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研究生:蘇嫚
研究生(外文):Man Su
論文名稱:組織中的雇用關係、負向認同與員工工作行為之研究
論文名稱(外文):The Impact of Employment Relationship, Disidentification on Job Behaviors.
指導教授:郭建志郭建志引用關係
指導教授(外文):Chien-Chih Kuo
學位類別:碩士
校院名稱:中原大學
系所名稱:心理學研究所
學門:社會及行為科學學門
學類:心理學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:84
中文關鍵詞:雇用關係心理契約違反主管不當對待離職意圖職場偏差行為個人-組織契合負向認同
外文關鍵詞:turnover intentiondisidentificationorganizational devianceperson-organization fitemployment relationshipabusive supervisionpsychological contract breach
相關次數:
  • 被引用被引用:7
  • 點閱點閱:312
  • 評分評分:
  • 下載下載:4
  • 收藏至我的研究室書目清單書目收藏:1
本研究從認同延伸模式的負向認同角度,探討雇用關係和員工工作行為間的關係。以對偶問卷設計,收集一般企業員工配對資料共214套,其中63%為女性。以結構方程模式驗證理論模式假設及整體適配度。研究結果發現:當雇用關係不佳時,員工會產生負向認同,而負向認同會影響員工的工作行為如職場偏差行為、離職意圖及績效表現,本研亦究發現負向認同在雇用關係及員工工作行為間之中介角色。最後,根據本研究結果形成討論,說明研究限制及未來研究方向,並提供實務意涵。

This research adopted the disidentification perspective of an expanded model of identification to exam the impact of employment relationship, and disidentification on job behaviors. Using dyadic questionnaire design, the data had been collected 214 valid samples and 63% of them were female. The results of structural equation model indicated that employment relationship predicted employee’ disidentification, and disidentification did affect job behaviors such as organizational deviance, turnover intention and job performance. The study reveals the mediate effect of disidentification between employment relationship and job behaviors. Finally, the implications of this study for future empirical research and limitations are discussed.

目錄
摘要 i
英摘 ii
致謝 iii
表目錄 v
圖目錄 vi
第一章 研究動機及目的 1
第二章 文獻探討 6
第一節 負向認同 6
第二節 負向認同之形成 11
第三節 雇用關係與負向認同 16
第四節 負向認同的結果 21
第五節 負向認同的中介效果 25
第六節 研究概念圖 27
第七節 研究假設 28
第三章 研究方法 29
第一節 研究樣本 29
第二節 研究工具 32
第三節 研究程序 40
第四章 研究結果 41
第一節 相關分析結果 41
第二節 雇用關係、負向認同及員工行為之結構方程模式 44
第五章 討論與建議 51
第一節 研究結果討論 51
第二節 研究限制與未來研究方向 57
第三節 管理意涵 58
參考文獻 60
附錄一 施測程序指導語 69
附錄二 工作意見調查表 70
附錄三 同事意見調查表 75


表目錄
表2-1 認同延伸概念比較 10
表2-2 負向認同研究整理 14
表2-3 研究假設 28
表3-1 自評與他評的基本資料-樣本組成 29
表3-2 個人與組織契合之因素分析 32
表3-3 心理契約違反統計表及因素分析 34
表3-4 主管不當對待之因素分析 35
表3-5 負向認同之因素分析 36
表3-6 職場偏差行為因素分析 37
表3-7 異議行為因素分析 38
表4-1 各變項相關分析表 42
表4-2 潛在變項之參數估計 46
表4-3 適配度指標 46
表4-4 直接效果與間接效果 49
表5-1 研究假設結果 51


圖目錄
圖2-1 認同延伸模式 6
圖2-2 研究概念圖 27
圖4-1 本研究模式假設 45
圖4-2 整體結構方程模式 47
圖5-1 組織認同之結構方程模式 56

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