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研究生:王馨敏
研究生(外文):Hsin-Min Wang
論文名稱:溝通網絡觀點之角色認同突顯性對角色承諾與工作表現關係的中介影響
論文名稱(外文):THE INTERVENING EFFECTS OF ROLE SALIENCY ON THE RELATIONSHIP BETWEEN ROLE COMMITMENT AND ROLE-BASEED JOB PERFORMANCE: A COMMUNICATION NETWORK APPORACH
指導教授:Shih-Shin Chen
指導教授(外文):陳世欣
學位類別:碩士
校院名稱:國立台北護理學院
系所名稱:醫護管理研究所
學門:商業及管理學門
學類:醫管學類
論文種類:學術論文
論文出版年:2002
畢業學年度:90
語文別:中文
論文頁數:121
中文關鍵詞:認同理論溝通網絡分析角色承諾角色認同突顯性工作表現人力資源發展組織行為學
外文關鍵詞:identity theorycommunication networkrole commitmentrole identity saliencyjob performancehuman resources managementorganization behavior
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本研究運用溝通網絡分析(communication network analysis)方法來了解角色認同突顯性(role saliency)對角色承諾與工作表現的中介影響。依據認同理論(identity theory),員工會以投入在某種角色承諾成本(commitment cost)的多寡,來評估每種角色在心目中重要程度,因此,高成本的角色較不輕易被放棄,並且會積極扮演該角色。
本研究針對某一區域教學醫院行政部門123位員工進行問卷調查。有別於過去的研究,角色承諾以溝通強度與聯結度做為測量指標。研究結果顯示:(1)職務角色認同突顯性對職務期許溝通強度與職務表現具顯著中介效果(2)工作創新角色認同突顯性對工作創新期望溝通強度與工作創新表現具顯著中介效果,及(3)醫院貢獻角色認同突顯性對醫院未來發展溝通聯結度與醫院貢獻表現之間具顯著中介效果。研究結果對於員工的職場表現,在管理上別具意義。
Based on a communication network perspective, this study was to investigate how the role identity saliency intervenes the effects of role commitment on employee performance. According to identity theory, people possess a set of role identities with various degrees of saliency. The more one has exerted effort in the role (i.e., higher role commitment), the more this role is salient to him/her. Consequently, this person is more likely to set out the role which is more salient to him/her, resulting in better performance of this role.
Different from traditional approach, we conceptualized role commitment in terms of communication strength and a person’s network connectedness. Based on a sample of 123 administrators in a regional teaching hospital, this study found that (1) job role identity saliency intervenes the effect of communication strength about job expectation on work performance (2) innovation role identity saliency intervenes the effect of communication about innovation expectation on innovation performance and, (3) organization citizenship role identity saliency intervenes the effect of communication one’s network regarding organization on organization citizenship performance. Significance of the results for the management of employee performance is discussed.
誌謝 …………………………………………………………………I
中文摘要 ……………………………………………………………II
英文摘要 ……………………………………………………………III
目錄 …………………………………………………………………IV
表目次 ………………………………………………………………VI
圖目次 ………………………………………………………………VI
第一章 緒論 …………………………………………………… 1
第一節 研究動機 ………………………………………………… 1
第二節 研究目的 ………………………………………………… 5
第三節 研究問題 ………………………………………………… 5
第二章 文獻探討 ……………………………………………… 6
第一節 認同理論 ………………………………………………… 6
第二節 角色承諾 ………………………………………………… 8
第三節 溝通網絡分析 …………………………………………… 10
第四節 角色認同突顯性 ………………………………………… 21
第五節 工作表現 ………………………………………………… 23
第六節 構面間關係之實證性研究 ……………………………… 30
第七節 本章總結 ………………………………………………… 35
第三章 理論架構 ……………………………………………… 36
第一節 概念性架構 ……………………………………………… 36
第二節 概念性定義與測量方式 ………………………………… 37
第三節 研究假說 ……………………………………………… 43
第四章 研究設計 ……………………………………………… 48
第一節 研究對象 ………………………………………………… 48
第二節 研究工具 ………………………………………………… 49
第三節 問卷前測 ………………………………………………… 52
第四節 資料收集 ……………………………………………… 52
第五節 資料處理 ………………………………………………… 53
第六節 資料分析 ……………………………………………… 53
第五章 研究結果 ……………………………………………… 56
第一節 問卷回收 ………………………………………………… 56
第二節 樣本描述 ………………………………………………… 56
第三節 信度分析 ………………………………………………… 56
第四節 外推效度分析 …………………………………………… 57
第五節 描述性統計 ……………………………………………… 57
第六節 假設檢定 ……………………………………………… 62
第六章 研究討論 ……………………………………………… 86
第一節 研究結果之討論 ………………………………………… 86
第二節 研究結論 ………………………………………………… 91
第三節 研究困難 ……………………………………………… 92
第四節 研究限制 ………………………………………………… 93
第五節 研究建議 ……………………………………………… 93
第六節 研究貢獻 ……………………………………………… 96
參考文獻 ………………………………………………………… 97
附錄
附錄一 溝通網絡結構、角色認同突顯性與角色表現之研究問卷 106
附錄二 溝通網絡角色與次團體描述 ………………………… 112
附錄三 職務期許溝通網絡圖 …………………………………… 114
附錄四 工作創新期望溝通網絡圖 ……………………………… 116
附錄五 人際維繫溝通網絡圖 …………………………………… 118
附錄六 醫院未來發展溝通網絡圖 ……………………………… 120
圖表目次
頁數
圖目次
圖一:本研究概念性架構 ……………………………………… 37
表目次
表一 :個案醫院員工表現評估項目合併與加權 …………… 51
表二 :個案醫院主管表現評估項目合併與加權 …………… 52
表三 :個案醫院員工的服務年資…………………………… 56
表四 :角色認同突顯性與表現量表信度分析 ……………… 57
表五 :溝通網絡聯結數描述性統計 ………………………… 58
表六 :行政部門員工對部門內同仁之溝通強度描述性統計 60
表七 :角色認同突顯性描述性統計 ………………………… 60
表八 :角色表現描述性統計 ………………………………… 61
表九 :員工自評角色表現描述性統計 ……………………… 61
表十 :單位主管評估角色表現描述性統計 ………………… 62
表十一:職務期許溝通網絡結構變數與職務角色認同突顯性、職務表現變項之相關分析 …………………………………………………… 64
表十二:職務期許溝通網絡結構變數與職業生涯發展角色認同突顯性、職務表現變項之相關分析 ………………………………………… 67
表十三:工作創新期望溝通網絡結構變數與工作創新角色認同突顯性、工作創新表現變項之相關分析 …………………………………… 69
表十四:人際維繫溝通網絡結構變數與團隊合作角色認同突顯性、職務表現變項之相關分析 ……………………………………………… 72
表十五:醫院未來發展溝通網絡結構變數與醫院貢獻角色認同突顯性、醫院貢獻表現變項之相關分析 …………………………………… 74
表十六:職務期許溝通網絡結構變數與職務角色認同突顯性、個案醫院評估職務表現變項之相關分析 …………………………………… 77
表十七:工作創新溝通網絡結構變數與工作創新角色認同突顯性、個案醫院評估工作創新表現變項之相關分析 ………………………… 79
表十八:人際維繫溝通網絡結構變數與團隊合作角色認同突顯性、個案醫院評估團隊合作表現變項之相關分析 ………………………… 81
表十九:職務角色認同突顯性對職務期許溝通強度與職務表現複迴歸分析 ………………………………………………………………… 82
表二十:工作創新角色認同突顯性對工作創新溝通強度與工作創新表現複迴歸分析 ………………………………………………………… 83
表二十一:醫院貢獻角色認同突顯性對醫院貢獻溝通聯結度與醫院貢獻表現複迴歸分析 …………………………………………………… 84
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