臺灣博碩士論文加值系統

　　資訊相關從業人員在遇到問題時，往往會以邏輯思考為主、經驗為輔的方式嘗試處理問題。不過，台灣企業的資訊部門，遇到系統當機時，常常歸咎於迷信因素。譬如：為了避免電腦無來由的當機，資訊部門會在機房的周圍、主機的附近等靠近電腦的地方，放置『綠色』包裝的乖乖，其他顏色包裝則會有反效果；另一個類似的例子是：不可以放置旺旺仙貝，因為電腦將會常常出問題，致使機房『人丁興旺』。

　　根據上述現象，研究者產生了研究動機：放置食物在機房，容易滋生生物，提高機房設備損壞風險，對於資訊相關從業人員而言，機房維護的概念應是眾所皆知，何以資訊部門會有這樣的迷信表現呢？

　　本研究的主要研究對象以資訊相關從業人員為主，一般管理工作人員為對照組，透過問卷發放的方式進行資料蒐集，並以核心自我評估理論評量研究對象的人格特質。研究結果發現，核心自我評估對迷信有顯著影響，且男性、年齡較大、工作性質上管理比例較高、年資較長的樣本，核心自我評估分數相對較高。有趣的是，資訊相關從業人員雖在迷信水準上比一般管理工作人員低，但對於『放置綠色乖乖在電腦旁』這項迷信做法卻反而比較高。

　　In case of problems, IT/IS professionals often dominated by logical thinking and supplemented by experience, trying to deal with problems. However, when computer systems crash, IT/IS departments in Taiwan''s enterprises often attributed to superstition factor. For example: In order to avoid the computer no reason behind the crash, IT/IS departments will put some green packaging “Kuai Kuai” (A kind of snack, means obedient or well-behaved) nearby computers. But other color packaging will have the negetive effect. Another similar example is that: Don’t put “Want Want” (Means flourishing) Senbei nearby computers, because the computer will often go wrong, resulting in a flourishing population room.

　　Based on the above phenomenon, researchers had the research motivation: To place food in the room will easy breeding animals and increase the damage risk on equipments in the generator room. It should be common sense for IT/IS professionals, but why IT/IS departments in Taiwan''s enterprises have this superstition behavior?

　　The main samples of this research are IT/IS professionals, and non-IT/IS professionals is in the control group. The study uses questionnaires to collect data, and use core self-evaluation theory to evaluating the personality characteristics of samples. The results showed that: Core self-evaluation have a significant effect on superstitious; Men, older age, higher management proportion job and longer working years, the core self-evaluation scores relatively high. Interestingly, although the superstition of IT/IS professionals than non-IT/IS professionals are low, IT/IS professionals have higher superstition level than non-IT/IS professionals for this superstitious behavior “put some green packaging Kuai Kuai nearby computers.”

中文摘要...................................................i
英文摘要..................................................ii
誌謝辭...................................................iii
目錄......................................................vi
圖目錄....................................................ix
表目錄.....................................................x
第一章　緒論...............................................1
1.1　　　研究背景與動機....................................1
1.2　　　研究目的..........................................4
1.3　　　研究流程..........................................5
第二章　文獻探討...........................................6
2.1　　　迷信..............................................6
　2.1.1　　迷信的定義......................................6
　2.1.2　　迷信的種類......................................8
　2.1.3　　迷信的量表與正面迷信...........................10
　2.1.4　　迷信的相關研究.................................12
2.2　　　核心自我評估.....................................14
　2.2.1　　自我效能.......................................14
　2.2.2　　自尊...........................................16
　2.2.3　　控制源.........................................17
　2.2.4　　神經質.........................................18
第三章　研究方法..........................................20
3.1　　　研究架構.........................................20
3.2　　　研究變數與操作化.................................21
　3.2.1　　自我效能.......................................21
　3.2.2　　自尊...........................................22
　3.2.3　　控制源.........................................23
　3.2.4　　神經質.........................................25
　3.2.5　　迷信...........................................27
3.3　　　研究假說.........................................28
3.4　　　資料蒐集方法.....................................33
3.5　　　資料分析方法.....................................34
　3.5.1　　樣本基本資料分析...............................34
　3.5.2　　信度與效度檢定.................................35
　3.5.3　　各構念間實質關係檢定...........................35
　3.5.4　　資料分析流程...................................35
第四章　資料分析..........................................37
4.1　　　問卷回收情況.....................................37
4.2　　　整體核心自我評估的分數計算.......................40
4.3　　　樣本基本資料分析.................................41
　4.3.1　　敘述統計與單因子變異數分析.....................41
　4.3.2　　單因子變異數分析──事後檢定...................49
　4.3.3　　獨立樣本 t 檢定................................52
　4.3.4　　資訊工作者與一般工作者在迷信題項上的分數差異...55
4.4　　　信度與效度檢定...................................56
　4.4.1　　信度檢定.......................................57
　4.4.2　　表面效度與內容效度.............................57
　4.4.3　　因素分析──針對迷信測量工具...................58
4.5　　　各構念間實質關係檢定.............................60
　4.5.1　　模式與假說檢定.................................60
　4.5.2　　主要研究變數相關係數檢定.......................63
4.6　　　小結.............................................65
第五章　結論與建議........................................67
5.1　　　結論.............................................67
　5.1.1　　核心自我評估存在的組間差異.....................67
　5.1.2　　迷信存在的組間差異.............................69
　5.1.3　　核心自我評估影響迷信...........................70
5.2　　　研究貢獻.........................................71
　5.2.1　　學術貢獻.......................................71
　5.2.2　　管理實務意涵...................................72
5.3　　　研究限制.........................................73
　5.3.1　　樣本來源.......................................73
　5.3.2　　抽樣方式.......................................73
5.4　　　未來研究方向.....................................74
參考文獻..................................................75
第一節　中文部份..........................................75
第二節　英文部份..........................................77
附錄一　本研究問卷........................................83
附錄二　超自然信念量表改良版..............................87

[第一節　中文部份]

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●Mobile01：關於乖乖大神的真人真事... (存取日期：2010/6/9)，取自 http://www.mobile01.com/topicdetail.php?f=174&t=534231&p=1
●小兔趴趴照 – udn 部落格：乖乖的妙用 (存取日期：2010/6/9)，取自 http://blog.udn.com/sayuri/779385
●中文維基百科：米爾格倫實驗 (Milgram experiment) (存取日期：2010/6/9)
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●吳信寬 (2004)，“資訊從業人員工作滿意與生活滿意之硏究：從工作特性、工作壓力、決策風格與工作適配性探討”，國立中央大學資訊管理研究所，碩士論文
●李牧衡 (2007)，“資訊工作人員之心理資本對工作滿意及生活滿意之影響”，國立中央大學資訊管理研究所，碩士論文
●李婉菱 (2007)，“組織變革過程中內部工作轉換機制與個人特性對轉職者個人與環境適配程度之影響”，國立中央大學人力資源管理研究所，碩士論文
●李鑑軒 (2006)，“資訊工作人員之生命流對工作滿意及生活滿意的影響”，國立中央大學資訊管理研究所，碩士論文
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●林哲宇 (2007)，“資訊工作人員之核心自我評估對工作滿意及生活滿意之影響”，國立中央大學資訊管理研究所，碩士論文
●林家蓁 (2007)，“員工工作不滿意與行為反應之關係：組織政治知覺、職涯主義及自我效能之調節效果”，國立東華大學企業管理研究所，碩士論文
●范振義 (2005)，“大學生身體活動、情緒智力及自尊心之關係研究”，國立中正大學運動與休閒教育研究所，碩士論文
●徐鳳卿 (2008)，“內外控人格傾向、自我效能與工作滿足感關聯性之研究 - 以臺北市立國民小學人事人員為例”，世新大學行政管理研究所，碩士論文
●高振傑 (2002)，“反社會性格疾患與藥物依賴男性受刑人在性格特質向度之比較”，國立成功大學行為醫學研究所，碩士論文
●張培璇 (2008)，“職場暴力知覺與員工偏差行為之關聯性：人格特質的調節效果”，國防大學國防管理學院後勤管理研究所，碩士論文
●陳美伶 (2004)，“空中服務員之內外控人格特質、組織服務氣候與服務導向公民行為之關係研究 - 以本國航空公司為例”，世新大學觀光研究所，碩士論文
●劉于甄 (2008)，“內外控性格與大學生活型態對社會化歷程之影響”，義守大學工業工程與管理研究所，碩士論文
●劉麗君 (2006)，“華人迷信信念之初探 - 以台灣地區為例”，輔仁大學管理學研究所，碩士論文
●蔡瑞龍 (2007)，“派遣員工心理契約、人格特質對工作績效與離職傾向之影響 - 以派遣公司為調節變項”，逢甲大學經營管理研究所碩士在職專班，碩士論文
●盧威丞 (2007)，“資訊相關從業人員之宗教信仰強度對生命意義、感激與寬恕之影響”，國立中央大學資訊管理研究所，碩士論文
●簡晉龍 (2002)，“自我建構與主觀幸福感：自尊與相融和諧的角色”，國立政治大學心理學研究所，碩士論文

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