RESUMO
PURPOSE: In this research, we recognized the effects of DISC behavior styles of office workers on job satisfaction, organizational commitment and job performance, and tried to present a basic data for designing an efficient working system and enhancing the quality of personal life by applying them in the real office work environment. METHODS: A survey was conducted for 315 office workers in D city from Jan. 28th to May 30th 2010, and the collected data were analyzed with the SPSS/WIN 17.0. RESULTS: 1. The differences on job satisfaction, organizational commitment and job performance according to the general characteristics of subjects, were significant except for the gender in job satisfaction and education in organizational commitment. 2. Relationships in job satisfaction, organizational commitment and job performance of subjects, showed positive correlation. 3. Job satisfaction, organizational commitment and job performance according to the DISC behavior styles, were generally not significant. However, some questions were characterized by the DISC types. CONCLUSION: It is necessary to seek an efficient design method by identifying the differences of individual behavior types to enhance job satisfaction, organizational commitment and job performance of office workers, and such an effective job design should be made at the organizational level.
Assuntos
Humanos , Satisfação no EmpregoRESUMO
PURPOSE: In this research, we recognized the effects of DISC behavior styles of office workers on job satisfaction, organizational commitment and job performance, and tried to present a basic data for designing an efficient working system and enhancing the quality of personal life by applying them in the real office work environment. METHODS: A survey was conducted for 315 office workers in D city from Jan. 28th to May 30th 2010, and the collected data were analyzed with the SPSS/WIN 17.0. RESULTS: 1. The differences on job satisfaction, organizational commitment and job performance according to the general characteristics of subjects, were significant except for the gender in job satisfaction and education in organizational commitment. 2. Relationships in job satisfaction, organizational commitment and job performance of subjects, showed positive correlation. 3. Job satisfaction, organizational commitment and job performance according to the DISC behavior styles, were generally not significant. However, some questions were characterized by the DISC types. CONCLUSION: It is necessary to seek an efficient design method by identifying the differences of individual behavior types to enhance job satisfaction, organizational commitment and job performance of office workers, and such an effective job design should be made at the organizational level.
