臺灣博碩士論文加值系統

自Judge（1997）年提出核心評價概念以來，大多數研究僅涉及與自我有關的核心評價，卻忽略概念中與他人有關的核心評價。為了顧及核心評價理論的完整性以及員工工作場域的實際情況，本研究除了核心自我評價以外，亦納入核心他人評價，並採用Judge所提出的中介效果模式，以探討這兩種核心評價是否分別透過不同的中介歷程以預測員工態度。本研究假設核心自我評價是透過知覺工作特性的中介而預測工作滿意度，但核心他人評價則是透過知覺主管支持的中介而預測主管滿意度。
本研究採自陳式問卷法，蒐集公民營企業在職者有效樣本共300份。研究結果顯示，核心自我評價確實透過知覺工作特性的中介以預測工作滿意度，但核心自我評價亦透過知覺主管支持的中介以預測主管滿意度。再者，核心他人評價確實可透過知覺主管支持以預測主管滿意度。研究結果雖未能完全支持兩種核心評價可分別透過不同的中介歷程以預測工作態度的假設，但由於這兩種核心評價與不同變項之關連性並非一致，因此從構念關係網(nomological networking)的角度至少可指出核心自我評價與核心他人評價是具有關連性但彼此不同的建構。

Ever since Judge (1997) proposed the concept of core evaluations, most research only refer to core evaluations that are related to core self-evaluations, and neglect the ones that are related to core others-evaluations. In order to take into account both the integrity of the core evaluations theory and the real workplace situations, this study includes both core self-evaluations and core others-evaluations. At the same time, it also uses the mediate effect models proposed by Judge to investigate if these two core evaluations predict employee attitudes through different mediating processes. It is hypothesized in this study that (1) core self-evaluations predict job satisfaction through the mediation of perceived job characteristics, and (2) satisfaction towards supervisor is predicted by the core others-evaluations through the mediation of perceived supervisor support.
Self-reported survey technique is used in this study and 300 valid samples are collected from current employees in public service and private business. The results show that core self-evaluations indeed predict job satisfaction through the mediation of perceived job characteristics. However, they also predict supervisor satisfaction through the mediation of perceived supervisor support, which directly predict job satisfaction. In addition, core others-evaluations indeed predict satisfaction towards supervisor through the mediation of perceived supervisor support. The study results are unable to fully support the hypothesis that the two types of core evaluations could predict job attitudes through different mediation processes. However, due to the fact that the correlations between these two core evaluations and different variables are inconsistent, this study at least points out that core self-evaluations and core others-evaluations are different but related constructs if using the perspective of nomological networking.

摘要 I
Abstract II
目次 i
圖次 ii
表次 iii
第一章 前言 1
第二章 文獻探討 5
第一節 核心評價的內涵 5
第二節 情境評估 11
第三節 核心自我評價與核心他人評價之區分性 13
第四節 核心自我評價與核心他人評價的中介歷程 18
第五節 研究架構 22
第三章 研究方法 23
第一節 研究樣本 23
第二節 研究工具 26
第三節 資料分析 33
第四章 研究結果 36
第一節 各變項間相關 36
第二節 核心自我評價與核心他人評價的概念區分 41
第三節 中介效果驗證 42
第四節 結構方程模式分析 47
第五章 討論與建議 49
第一節 結果討論 49
第二節 研究限制 53
第三節 未來研究方向 54
第四節 管理實務意涵 55
參考文獻 56
中文部分 56
英文部分 56
附錄 62

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