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研究生:洪瑄孺
研究生(外文):Hung Hsuan-Ju
論文名稱:自戀人格影響工作績效路徑之探究:以敬業貢獻與工作倦怠為中介變項
論文名稱(外文):The Effect of Narcissism Type to Job Performance: The mediating Role of Job Engagement and Burnout
指導教授:張火燦張火燦引用關係
指導教授(外文):Chang Huo-Tsan
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2013
畢業學年度:101
語文別:中文
論文頁數:73
中文關鍵詞:自戀敬業貢獻工作倦怠工作績效
外文關鍵詞:narcissismjob engagementburnoutjob performance
相關次數:
  • 被引用被引用:2
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  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:4
對組織而言,一名理想員工所應達到的第一目標便是高工作績效,
藉此為組織帶來收益,同時增加組織之競爭優勢。過去研究指出,自戀會對工作績效產生顯著關係,但其關係之研究結果卻不一致。本研究嘗試將自戀分為浮誇型自戀與易感型自戀,試圖探討兩者與工作績效之關係,並分別探討敬業貢獻與工作倦怠之中介效果。本研究以壽險產業之業務員為研究母體,與主管之問卷進行配對,共發放 412 份業務人員問卷,扣除填答不符標準之問卷後,有效樣本為252 份,並以階層迴歸分析與結構方程模式檢驗各研究假設。研究結果顯示:(一)浮誇型自戀與工作績效存在正向關係;(二)易感型自戀與工作績效存在負向關係;(三)浮誇型自戀會透過敬業貢獻對工作績效產生影響;(四)易感型自戀會透過工作倦怠對工作績效產生影響。根據研究結果,進一步提出二點管理意涵:(一)針對現有員工進行自戀人格類型調查,並適時提供員工協助;(二)針對招募遴選活動進行自戀人格類型調查以作為選才參考。最後,本研究亦提出未來研究
方向與限制以供後續研究參考。
The most important goal an ideal employee should reach is high performance. There have been few researches on the influence of narcissism on job performance. There is evidence stemming from other literatures that sheds light on this topic, but the relationship of the findings have been inconsistent. First, this study attempts to divide narcissism into grandiose narcissism and vulnerable narcissism to explore the relationship between grandiose narcissism, vulnerable narcissism and job performance. Second, based on self-regulation model and the threatened egotism model, the present study explores the mediating effect of job engagement and burnout.
The data were collected from insurance industry in Taiwan. A total of 400 subjects’ participated and 252 valid samples were obtained. To test the research hypotheses,hierarchical regression analysis and structural equation model were adopted. The results were showed: first, there is a positive relationship between grandiose narcissism and job performance; second, there is a negative relationship between vulnerable narcissism and job
performance; third, grandiose narcissism have a positive impact on job performance through job engagement; and four, vulnerable narcissism have
a negative impact on job performance through burnout.
Based on the results, two practical implications were illustrated as following. To start with, Organizations should investigate the narcissistic personality type for their staff and provide assistance in a timely manner; Second, survey narcissistic personality type in the selection of the recruitment activities. Suggestions for future research and limitations of the present study are also discussed..
目錄
中文摘要 I
Abstract II
目錄 III
表目次 VI
第一章 緒論 1
第一節 研究背景與研究動機 1
第二節 研究目的 4
第三節 研究流程 5
第四節 名詞釋義 6
第二章 文獻探討 8
第一節 自戀類型對工作績效之影響 8
第二節 浮誇型自戀對工作績效之影響:敬業貢獻的中介角色 16
第三節 易感型自戀對工作績效之影響:工作倦怠的中介角色 20
第三章 研究方法 24
第一節 研究架構與假設 24
第二節 研究對象 25
第三節 研究工具 25
第四節 調查實施 28
第五節 資料分析 29
第四章 研究結果與討論 32
第一節 樣本描述 32
第二節 自戀類型對工作績效之主效果 34
第三節 自戀類型影響工作績效路徑整體模式適配度 35
第四節 浮誇型自戀與對工作績效之影響:敬業貢獻的中介效果 40
第五節 易感型自戀與對工作績效之影響:工作倦怠的中介效果 40
第五章 結論與建議 40
第一節 研究主要發現 41
第二節 研究結論 42
第三節 研究建議 47
第四節 研究限制 50
參考文獻 53
附錄 A:業務人員問卷(主管) 65
附錄 B:業務人員問卷(部屬) 69

表目次
表 3-1 變項間區別效度檢定分析摘要 28
表 3-2 問卷發放與回收狀況統計 29
表 4-1 樣本特性統計分析 33
表 4-2 各變項之敘述統計量與相關係數 34
表 4-3 自戀類型對工作績效之主效果 35
表 4-4 整體驗證性因素分析結果 36
表 4-5 假設模式適配度指標 38
表 4-6 巢套分析結果 39
表 4-7 完全中介模式之標準化係數、t值 39
表 5-1 結果摘要 41

圖目次
圖 3-1 研究架構 24
圖 4-1 模式路徑 38
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10. 空服員社交能力、飾演策略與工作表現之關係
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