臺灣博碩士論文加值系統

個體對於時間的利用，可能受社會文化、個人的經驗、價值的影響。在組織中，對員工時間的知覺和使用可能因為對時間的價值與使用的不同，而產生溝通與工作上的困擾。而多元時間價值是種使用時間的偏好，多元時間價值高的個體，喜歡同時進行多件事，並認為這樣是最好的做事方式。過去探討多元時間價值和工作行為的研究不多，結果也不一致。本研究著重探討多元時間價值與組織公民行為的關係。另外，關係取向文化和多元時間有許多概念相契合，因此，本研究也探討關係取向的文化是否會調節其間的關係。本研究採用問卷蒐集資料、並採對偶方式收集，受試者為營利單位員工及該員工直屬主管。採用便利性抽樣，總共收集201筆配對資料。本研究的結果顯示：個人的多元時間價值對個人面的組織公民行為有正向的影響；在組織文化與個人多元時間的交互作用中發現，在低關係取向時，個人的多元時間價值對組織面的組織公民行為有正向的影響。最後本研究將根據研究結果，進一步說明未來研究方向以及管理上的實務意涵。

Social culture, individuals’ experience and value will affect individuals’ time use. The organization may get in trouble on work and communication due to the difference of employees’ time perception and time use. People who have polychronic value prefer to engage in multiple tasks simultaneously and believe their preference is the best way to doing thing. Previous researches about the relationship between polychromic value and working behavior were few, and their outcome were inconsistent. This research not only emphasizes the relation between polychromic value and organizational citizenship behavior(OCB), but also focuses on the moderate effect of relationship orientation. The relationship orientation culture is compatible with polychromic value. There are 201 survey questionnaires were finished by some employees and their supervisors. The result of the research indicates that individuals’ polychronic value has positive influence on more organizational citizenship behavior - individual(OCB-I). In addition, relationship orientation has moderate effect; when relationship orientation was lower, more polychromic value employees have more organizational citizenship behavior – organization(OCB-O). Further implications and possible application were also discussed.

目 錄
中文摘要 I
英文摘要 II
誌謝 III
目錄 IV
第一章 研究動機與目的 1
第二章 文獻探討 5
第一節 多元時間價值 5
第二節 組織公民行為 13
第三節 多元時間價值與組織公民行為 19
第三章 研究方法 25
第一節 研究假設與架構 25
第二節 研究樣本 26
第三節 研究工具 30
第四節 研究步驟 36
第四章 研究結果 37
第一節 相關分析結果 37
第二節 階層迴歸分析 40
第五章 討論與建議 47
第一節 研究結果討論 47
第二節 未來研究方向與限制 52
第三節 管理意涵 54
參考文獻 55
附錄一 書面指導語 62
附錄二 主管填寫之「主見意見調查表」 63
附錄三 員工填寫之「工作意見調查表」 66

表目錄
表一 多元時間和單一時間展現行為的比較表 7
表二 多元時間行為和Type A行為比較表 8
表三 各學者對組織公民行為的構面 16
表四 個人層次多元時間與其他變項相關表 21
表五 問卷回收狀況 26
表六 員工基本資料-樣本組成 27
表七 網路與書面問卷各變項比較-t檢定 29
表八 個人多元時間價值量表之因素分析 31
表九 組織公民行為之因素分析 32
表十 關係取向文化之因素分析 33
表十一 時間有形資源之因素分析 34
表十二 高低脈絡之因素分析 34
表十三 角色內工作行為之因素分析 35
表十四 各變項相關分析表 39
表十五 多元時間價值對個人面組織公民行為的影響 40
表十六 多元時間價值對組織面組織公民行為的影響 41
表十七 多元時間價值對角色內行為的影響 43
表十八 時間有形資源對組織公民行為、角色內行為的影響 45
表十九 高低脈絡對組織公民行為、角色內行為的影響 46
表二十 研究結果彙整 47

圖目錄
圖一 研究架構圖 25
圖二 關係取向文化與多元時間價值交互作用圖示 42

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