臺灣博碩士論文加值系統

外在環境的改變迫使企業面臨快速變動而難以預測的全球性競爭環境，為了保有競爭力及尋求永續發展之可能性，企業精簡支出以維持企業之營運。因此，企業留用或招募有助於企業營運與發展之少數菁英，因此員工需承擔較大的責任而承受及壓力，如何改善壓力對於員工個人績效之影響，乃是現今企業的重要課題之一。本研究首先探討壓力源與個人績效之間關係，再進一步探討哪些因素會影響壓力源與個人績效之間關係，而本研究主要針對領導─成員交換關係及內在動機是否會影響壓力源與個人績效之間關係進行探討。
本研究之主要研究對象為台灣企業之員工，總計發放445份問卷，回收之有效樣本為313份，有效回收率為70.33%。本研究主要採用層級迴歸分析以進行研究假說之驗證。經過實證分析，本研究所得之研究結果如下：
一、 挑戰型壓力源與個人績效呈現正向影響。
二、 阻礙型壓力源與個人績效呈現負向影響。
三、 個人之內在動機能夠調節壓力源與個人績效之間的關係。
四、 領導─成員交換關係能夠調節阻礙型壓力源與個人績效之間的關係。
本研究之主要貢獻如以下敘述，首先，由於過去相關研究對於壓力源與個人績效之間關係未達成共識，本研究之第一個貢獻為實證發現挑戰型壓力源將正向影響個人績效以及阻礙型壓力源將負向影響個人績效；接著，過去之研究並未針對究領導─成員交換關係及內在動機是否會影響壓力源與個人績效之間關係進行探討，因此本研究以領導─成員交換關係及內在動機作為調節變數進行探討，並驗證內在動機能夠調節二種類別的壓力源與個人績效之間的關係，而領導─成員交換關係僅能夠調節阻礙型壓力源與個人績效之間關係。本研究之發現可作為後續研究及業界實務之參考。

Due to the changes of the external environment, enterprises face rapid change and unpredictable global competition. In order to retain competitiveness and the possibility of sustainable development, companies retain or recruit a small number of elites to streamline costs so that maintain operations. Therefore, the company's employees bear greater responsibility and pressure. How to improve the relationship between stressors and employees’ job performance is one of the most important issues for the enterprises. This study explored the relationship between stressors and job performance, and then explored what factors might affect the relationship between stressors and job performance. However, the research focus on how Leader-Member Exchange or intrinsic motivation affects the relationship between stressors and job performance is still rare. Thus, this study focus on whether Leader-Member Exchange and intrinsic motivation affects the relationship between stressors and job performance.
The research is performed by the questionnaire survey, and the respondents are employees of Taiwanese companies. We delivered 445 questionnaires and we had 313 valid questionnaires returned. The final response rate is 70.33%. This study used hierarchical regression analysis to verify all hypotheses. The followings are our findings: First, challenge stressors are positively related to job performance. Second, hindrance stressors are negatively related to job performance. Third, the moderating effect of intrinsic motivation will impact the relationship between stressors and job performance. Forth, the moderating effect of LMX will impact the relationship between hindrance stressors and job performance.

摘要 I
Challenge Stressors, Hindrance Stressors and Job Performance: The Moderating Effect of Intrinsic Motivation and Leader-Member Exchange (LMX) II
Summary II
INTRODUCTION III
Research background and hypothesis development III
METHODS AND MATERIALS IV
Collection of data IV
Results of the analysis IV
CONCLUSION IV
Findings IV
Contributions V
Limitations and future research V
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 研究重要性 4
第四節 章節架構 4
第二章 文獻探討 6
第一節 挑戰型壓力源 6
第二節 阻礙型壓力源 8
第三節 領導─成員交換關係 10
第四節 內在動機 14
第三章 研究方法 18
第一節 研究架構 18
第二節 研究假設 19
第三節 研究變數 20
第四節 問卷設計 23
第五節 抽樣方法 29
第六節 資料分析方法 29
第四章 實證分析結果 32
第一節 樣本基本資料分析 32
第二節 驗證性因素分析 36
第三節 信度分析 37
第四節 建構效度分析 42
第五節 相關係數分析 45
第六節 層級迴歸分析 47
第五章 結論與討論 61
第一節 研究假設結果彙整 61
第二節 研究結論 62
第三節 研究貢獻與限制 63
第四節 研究建議 66
參考文獻 69
附錄一：問卷 72

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