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研究生:周慧珍
研究生(外文):Huey-Jen Chow
論文名稱:知覺主管支持的前因及其影響之研究
論文名稱(外文):An Examination of Antecedents and Consequences of Perceived Supervisor Support
指導教授:羅新興羅新興引用關係許金田許金田引用關係
指導教授(外文):Hsin-Hsin LoChin-Tien Hsu
學位類別:碩士
校院名稱:國防管理學院
系所名稱: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:2006
畢業學年度:94
語文別:中文
論文頁數:50
中文關鍵詞:知覺主管支持社會階層相似性社會關係相似性社會取向成就動機個我取向成就動機
外文關鍵詞:perceived supervisor supportsocial-stratification similaritysocial-relation similarityindividual-oriented achievement motivationsocial-oriented achievement motivation
相關次數:
  • 被引用被引用:5
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  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
本研究主要探討組織成員之工作勝任能力、與主管之社會階層相似性及社會關係相似性對其知覺主管支持的影響,並比較這三者對其知覺主管支持影響力的大小,以及探討組織成員知覺主管支持對其離職傾向的影響。其次,探討組織成員之社會取向成就動機、個我取向成就動機與工作負荷對其知覺主管支持與離職傾向的關係之干擾作用。本研究以國軍軍官為調查對象,回收有效問卷399對對偶關係,資料分析獲得以下研究發現:1.組織成員的工作勝任能力愈高則其知覺主管支持程度愈高。2.組織成員與主管的社會關係相似性愈高則其知覺主管支持程度愈高。3.組織成員與主管之社會關係相似性對其知覺主管支持的影響顯著的高於社會階層相似性。4.組織成員的工作勝任能力對其知覺主管支持的影響顯著的高於與主管之社會階層相似性。5.組織成員知覺主管支持程度愈高則其離職傾向愈低。6.組織成員的工作負荷會弱化其知覺主管支持對離職傾向的負向影響。7.組織成員的社會取向成就動機會強化其知覺主管支持對離職傾向的負向影響。最後,本研究討論研究結果在理論發展的價值與管理實務意涵。
This study examines the relationships among the competence, social-stratification similarity, social-relation similarity toward perceived supervisor support (PSS) and comparison with the effects. Besides explores the relationships between PSS toward turnover intention and also examines the moderating effects of individual-oriented achievement motivation, social-oriented achievement motivation and job-loading.
The military members were selected as target sample. In the 399 pair of effective responses, we found seven results: (1) The more an organizational member had competence, the more he/she would perceived PSS. (2) An organization member was similar to his/her supervisor in social-relation similarity; he/she would perceive more PSS. (3) In comparison with PSS between social-stratification similarity and social-relation similarity, the effect of social-relation similarity is stronger. (4) In comparison with PSS between competence and social-stratification similarity, the effect of competence is stronger. (5) The more an organizational member perceived PSS, the lower he/she would perceive turnover intention. (6) The job-loading will lessen the negative influence of PSS on turnover intention. (7) The social-oriented achievement motivation will strengthen the negative influence of PSS on turnover intention.
In the end, this study discussed research findings both in terms of theoretical development and of practical management implications.
中文摘要…………………………………….……………………Ⅰ
英文摘要…………………………………….……………………Ⅱ
誌 謝…………………………….……………………………Ⅲ
目 錄…………………………….……………………………Ⅳ
圖 目 錄…………………………………….……………………Ⅴ
表 目 錄…………………………………….……………………Ⅵ
第一章 緒論…………………………………………………...1
第一節 研究背景與動機…………………………………………1
第二節 研究目的…………………………………………………………3
第二章 文獻探討與研究假說…………………………………...5
第一節 研究基礎理論……………………………………………...…….5
第二節 工作勝任能力與知覺主管支持之關係…………………………7
第三節 工作勝任能力、對偶背景相似性與知覺主管支持的關係…..10
第四節 知覺主管支持程度與離職傾向的關係………………………..13
第五節 工作負荷對知覺主管支持與離職傾向之關係的干擾作用…..15
第六節 成就動機對知覺主管支持與離職傾向之關係的干擾作用....16
第七節 研究架構….....................................19
第三章 研究方法……………………………………………………….20
第一節 衡量工具………………………………………………………..20
第二節 調查方法與對象………………………………………………..24
第三節 資料分析方法…………………………………………………..26
第四章 資料分析結果………………………………………………….28
第一節 衡量效度、信度與變項敘述統計……………………………..28
第二節 工作勝任能力、對偶背景相似性與知覺主管支持的關係…..30
第三節 知覺主管支持、成就動機、工作負荷、離職傾向的關係…..33
第五章 研究結論與討論……………………………………………….38
第一節 研究結論………………………………………………………..38
第二節 實務管理意涵…………………………………………………..40
第三節 研究限制與後續研究建議……………………………………..41
參考文獻………………………………………………………………….42
附錄一 問卷…………………………………………………………….50
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