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研究生:李苡萩
論文名稱:知覺衝突與績效表現之關係:考量團體價值一致性與工作投入為中介變項
論文名稱(外文):Relationship Between Conflict Types and Performance:Mediating Effects of Group Value Congruence and Job Involvement
指導教授:任維廉任維廉引用關係
學位類別:碩士
校院名稱:國立交通大學
系所名稱:運輸科技與管理學系
學門:運輸服務學門
學類:運輸管理學類
論文種類:學術論文
畢業學年度:96
語文別:中文
論文頁數:73
中文關鍵詞:關係衝突任務衝突程序衝突團體價值一致工作投入
外文關鍵詞:relation conflicttask conflictprocess conflictwork value congruencejob involvement
相關次數:
  • 被引用被引用:3
  • 點閱點閱:334
  • 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:2
工作職場發生的人際衝突情況,已經被證實與員工的績效表現息息相關,但過去研究對於「任務衝突」的影響效果卻遲遲未有共識。本研究認為隨著衝突類型不同,對員工工作滿意度、個人績效與團體績效會產生不同影響,故透過團體價值一致性與工作投入為中介變項,推演五大項研究假設,企圖釐清衝突類型與績效表現的影響關係。本研究以台北市兩家客運公司公車司機為實證對象進行問卷調查,內容包括關係衝突、任務衝突、程序衝突,團體價值一致,工作投入,滿意度與基本資料;並蒐集員工勤怠紀錄及公司內部競賽結果,作為個人與團體績效資料。共回收606份有效樣本,有效樣本回收率53.63%,進行資料分析與假設驗證,研究結果大部分假設皆未被否証,本研究最後提出若干之管理意涵與後續研究建議。
第一章、 緒論............................................. - 1 -
1.1 研究背景與動機....................................... - 1 -
1.2 研究目的............................................. - 2 -
1.3 研究對象............................................. - 2 -
第二章、 文獻回顧與評析................................... - 3 -
2.1 工作行為............................................. - 3 -
2.2 前導因素:衝突....................................... - 3 -
2.3 工作態度與行為:團體價值一致性....................... - 6 -
2.4 工作態度與行為:工作投入............................. - 6 -
2.5 工作結果:績效表現................................... - 7 -
2.6 工作結果:滿意度..................................... - 9 -
2.7 文獻評析............................................ - 10 -
第三章、 研究材料與方法.................................. - 11 -
3.1 研究架構............................................ - 11 -
3.2 變數定義............................................ - 11 -
3.3 研究假設............................................ - 13 -
3.4 量表問卷............................................ - 16 -
3.5 問卷設計............................................ - 25 -
第四章、 研究結果........................................ - 37 -
4.1 樣本結構分析........................................ - 37 -
4.2 問卷信效度分析...................................... - 38 -
4.3. 模式驗證與假設檢驗.................................. - 42 -
第五章、 結論與建議...................................... - 51 -
5.1 研究結論............................................ - 51 -
5.2 管理意涵............................................ - 55 -
5.3 後續研究建議........................................ - 56 -
參 考 文 獻............................................. - 58 -
附 錄 一 工作價值量表.................................. - 60 -
附 錄 二 第一次前測問卷................................ - 62 -
附 錄 三 第二次前測問卷................................ - 65 -
附 錄 四 正式調查問卷.................................. - 70 -
附 錄 五 駕駛部門主管深度訪談.......................... - 73 -
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2. Barsade S G. (2002),”The ripple effect: Emotional contagion and its influence on group behavior.” Administrative Science Quarterly, Vol.47, Iss.4 , pg.644-675.
3. Bateman T S, Organ D W. (1983), “Job satisfaction and the good soldier: The relationship between affect and employee "Citizenship"” Academy of Management Journal, Vol. 26, Iss.4, p. 587-595
4. Gil F., Alcover C M. & Peiró J. M. (2005), ”Work team effectiveness in organizational contexts: Recent research and applications in Spain and Portugal” Journal of Managerial Psychology,Vol 20, Iss.3-4, pg.193-218
5. Hodson R. (2004), “Organizational trustworthiness: Findings from the population of organizational ethnographies. ”Organization Science, Vol.15, Iss.4, pg. 432-445
6. Jehn K A. (1997), “A qualitative analysis of conflict types and dimensions in organizational groups.” Administrative Science Quarterly, Vol.42, Iss.3, pg.530-557
7. Jehn K A. & Mannix E A. (2001),. “The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance.” Academy of Management Journal,Vol.44, Iss.2, pg.238-251.
8. Kleinberg J L. (2000),.”Beyond emotional intelligence at work: Adding insight to injury through group psychotherapy.” Group, Vol.24, Iss.4, pg.261-278.
9. Lepine J A., Van Dyne L. (2001), “Peer responses to low performers: An attributional model of helping in the context of groups. “ The Academy of Management Review,Vol.26, Iss.1, pg.67-84
10. Li J. & Hambrick D C. (2005),. “Fractional groups: A new vantage on demographic faultlines, conflict, and disintegration in work teams. ” Academy of Management Journal, Vol.48, Iss.5, pg.794-813.
11. Meyerson D E. (1994), “Interpretations of stress in institutions: The cultural production of ambiguity and burnout.” Administrative Science Quarterly, Vol.39, Iss. 4, pg.628-653
12. Rahim M A. (2002), “Toward a theory of managing organizational conflict.” The International Journal of Conflict Management,Vol.13, Iss.3, pg.206-235
13. Rokeach M. (1973), “The nature of human values”, NY : The Free Press
14. Sanchez J I. & Brock P. (1996), “Outcomes of perceived discrimination among hispanic employees: Is diversity management a luxury or a necessity?” Academy of Management Journal, Vol.39, Iss.3, pg.704-719
15. Tidd S T. & Friedman R A. (2002), “Conflict style and coping with role conflict:An extension of the uncertainty model of work stress.” The International Journal of Conflict Management ,Vol.13, Iss.3, pg.236-257
16. Van Yperen N W. & Janssen O. (2002), “Fatigued and dissatisfied or fatigued but satisfied? Goal orientations and responses to high job demands.” Academy of Management Journal, Vol.45, Iss. 6, pg. 1161
17. Von Glinow M A., Shapiro D L. & Brett J M. (2004), “Can we talk, and should we? managing emotional conflict in muticultural teams.” The Academy of Management Review, Vol.29, Iss.4, pg.578-592.
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19. Wollack S., Goodale J G., Wijting J P. & Smith P C. (1971), “Development of the survey of work values,” Journal of Applied Psychology, Vol 55, pp 331-338.
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