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研究生:莊博盛
研究生(外文):Bo-sheng Juang
論文名稱:組織鑲嵌與員工工作表現:中介與干擾過程的探索
論文名稱(外文):On-the-Job Embeddedness and Employees’Work Outcomes:The Mediating-Moderating Process
指導教授:廖本源
指導教授(外文):Pen-yuan Liao
學位類別:碩士
校院名稱:國立聯合大學
系所名稱:管理碩士學位學程
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:2009
畢業學年度:97
語文別:中文
論文頁數:71
中文關鍵詞:組織鑲嵌關係型心理契約組織基礎自尊工作滿意度離職意圖組織承諾工作績效創新行為組織公民行為認真負責的人格特質
外文關鍵詞:On-the-job embeddednessrelational psychological contractorganization-based self-esteemjob satisfactionturnover intentionsorganizational commitmentjob performanceinnovative behaviororganizational citizenship behaviorconscientiousness
相關次數:
  • 被引用被引用:6
  • 點閱點閱:614
  • 評分評分:
  • 下載下載:254
  • 收藏至我的研究室書目清單書目收藏:2
本研究使用關係型心理契約和組織基礎自尊作為連結組織鑲嵌與員工工作表現之過程模型發展的中介變數,其中員工工作表現包含工作滿意度、離職意圖、組織承諾、工作績效、創新行為和組織公民行為。本研究也檢定認真負責的人格特質作為組織鑲嵌與關係型心理契約及組織鑲嵌與組織基礎自尊之間關係的干擾角色。本模型是以台灣高科技產業的主管-員工作為測試的配對樣本,最後有效樣本數共計171對主管-員工。迴歸分析的結果顯示:關係型心理契約和組織基礎自尊會部份中介組織鑲嵌與工作滿意度、組織承諾和利他主義的組織公民行為之間關係。在控制關係型心理契約這個中介影響後,組織基礎自尊會部份中介組織鑲嵌和離職意圖之間關係。關係型心理契約和組織基礎自尊不會中介組織鑲嵌與建議的組織公民行為、工作績效和創新行為之間關係。但是發現組織鑲嵌與建議的組織公民行為、工作績效和創新行為呈正相關。認真負責的人格特質這個干擾變數沒有影響組織鑲嵌和關係型心理契約及組織鑲嵌和組織基礎自尊之間關係。本研究也提供未來研究方向和管理意涵。
We used relational psychological contract and organization-based self-esteem as mediators to develop a model of the processes linking on-the-job embeddedness to employees’ work outcomes which including job satisfaction, turnover intentions, organizational commitment, job performance, innovative behavior and organizational citizenship behavior. This study also examined the moderating role of conscientiousness personality on the relationships between on-the-job embeddedness and both relational psychological contract and organization-based self-esteem. This model was tested by a sample of 171 subordinate-supervisor dyads from Taiwan’s high technology industry. Regression results revealed that relational psychological contract and organization-based self-esteem partially mediated the influence of on-the-job embeddedness on job satisfaction, organizational commitment and organizational citizenship behavior-altruism. Organization-based self-esteem partially mediated the relationship between on-the-job embeddedness and turnover intentions after controlling the mediating effect of relational psychological contract. Relational psychological contract and organization-based self-esteem did not mediate the relationships between on-the-job embeddedness and organizational citizenship behavior-voice, job performance and innovative behavior. But, on-the-job embeddedness was found to be positively related to organizational citizenship behavior-voice, job performance and innovative behavior. Conscientiousness personality did not moderate the relationships between on-the-job embeddedness and both relational psychological contract and organization-based self-esteem. Future research directions and management implications were discussed.
目錄 i
圖目錄 iii
表目錄 iv
第壹章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第貳章 文獻回顧 5
第一節 社會交換理論 5
第二節 組織鑲嵌 6
第三節 關係型心理契約 7
第四節 組織基礎自尊 9
第五節 認真負責的人格特質 10
第六節 工作滿意度 11
第七節 組織承諾 11
第八節 利他主義的組織公民行為及建議的組織公民行為 12
第九節 離職意圖 13
第十節 工作績效 14
第十一節 創新行為 14
第十二節 提升工作鑲嵌的方法 15
第參章 研究假設的建立與研究架構 17
第一節 組織鑲嵌與關係型心理契約及組織基礎自尊的關係 17
第二節 關係型心理契約和組織基礎自尊之中介效果 21
第三節 認真負責的人格特質對組織鑲嵌-關係型心理契約及組織鑲嵌-組織基礎自尊之干擾效果 25
第四節 研究架構 26
第肆章 研究方法 27
第一節 研究對象 27
第二節 研究程序 27
第三節 變數的衡量 29
第四節 資料分析方法 34
第伍章 研究結果 36
第一節 樣本描述 36
第二節 驗證性因素分析 38
第三節 相關分析 42
第四節 迴歸分析 45
第陸章 討論 51
第一節 研究假設之探討 51
第二節 研究貢獻 54
第三節 研究限制及未來研究方向 54
第四節 管理意涵 55
參考文獻 57
一、中文部分 57
二、英文部分 57
附錄一:問卷(主管填) 65
附錄二:問卷(員工填) 67
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