臺灣博碩士論文加值系統

本研究主要目的在探討主管性格優勢對於部屬工作動機、部屬工作投入的影響，以及部屬工作投入對部屬工作動機的影響，最後是部屬工作投入是否會中介影響主管性格優勢與部屬工作動機間的關係。此外，主管性格優勢分成熱情、團隊合作與領導等，分別進行探討。

施測方式採問卷調查法，問卷採用網路與紙本同步進行，在台灣中部發放，共計回收 415 份，整體問卷回收率為 98 %，並以敘述性統計、信度分析、相關分析與迴歸分析等方法驗證假說。研究結果發現如下：主管性格優勢對部屬工作動機有顯著正向影響；主管性格優勢對部屬工作投入有顯著正向影響；部屬工作投入對部屬工作動機有顯著正向影響；部屬工作投入在主管性格優勢與部屬工作動機關係間扮演部份中介角色。

在管理實務上，主管在工作場域中應保持正向性格，來提高員工的工作投入與工作動機，以主管本身的正向性格去感染員工，進而形塑良好的工作氛圍，將有助於提高部屬對工作角色的投入，進而提升其工作努力的持續性與強度，也將提高員工的工作績效。

The aim of this research is to explore the relationships between supervisor character strengths and subordinate work motivation and subordinate work engagement, the relationships between subordinate engagement and subordinate motivation, and the mediating effects of subordinate engagement in the relationship between supervisor character strengths and subordinate work motivation. This research selects three character strengths which are Zest, Teamwork and Leadership.

This research administered a questionnaire, online and paper version, in the middle area of Taiwan. 415 valid questionnaires were returned, and yielded a 98% response rate. Descriptive statistics, reliability analysis, Pearson product-moment correlation, and multiple regression analysis were used to analyse the data in order to verify the hypotheses.

The major findings of this study are as follows: supervisor character strength has significant positive impact on subordinate work motivation; supervisor character strength has a significant positive impact on subordinate work engagement; the subordinate engagement has a significant positive impact on subordinate motivation; subordinate work engagement plays a partially mediator in the relationship between the supervisor character strengths and subordinate work motivation.

As to the managerial implications, managers should maintain the positive character strengths in workplace so as to enhance the employee work engagement and work motivation. The positive character strengths inside the managers themselves can influence employees, which makes a positive working environment and atmosphere. It couldn’t only enhance the employee working attitude, but also enhance the employee output and performance.

摘要 i
ABSTRACT ii
誌謝 iv
目錄 v
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第二章 文獻探討 3
第一節 性格優勢 3
第二節 工作投入 9
第三節 工作動機 12
一、動機之涵義 12
二、工作動機之定義與涵義 13
三、工作動機之理論 14
第四節 研究假設 22
第五節 研究架構 27
第三章 研究方法 28
第一節 研究對象 28
第二節 研究工具 28
第三節 分析方法 33
第四章 分析結果 35
第一節 樣本描述性分析 35
第二節 問卷信度分析 38
第三節 相關分析 40
第四節 迴歸分析 43
第五節 工作投入之中介效果 45
第五章 研究結論與建議 50
第一節 研究結論 50
第二節 管理實務意涵與理論貢獻 51
第三節 研究限制與後續研究建議 53
參考文獻 54
附錄 67

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