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度,也就是在衡量模式的內在品質。Bagozzi & Yi 曾建議六項評鑑模式內在結構適配度的標準(Bagozzi & Yi,1988;陳正昌、程炳林等人,2005):
1 .個別項目的信度( i n d i v i d u a l i t e m reliability)在.50 以上;2.潛在變項的成份信度(composite reliability)在.60 以上;3.潛在變項的平均變異抽取(average variance extracted)在.50以上;4.所有估計的參數都達顯著水準。
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.組織溝通、工作滿意、組織承諾與工作績效之
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A Study of the Relationship Model among Organizational Communication, Job Satisfaction,
Organization Commitment and Job Performance ~ A Case of the Cadres of the University Students
Organization and Club in Taiwan.
Tung-Miao Chang1* Jau-Shyong Chen2
1Tainan University of Technology2Professor, Food and Nutrition Department of Hungkuang University
Received 16 May 2007 ; accepted 7 June 2007
Abstract
The mail purpose of this research is to explore the relationship among the cadres of university student organization in Taiwan towards organizational communication , job satisfaction, , job Satisfaction and organization commitment . There are1,832 usable responses with 81.42% acceptable samples received from the survey .The results of this research showed that organizational communication had a positive influence on job satisfaction, organizational commitment, job performance had a positive correlation. And, job satisfaction on organizational commitment and job performance, organizational commitment on job performance had a positive influence. The mediating effects of job satisfaction, organizational commitment can positively influence organizational communication and job performance. As a result it is suggested that school can periodically investigate job satisfaction for cadres, and organization should definitely build communication system , emphasis organization job design, cultivate team work doughtily and to promote job performance effectively.