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研究生:李宛玲
研究生(外文):Wan-Ling Li
論文名稱:自我認同、角色認同、組織認同與工作績效關聯性之研究
論文名稱(外文):The Relationship among Self-Identity, Role Identity, Organizational Identification and Job Performance
指導教授:萬同軒萬同軒引用關係
指導教授(外文):Tung-Hsuan Wan
學位類別:碩士
校院名稱:銘傳大學
系所名稱:管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:91
中文關鍵詞:自我認同角色認同組織認同工作績效
外文關鍵詞:organizational identificationjob performanceself-identityrole identity
相關次數:
  • 被引用被引用:145
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  • 下載下載:1307
  • 收藏至我的研究室書目清單書目收藏:4
本研究將過去文獻中管理議題的認同層次,由廣泛關注的組織認同擴展至自我認同及角色認同,探討員工三種認同層次與工作績效間之關係。目的在提供管理者預測員工工作績效的指標,及豐富管理上的認同。
在衡量構面的問卷上,自我認同問卷修改自Cheek(1989)與陳坤虎、雷庚玲、吳英璋(民91)之量表;角色認同問卷修訂自Burton & Hudson(2001)之量表;組織認同問卷係參考Gautam, Van Dick, & Wagner(2004)之量表;工作績效問卷參考自楊中睿(民95)之量表。本研究採立意抽樣方式,選定台北(縣)市的金融業及3C產業專業人員,針對員工做三種認同層次問卷測量,並請主管針對受測員工進行工作績效評核配對的問卷。合計發放280份紙本問卷,回收233份問卷,獲得有效問卷共200份,有效回收率為71.43%。
本研究使用線性結構模式分析來驗證研究假設,結果顯示金融業及3C產業的專業人員,在自我認同及角色認同對工作績效的假設均成立。亦即當專業人員的自我認同及角色認同愈高時,其工作績效愈高。此外,研究顯示,專業人員的角色認同對工作績效最為重要,其次為自我認同,最後才是組織認同。即指角色認同比自我認同及組織認同更能提升專業人員的工作績效,有效提高員工對工作的喜好程度可間接增加其工作績效。
最後本文提出幾個重要管理意涵供業界參考:1.角色認同可視為工作績效的預測指標;2.以配套措施協助員工提升自我及角色認同(如:建立員工輔導制度、主管宜採輔助部屬角色定位及實現目標之領導、運用組織文化傳達工具增強角色認同等);3.以人力資源管理活動提升員工自我及角色認同(如:增進招募與甄選的職務內容透明度、善用工作輪調強化角色認同、妥善地執行職涯管理、建立公平並具回饋的績效評估制度等)。
This study focuses on the relationship between three foci of identification /identity and job performance. The research questionnaires include self-identity (Cheek, 1989 ; Chen et al., 2002), role identity (Burton & Hudson, 2001), organizational identification (Gautam et al., 2004), and job performance (Yang, 2006). Received 200 usable matched surveys from the professionals and their direct supervisors, which represents a response rate of 71.43 per cent.
This study used the regression analysis and linear structure relational model approaches to test hypotheses. The results showed that self-identity and role identity were positively related to job performance. In three foci of identification /identity correlations, self-identity correlated significantly positively with role identity and organizational identification, role identity correlated significantly positively with organizational identification. Furthermore, role identity is the most important for the professionals’ job performance, and then self-identity and organizational identification are secondary.
There are several practical implications that can be drawn from our findings. First, role identity might predict job performance. Second, organizations should take measures to enhance the self-identity and role identity of employees. (e.g., creating employees’ mentoring opportunities, applying the proper leadership to help employees’ role clarification and goal actualization, using the organization culture expression tools to reinforce role identity) Third, taking activities of HR management promote employees’ self-identity and role identity. (e.g., exposing the context of job’s responsibilities clearly in the recruiting and selecting process, using job rotation to enhance employees’ role identity, performing career management properly, structuring the judicial performance appraisal process and providing feedback to the employees)
目錄
頁次
目錄 I
圖目錄 IV
表目錄 V
第一章 緒論 1
1.1 研究背景與動機 1
1.2 研究問題與目的 2
1.3 研究流程 3
第二章 文獻探討 5
2.1 認同 5
2.1.1 認同之釋義 5
2.1.2 認同在管理上的理論應用 6
2.2 自我認同 7
2.2.1 自我認同(self-identity / ego-identity)之定義 8
2.2.2 自我認同之相關研究 10
2.3 角色認同 11
2.3.1 角色認同之意涵 11
2.3.2 角色認同之相關理論 14
2.3.3 角色認同之相關研究 16
2.4 組織認同 17
2.4.1 組織認同之定義 17
2.4.2 組織認同之相關理論與構面 19
2.4.3 組織認同之相關研究 20
2.5 工作績效 21
2.5.1 工作績效之定義 22
2.5.2 工作績效之評定 22
第三章 研究設計 24
3.1 研究方法 24
3.2 研究架構與假設 24
3.3 研究對象 25
3.4 問卷設計 26
3.4.1 自我認同的衡量 26
3.4.2 角色認同的衡量 27
3.4.3 組織認同的衡量 28
3.4.4 工作績效的衡量 29
3.5 問卷前測 29
3.6 資料分析方法 30
第四章 實證研究分析 37
4.1 問卷回收與結構分析 37
4.2 研究變項之現況分析 40
4.2.1 自我認同之現況分析 41
4.2.2 角色認同之現況分析 41
4.2.3 組織認同之現況分析 42
4.2.4工作績效之現況分析 42
4.3 結構方程模式之驗證性因素分析 44
4.4 問卷之信度與效度分析 48
4.4.1 問卷之信度分析 48
4.4.2 問卷之效度分析 49
4.5 研究變項之相關分析 50
4.6 研究假設之線性結構模式分析 51
4.6.1 整體模式之配適度檢定 51
4.6.2 線性結構關係模式估計結果 52
4.7 個人屬性與研究變項之變異數分析 57
4.7.1 年齡對各研究變項之變異數分析 57
4.7.2 教育程度對各研究變項之變異數分析 58
4.7.3 職位對各研究變項之變異數分析 59
4.7.4 年資對各研究變項之變異數分析 62
第五章 結論與建議 64
5.1 研究發現 64
5.2 管理意涵 65
5.3 研究限制 68
5.4 後續研究建議 68
參考文獻 69
附錄一 78
附錄二 81











圖目錄
頁次
圖1-1 研究流程圖 4
圖2-1 自我認同之要素圖 9
圖2-2 Allport角色與人格關係圖 15
圖3-1 研究架構圖 24
圖3-3 研究資料分析流程圖 36
圖4-1 本研究架構之LISREL模式路徑圖 53
圖4-2 本研究之線性結構模式路徑分析結果 55
























表目錄
頁次
表2-1 認同基礎與相應理論表 7
表2-2 組織認同定義之相關文獻 18
表3-1 自我認同衡量題項 27
表3-2 角色認同衡量題項 28
表3-3 組織認同衡量題項 28
表3-4 工作績效衡量題項 29
表3-5 前測問卷信度分析結果表 30
表3-6 整體模式配適度衡量指標彙整表 32
表4-1 有效問卷人口統計變數資料表-整體 37
表4-1 有效問卷人口統計變數資料表-整體(續) 38
表4-2 有效問卷人口統計變數資料表-金融業 38
表4-2 有效問卷人口統計變數資料表-金融業(續) 39
表4-3 有效問卷人口統計變數資料表-3C產業 39
表4-3 有效問卷人口統計變數資料表-3C產業(續) 40
表4-4 自我認同統計結果表 41
表4-5 角色認同統計結果表 41
表4-6 組織認同統計結果表 42
表4-7 工作績效統計結果表 43
表4-8 研究變項統計結果表 43
表4-9 測量模式適合度之衡量指標 44



表4-10 驗證性因素分析之基本配適標準 45
表4-10 驗證性因素分析之基本配適標準(續) 46
表4-11 驗證性因素分析之整體模式配適度 46
表4-12 驗證性因素分析之模式內在架構配適度 47
表4-12 驗證性因素分析之模式內在架構配適度(續) 48
表4-13 信度分析統計結果表 49
表4-14 研究變項之相關分析表 50
表4-15 整體模式配適度檢定 51
表4-16 本研究LISREL 模式之參數說明 54
表4-16 本研究LISREL 模式之參數說明(續) 55
表4-17 本研究假設之驗證結果 56
表4-18 年齡對研究變項之變異數分析表-金融業 57
表4-19 年齡對研究變項之變異數分析表-3C產業 58
表4-20 教育程度對研究變項之變異數分析表-金融業 58
表4-20 教育程度對研究變項之變異數分析表-金融業(續) 59
表4-21 教育程度對研究變項之變異數分析表-3C產業 59
表4-22 職位對研究變項之變異數分析表-金融業 60
表4-23 職位對研究變項之變異數分析表-3C產業 61
表4-23 職位對研究變項之變異數分析表-3C產業(續) 62
表4-24 年資對研究變項之變異數分析表-金融業 62
表4-25 年資對研究變項之變異數分析表-3C產業 63
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二、中文部分
1. 江宜樺,自由主義、民族主義與國家認同,台北:揚智出版社,民國87年。
2. 呂麗卿,「影響高職學生自重感與工作價值觀之研究-以台中地區為例」,朝陽科技大學休閒事業管理系碩士論文,民國92年。
3. 吳明隆,結構方程式SIMPLIS的應用,台北:五南出版社,二版,民國97年。
4. 林家五、熊欣華、黃國隆,「認同對決策嵌陷行為的影響:個體與群體層次的分析」,台灣管理學刊,第6卷,第1期,民國95年,頁157-180。
5. 徐瑋伶、鄭伯壎,「組織認同:理論與本質之初步探索分析」,中山管理評論,第10卷,第1期,民國91年,頁45-64。
6. 張春興,張氏心理學辭典,台北:東華書局,民國90年。
7. 張春興,青年的認同與迷失,台北:東華書局,民國81年。
8. 張紹勳,研究方法,台北:滄海書局,民國90年。
9. 張曉春,社會學概要,台北:三民書局,民國88年。
10. 許士軍,管理學,台北:東華書局,民國90年。
11. 黃昆輝,教育行政學,台北:東華書局,民國84年。
12. 黃意舒,「幼稚園教師角色認同及踐行研究」,政治大學教育研究所博士論文,民國83年。
13. 郭為藩,「角色理論在教育學上的意義」,師大教育研究所集刊,第13輯,民國68年,頁15-27。
14. 郭為藩,自我心理學,台北:師大書苑,民國85年。
15. 梁雙蓮,「中央行政機關公務員組織認同之研究」,台灣大學政治研究所博士論文,民國73年。
16. 陳午晴,「關係認同的概念架構」。第四屆華人心理學家學術研討會暨第六屆華人心理與行為科際學術研討會,民國91年。
17. 陳志成,「從社會學的『角色理論』論戲劇演員的角色觀點」,網路社會學通訊期刊,第48期,民國94年,取自http://mail.nhu.edu.tw/~society/e-j.htm。
18. 陳坤虎、吳英璋、雷庚玲,「青少年自我認同內容、測量向度與發展差異」,第四屆華人心理學家學術研討會暨第六屆華人心理與行為科際學術研討會,民國91年。
19. 陳奎熹,教育社會學,台北:五南出版社,民國90年。
20. 陳順宇,多變量分析,台北:華泰書局,第四版,民國94年。
21. 黃英忠,現代管理學,台北:華泰書局,民國90年。
22. 黃俊英,多變量分析,中國經濟企業研究所,民國89年。
23. 楊中睿,「派遣人員績效評估之研究」,華梵大學工業工程與經營資訊學系碩士論文,民國95年。
24. 劉英茂,普通心理學,台北:文笙書局,民75年。
25. 賴志超、鄭伯壎、陳欽雨,「台灣企業員工組織認同的來源及其效益」,人力資源管理學報,第1卷,第1期,民國90年,頁27-51。
26. 蘇慧瑢、尹祚芊「護理長的角色期望與角色衝突的探討」,護理雜誌,第37卷,第3期,民國79年,頁93-108。
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