[[alternative]]Research on the Relationship among the Library Employees’ Perception on Job Rotation System, Organizational Justice, with Rotation Intention : A Study of Technological and Vocational College / Universities in Central Taiwan

碩士商業教育學系[[abstract]]摘要 本研究旨在瞭解技職校院圖書館員對於工作輪調的認同情形，並探討館員的公平認知及輪調意願，是否會對於工作輪調的成效具有關連性，以期作為我國技職校院圖書館規劃及實施工作輪調的參考。 本研究採用問卷調查法，以工作輪調制度認知、組織公平為自變項，輪調意願 為依變項，針對臺灣中部地區16 所技職校院圖書館員為問卷調查對象，探討此三項變數之相關性，並以技職校院圖書館員對此三變項之認同情形為何？不同的個人背景變項對此三變項是否有差異？工作輪調制度認知、組織公平與輪調意願之關聯性等三大問題進行研究，經實證分析後，發現下列結果： 一、技職校院圖書館員對輪調制度認知、組織公平與輪調 意願，均達六成五以上的認同。 二、館員中以「辦事員」與「組長（組主任）」有較高的 輪調制度認知。男性館員比女性館員、專科以下比大學以及研究所以上學歷者、非圖書資訊相關科系比圖書資訊相關科系畢業者、圖書館工作年資未滿5年者比5-10年及11-15年者，具有較高的組織公平認知。館員中以「辦事員」、「組（館員）」、「組長（組主任）」與「約聘雇人員」有較高的輪調意願。 三、輪調制度認知愈高的圖書館員，其參與輪調的意願愈 高；組織公平知覺愈高的圖書館員，其參與輪調的意願愈高。 根據研究結果提出四點建議： (一) 強調工作輪調正面意義，將工作輪調經驗列入升遷考核、（二）建議館員參與輪調制度的制定，瞭解制度的內容與過程，以達成共識、（三）輪調的實施應尊重館員輪調的意願、（四）建立較具彈性的輪調制度。以期作為技職校院圖書館規劃與實行工作輪調時的參考。 關鍵字：工作輪調、組織公平、輪調意願[[abstract]]Abstract The purpose of this study is to explore the relationship among the library employees’ perception to the job rotation, organizational justice and their rotation intention. The research methods applied in this study include literature review and questionnaire survey. The analysis is based on taking the library employee’s perception to job rotation and organizational justice as the independent variables and the rotation intention as the dependent variable. The respondents for this study are the library employees working at technological and vocational college / universities in Central Taiwan. This study aimed to discuss the following aspects: (1) the library employee’s perception of the three variables, (2) the effect of different personal background (biography) on the three variables, (3) the Relationship among the library emplyees’ job rotation systerm, organizational Justice, with their rotation intention. The research results indicate the following findings: 1. Most library emplyees have a medium level of perception to the job rotation, organizational justice and their rotation intention. 2. There was significant difference in library employee’s job rotation based on position . The low- ranking staffer and the department chief have higher perception than others. 3. There were significant difference in library employee’s organizational justice based on sex distinction, educational background, relevant major and years in library. The male employees have higher perception than the female employees. Employees who have junior college education and below have higher perception than those who have a college education and those who have a graduate school education and above. The irrelevant major employees have higher perception than the relevant major employees. Employees who have worked in library 5 years and below have higher perception than those who have worked in library 5-10 years and 11-15 years. 4. There was significant difference in library employee’s rotation intension based on position . The low- ranking staffer, the staffer,the department chief and the contract worker have higher perception than others. 5. There were relationship among the three variables. The higher the employee’s perception to the job rotation is, the higher their rotation intention will be. The higher the employee’s perception to the organizational justice is, the higher their rotation intention will be. The study concluded with several suggestions for improving the performance of library employees’s job rotation. Keyword: Job Rotation, Organizational Justice, Rotation Intention