臺灣博碩士論文加值系統

Job stress has always been one of the main sources of issue for organizations in terms of its causes on the employee’s work attitude and work behavior, which could either be detrimental or beneficial to the entire operations. So, it is important to gain more comprehension on what and how stressful situations at the working environment are associated with job attitude and job outcomes.
The main focus of this study is to determine the effects of the two-structured framework of job stress on voluntary work behavior. To achieve such objective, this study examined the possible direct and indirect, as mediated by job satisfaction, relationships of hindrance stressor and challenge stressor with counterproductive work behavior (CWB) and organizational citizenship behavior (OCB). Through a survey among 152 employees and 71 supervisors/managers in the Philippines, major conclusions were gained.
As shown by the results, hindrance stressor has a significant direct relationship with job satisfaction and CWB. On the other hand, challenge stressor is not significantly directly related to either job satisfaction or OCB. However, hindrance and challenge stressor were shown to be indirectly related to CWB and OCB, respectively, as mediated by job satisfaction. Base on the limitations of and inferences derived from these results, recommendations for future research were discussed.

ACKNOWLEDGEMENTS I
ABSTRACT II
TABLE OF CONTENTS III
LIST OF TABLES VI
LIST OF FIGURES VII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation. 1
1.2 Research Objective and Scope of this Study. 5
1.3 Research Procedure. 7
1.4 Research Structure. 7
CHAPTER TWO LITERATURE REVIEW 9
2.1 Definition of Constructs. 9
2.1.1 Hindrance Stressors. 9
2.1.2 Challenge Stressor. 10
2.1.3 Job Satisfaction. 12
2.1.4 Counterproductive Work Behavior (CWB). 14
2.1.5 Organizational Citizenship Behavior (OCB). 17
2.2 Hypothesis Development. 19
2.2.1 The Relationship between Hindrance Stressors and Counterproductive Work Behavior (CWB). 19
2.2.2 The Relationship between Hindrance Stressors and Job Satisfaction. 21
2.2.3 The Relationship between Job Satisfaction and Counterproductive Work Behavior (CWB). 22
2.2.4 Job Satisfaction as a Mediating Factor on the Relationship between Hindrance Stressors and Counterproductive Work Behavior (OCB). 24
2.2.5 The Relationship between Challenge Stressors and Organizational Citizenship Behavior (OCB). 25
2.2.6 The Relationship between Challenge Stressors and Job Satisfaction. 26
2.2.7 The Relationship between Job Satisfaction and Organizational Citizenship Behavior (OCB). 28
2.2.8 Job Satisfaction as a Mediating Factor on the Relationship between Challenge Stressors and Organizational Citizenship Behavior (OCB). 30
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 31
3.1 The Conceptual Model. 31
3.2 Summary of Hypotheses to be Tested. 32
3.3 Construct Measurement. 32
3.3.1 Independent Variables. 32
3.3.2 Dependent Variables. 33
3.3.3 Basic Information of the Respondents. 35
3.4 Questionnaire Design. 35
3.5 Sampling Plan. 36
3.6 Data Analysis Procedure. 37
3.6.1 Descriptive Statistics Analysis. 37
3.6.2 Correlation Matrix. 37
3.6.3 Construct Validity, Convergent Validity and Construct Reliability through Confirmatory Factor Analysis (CFA). 38
3.6.4 Structural Equation Modeling (SEM). 38
CHAPTER FOUR RESEARCH RESULTS AND ANALYSIS 40
4.1 Descriptive Analysis. 40
4.1.1 Samples and Data Collection. 40
4.1.2 Characteristics of Respondents. 41
4.2 Confirmatory Factor Analysis (CFA). 44
4.2.1 Model Fit Results. 45
4.2.2 Construct Validity. 45
4.3 Descriptive Statistics and Correlations for All Variables. 47
4.4 Structural Equation Modeling (SEM). 49
4.4.1 Overall Model Fit. 50
4.4.2 Path Analysis. 51
4.4.3 Mediating Effect of Job Satisfaction. 53
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 55
5.1 Discussion on Research Findings and Conclusions. 55
5.2 Research Contribution. 58
5.3 Research Limitations and Suggestions for Future Research. 59
REFERENCES 62
APPENDICES 70
Appendix 1: Questionnaire for the Employees. 70
Appendix 2: Questionnaire for the Supervisors/Managers. 73
Appendix 3: CFA, Descriptive Statistics, Correlation and SEM Results for Employee Self-Report Data. 75

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