臺灣博碩士論文加值系統

印象管理從1959年Goffman揭開序幕後至今已有四十餘年的研究歷程，組織中的印象管理也成為近年來熱門的研究主題。對個人而言良好的印象管理技巧有助於他人對自己產生正面印象，對組織而言ㄧ個具有良好印象管理技巧的員工能促進組織中的人際合諧，進而影響組織氣氛甚至增進組織整體效能。故本研究將以個人層次的印象管理行為前因為主要探討變項，探討個人「職涯傾向」與「人格特質」會有何不同的印象管理行為，並以組織層次的議題「政治知覺」為干擾變項，來討論是否會影響員工印象管理行為發生頻率。
本研究以問卷調查實施方式蒐集資料，共得有效樣本305份，分別以相關分析以及階層迴歸等分析方式驗證本研究之假設。本研究之主要發現為：1.人格特質中的自我監控、目標導向對重視挑戰、重視升遷、重視自由、重視安全的職涯傾向有正向影響，人格特質中自我信念對於重視挑戰的職涯傾向有正向影響2.重視挑戰、重視升遷與重視穩定的職涯傾向對以工作為主的印象管理行為有正向影響，重視升遷與重視挑戰職涯傾向對以主管為主的印象管理行為有正向影響 3.重視挑戰與重視升遷的職涯傾向在人格特質（自我監控、目標導向）與印象管理（以工作為主、以主管為主）之關係中具有部分中介的效果.4.政治知覺會干擾重視升遷、自由與穩定員工的印象管理行為。
 印象管理發生在我們每天生活之中，期望結果有助於企業主管了解不同員工的印象管理行為，能引導企業主管正確面對員工的印象管理行為，同時思考如何做出回應。

It has been four decades since Goffman first studied impression management in 1959. Since then, it has become a popular research topic in the organizational behavior literature. From an individual’s perspective, a good impression management technique a person used may promote others to form a positive impression on him/her. From an organization’s perspective, employees with good impression management techniques may help increase interpersonal harmony, influence organizational climate, and improve organizational effectiveness. Hence, this study seeks to examine impression management behavior as an outcome variable by exploring how employees with different career-orientations and personalities will display different impression management behavior. Also, political perception will be considered as a moderating variable in this study to see whether it will influence employees engaging in impression management behavior.
The sample consists of 305 employees. The data are analyzed by applying statistical methods, including Pearson’s correlation analysis and hierarchical regression analysis. The research results indicate that (1) employees with “self-monitoring” and “initiation / persistence” personality traits have positive effects career orientation that getting high、getting ahead、getting free、getting security, employee with “efficacy in the face of adversity” personality traits have positive erects career orientation that getting high; (2) career orientations, getting high、getting ahead and getting security have positive effects on job focused impression management, getting ahead and getting high career orientations have positive effects on supervisor focused impression management; (3) in the dimensions of career orientation, getting high and ahead have partial mediating effects on the relationship between the personality（self-monitoring、initiation / persistence） and impression management behavior（job focused、supervisor focused）; (4) political perception have moderated the relationship between employees’ career orientation in terms of valuing ahead, free, and security and impression management behavior.
The impression management takes place in our everyday life. The results of this study hope to help managers better understand their employees who are likely to exhibit different impression management behavior in different situations. Mangers then would know how to take appropriate action or respond accordingly.

中文摘要 i
英文摘要 ii
目 錄 iv
表目錄 vi
圖目錄 vii
第一章 緒言
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 6
第二章 文獻探討
第一節 人格特質之相關文獻探討 7
第二節 職涯傾向之相關文獻探討 13
第三節 印象管理之相關文獻探討 24
第四節 政治知覺之相關文獻探討 36
第三章 研究方法
第一節 研究架構 40
第二節 研究假設 41
第三節 操作性定義與衡量 44
第四節 資料蒐集與樣本結果 49
第五節 信效度分析 52
第六節 分析工具 57
第七節 研究限制 59
第四章 資料分析與結果
第一節 研究變數描述性統計分析 60
第二節 相關性分析 62
第三節 迴歸分析 64
第四節 中介及干擾效果 69
第五章 結論與建議
第一節 研究主要發現 107
第三節 研究結論 109
第三節 研究建議 110
參考文獻 112
問 卷 123

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