libraries by Using CVF and MSQen_US
dc.typeThesis and Dissertationzh_TW
item.openairecristypehttp://purl.org/coar/resource_type/c_18cf-
item.openairetypeThesis and Dissertation-
item.cerifentitytypePublications-
item.fulltextwith fulltext-
item.languageiso639-1zh_TW-
item.grantfulltextrestricted-
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