跳到主要內容

臺灣博碩士論文加值系統

(18.97.14.86) 您好!臺灣時間:2025/02/12 12:10
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

我願授權國圖
: 
twitterline
研究生:朱慈韻
研究生(外文):Tzu-Yun Chu
論文名稱:工作價值對求職行為與職業自我概念之影響
論文名稱(外文):The Impacts of Work Values on Job Search Behavior and Vocational Self-Concept Crystallization
指導教授:陳綉里陳綉里引用關係
指導教授(外文):Hsiu-Li Chen
學位類別:碩士
校院名稱:銘傳大學
系所名稱:國際企業學系碩士在職專班
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:2011
畢業學年度:99
語文別:中文
論文頁數:101
中文關鍵詞:職業自我概念求職行為工作價值
外文關鍵詞:vocational self-conceptsWork valuesJob searching behavior
相關次數:
  • 被引用被引用:1
  • 點閱點閱:756
  • 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
求職行為是影響求職者找尋新工作的行為模式。不同的求職行為,會影導求職者有不同的求職方法。而Steffy, Shaw & Noe (1989)等學者認為,求職行為是獲得潛在工作資訊的過程。因此考慮求職行為是否會影響工作價值與職業自我概念。此外,而在勞動市場中的勞方或資方均面臨著資訊不完全的情況,為了增加求職者在搜尋工作的強度,求職者本身的工作價值及職業自我概念,是否對求職行為上有所影響?另外,薪資除了能代表勞工在勞動市場上提供勞務所應得的報酬之外,還同時能留住優秀的人才及激勵員工努力工作的功能(Jackson & Schuler, 2001)。所以保留薪資,是否對求職行為上有所影響?在待業組的部分,失業補助的時間長短及金額,是否也對求職行為上有所影響?
本研究以金融業及服務業為主及台北市就業輔導站的待業者為對象,其中包括有工作想換職位組與待業組兩組樣本,並以LISREL法進行模型估測。經由實證分析發現:(1)工作價值對求職行為有部分顯著正向影響。(2)求職行為對職業自我概念有部分顯著正向影響。(3)求職行為對尋找新工作的傾向有顯著正向影響。其中以「求職強度」影響最為顯著。(4)職業自我概念對尋找新工作的傾向呈現顯著正向影響。(5)求職行為具有部分中介效果,即工作價值會透過求職行為(準備求職行為),進而影響職業自我概念。(6)求職行為對職業自我概念之負向影響會受到保留薪資所干擾;亦即保留薪資愈高,求職行為對職業自我概念的影響愈弱。(7)工作價值對求職行為並不會受到失業補助所干擾。(8)年齡差異在工作價值及職業自我概念等構面有部分顯著影響。(9)性別差異在工作價值及職業自我概念等構面有部分顯著影響。
Job searching behavior of job-seekers find new work patterns of behavior. Different job searching behavior, will affect different job seeker’s method. Steffy, Shaw & Noe (1989) and other scholars believe that job searching behavior is to obtain information about potential work process. Therefore, considering job searching behavior will affect work value and vocational self-concept. In addition, due to labors and employers within the labor market facing different situations, thus to increase the intensity of job seeking, job seekers needs to realize if their own values and vocational self concept fit will most likely impact their job searching behaviors. Next, salary, other than representing a remuneration for laborers within the labor market, but at the same time to also retain some of the best talents and motivate employees toward their job functions (Jackson & Schuler, 2001). Therefore, will there be an impact on job searching behavior prior to salary retention? And for the unemployed group, will unemployment compensation also have an impact on job searching behavior?
In this study, we used the Financial, Service Industry and Taipei Instruction center for unemployment as our target. Financial and Services Industry are targeted at employed personnels seeking for a job change while the Taipei Instruction center for unemployment are targeted at the unemployed.
By using LISREL technique, the main conclusions and managerial implications are: (1) Work values has partial mediating effects on Job searching behavior.(2) Job searching behavior has partial mediating effects on Vocational self-concept.(3) Job searching behavior has significant positive impact on finding a new job in which among them, "job search intensity" is of the most significant. (4) Vocational self-concept has significant positive impact on finding new job. (5) Job searching behavior has partial mediating effects between Work values and Vocational self-concept. (6) Job searching behavior and Vocational self-concept have significantly negative impact on retention salary; which retained the higher salary, the impact of job searching behavior on vocational self-concept tends to be weaker. (7) Work values and Job searching behavior are significantly negative impact on unemployment compensation. (8) Age differences have partial mediating effect on work values and vocational self-concepts. (9) Gender differences have partial mediating effect on work values and vocational self-concepts.
誌 謝 I
中文摘要 II
Abstract IV
目 錄 VI
表 目 錄 IX
圖 目 錄 X
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究流程 6
第二章 文獻探討 7
第一節 求職行為 7
一、求職行為的定義 7
二、 影響求職行為因素之相關文獻 8
(一)工作動機 9
(二)求職強度 11
(三)性別 11
(四)學歷 12
(五)年齡 13
(六)A 型性格 13
第二節 工作價值觀 14
一、工作價值觀的定義 14
二、工作價值觀相關文獻探討 16
第三節 自我概念 18
一、自我概念之定義 18
二、自我概念對動機的影響 18
三、自我概念的形成與發展 19
(一)年齡 19
(二)性別 19
(三)重要他人 19
四、職業自我概念 19
第三章 研究架構與研究設計 21
第一節 研究架構 21
(一)直接效果 21
(二)間接效果 21
(三)干擾效果 22
第二節 研究假設 23
一、直接效果 23
(一)工作價值→求職行為 23
(二)求職行為→職業自我概念 23
(三)求職行為→尋找新工作的傾向 24
(四)職業自我概念→尋找新工作的傾向 24
二、間接效果 25
(一)工作價值→求職行為→職業自我概念 25
三、干擾效果 26
(一)保留薪資→求職行為vs. 職業自我概念 26
(二)失業補助→工作價值觀vs.求職行為 26
(三)年齡 27
(四)性別 27
第三節 變數之定義與衡量 29
一、工作價值觀 29
二、求職行為 29
三、職業自我概念 30
第四節 抽樣調查與問卷設計 33
一、抽樣調查 33
二、問卷設計 33
三、問卷各題項說明 34
(一)求職行為 34
(二)職業自我概念 35
(三)工作價值觀 35
第五節 資料分析方法 39
一、敘述性統計分析 39
二、信度分析 39
三、效度分析 39
(一)內容效度 40
(二)建構效度 40
四、LISREL 40
第四章 實證分析與假設檢定 42
第一節 敘述性統計分析 42
一、 樣本結構分析 42
(一) 性別 42
(二) 年齡 42
(三) 教育程度 43
(四) 希望行業類別 43
(五) 職務 44
(六) 平均月收入狀況 44
第二節 信度與效度分析 50
一、 信度分析 50
(一) 有工作樣本 50
(二) 待業樣本 52
二、 效度分析 54
(一) 有工作樣本 55
(二) 待業樣本 55
第三節 結構模式分析 56
一、研究模型與估計結果 56
一、直接效果分析 60
二、中介效果分析 64
三、干擾效果分析 66
四、規模差異分析 69
第五章
中文文獻
朱湘吉 (2000)。願景生涯。台北市:風和書局。
林怡欣(2004)。國小教師A 型性格工作壓力與生活滿意之相關研究。國立嘉義大學家庭教育研究所碩士論文,嘉義市。
林珠琴(2002)。國小資優生A 型行為與生活適應之研究。國立屏東師範學院國民教育研究所碩士論文,屏東市。
林麗嬋(1985)。生活壓力、AB 型人格類型、壓力評估、應變行為與消化性潰瘍關係之研究。國防醫學院護理研究所碩士論文。
徐善德 (1997)。高職教師工作價值觀、組織承諾與教學效能關係之研究,國立政治大學教育研究所博士論文,台北市。
黃貴祥 (2001)。技術學院教師工作環境知覺、工作價值觀與工作滿足和教學表現之關係,國立政治大學教育學系博士論文,台北市。
楊奕源、姚惠忠(2005)。求職者於求職期間限制因素之探討。人力資源管理學報,5(2),121-142。
施佩芳(2000)。國小學童A 型行為、導師權力類型與學校壓力之相關研究。國立屏東師範學院國民教育研究所碩士論文,屏東市。
許春霞(2002)。國小教師A 型人格特質、工作壓力與班級氣氛之研究。台北市立師範學院國民教育研究所碩士論文,台北市。
蔡玲珊(2004)。公共衛生人員工作壓力及身心健康之探討-- 以台南縣衛生局、所人員為例。高雄醫學大學公共衛生學研究所碩士在職專班碩士論文,高雄市。
潘震澤譯(2001)。為什麼斑馬不會得胃潰瘍?壓力、壓力相關疾病及抗壓之道最新指南。台北:遠流。
劉兆明 (1991)。工作動機理論的發展。應用心理學報,1,39-51。
陳銘宗、劉兆明 (1995)。工作價值觀及其形成歷程之探討,應用心裡學報,6(4),73-103。
鄭韻玫 (2001)。中年生涯轉換者工作價值觀轉化學習之研究,國立台灣師範大學 社會教育研究所碩士論文,台北市。
Jackson S.E. and Schuler, R.S. (2001)。人力資源管理-合作的觀點。(吳淑華譯)。台中:滄海書局。
英文文獻
Azrin, N. H., Flores, T., & Kaplan, S. J. (1975). Job-finding club: A group-assisted program for obtaining employment. Behavior Research and Therapy, 13(1), 17-27.
Battista, M., & Thompson, D. E. (1996). Motivation for reemployment: The role of self-efficacy and identity. Paper presented at the annual meeting of the society for industrial and organizational psychology, San Dego, CA.
Barrett. T. C (1976). Vocational self-concept crystallization as a factor in vocational indecision. Dissertation abstracts international, 37(6), 3059.
Barrett, T. C. & Tinsley, H. E. (1977). Measuring vocational self-concept crystallization. Journal of Vocational Behavior, 11, 305-313.
Blau, G. (1993). Further exploring the relationship between job search and voluntary individual turnover, Personnel psychology, 46(2), 313-330
Blau, G. (1994). Testing a two-dimensional measure of job search behavior, Organizational behavior and human decision processes, 59, 288-312
Burke, R. J. and McKeen, C. A. (1992). Women in management. International Review of Industrial and Organizational Psychology. 7(1), 245-284.
Bowles, S. & Gintis, H. (1976). Schooling in capitalist America: Educational reform and the contradictions of economic life. New York: BasicBooks.
Bonney, J. (2004). Too old, or old enough? Journal of Commerce, 5(12), 6-6
Byrne, B. M. & Shavelson, R. J. (1986). On the structure of adolescent self - concept. Journal of Educational Psychology, 78, 474-481.
Chiu, Lian-Hwang (1990). The relationship of career goal and self-esteem among adolescents. Adolescence, 25(99), 593-597.
Collins, Randall. (1979). The Credential Society, New York: Academic Press.
Cooke, A. K. (1999).Gender differences and self-esteem.The Journal of Gender-Specific Medicine, 2, 46-52
D. H. Schunk & J. L. Meece (Eds), Student perceptions in the classroom (209-227). Hillsdale, NJ: Erlbaum.
Duane, B. (2002).The role of work and cultural values in occupational choice, satisfaction, and success: A theoretical statement .Journal of Counseling and Development, 80,48-57
Dyer, L. (1972).Managerial job seeking: Methods and techniques. Monthly Labor Review, 95, 29-30.
Dyer, L. (1973). Job search success of middle-aged managers and engineers. Industrial and Labor Relations Review, 26, 969-979.
Ehrenberg, R. G. & Oaxaca, R. L. (1976). Unemployment insurance, duration of unemployment, and subsequent wage gain, American Economic Review, 66, 754-766
Ellis, R. A., Heneman, H. G., Ill, & Lascola, C. S. (1991). Antecedents and consequerw: es of job search intensity. paper presented at the (1991) academy of management meeting, personnel/human resources division, micimi beach, FL.
Ellis, R. A. & Taylor, M. S. (1983). Role of self - esteem within the job seairch process. Journal of Applied Psychology, 68, 632-640.
Eslinger, Michael Ray (2001). A multi-generational workplace:The differentiation of generations by the work values they possess. doctoral dissertation, university of idaho.
Franken, R. (1994). Human motivation (3rded.). Pacific Grove, CA: Brooks/Cole Publishing Co.
Gartland, C. T., 1984, Individual Differences and Historical Trands in Work Values of Employed Adults, Doctoral Disseration, The graduate School of University of Minnesota.
Ginzberg, E., Gingburg, S.W., Axelrad, S. and Herma, J., 1951. Occupational Choice, Columbia University Press, New York, NY
Ginther, D. K. and Hayes, K. J. (1999). Gender differences in salary and promotion in the humanities. The American Economic Review, 89(2), 397-402.
Graham, M. E., Hotchkiss, J. L., and Gerhart, B., (2000). Discrimination by parts: A fixed-effects analysis of starting pay differences across gender, Eastern Economic Journal, 26: 9-28
Gottfredson. C. D. & Swatko, M. K. (1979). Employment, unemployment and the job search in psychology. American Psychologist, 34, 1047-1060.
Gutek, B. A., Cohen, A. G. and Tsui, A. (1996). Reactions to perceived sex discrimination.
Human Relations, 49(6), 791-813.
Gullason, E. T. (1998). A test of the validity of the screening hypothesis versus the human capital theory using the wu-hausman specification test for endogeneity, Journal of Applied Business Research, 14-21
Hattie, J. (1992). Self-concept. Hillsdale, NJ: Lawrence Erlbaum Associates.
Hersch, J. and Viscusi, W. K. (1996).Gender differences in promotions and wages. Industrial Relations, 35(4), 461-472.
Highhouse, S., Lievens, F., and Sinar, E. (2003). Measuring attraction to Organizations, Educational and Psychological Measurement, 63(6), 986-1001.
Hom P, Griffeth,R.(1991).Structural equations modeling test of a turnover theory:Cross- sectional and Logitudinal analyses.Journal of Appled Psychology,76,350-366.
Hom P,GriffethR, Sellaro C.(1984). The validity of Mobley’s (1977) Model of employee turnover.Organizational Behavior and Human Performance, 34, 141-174.
Jackson, S. E. & Schuler, R. S. (2001). Turning knowledge into business advantage Mastering Management S.upplement Financial Times, 8-10.
Jurgensen, C.E. (1978). Job preferences: What makes a job good or bad? Journal of Applied Psychology, 63, 267-276
Judge, T. A. & Bretz, R. D. Jr. (1992). Effects of work values on job choice decisions. Journal of Applied Psychology, 77, 261-271
Kasper, H. (1984). Unemployment among new entrants to the labor force: A second look at the new employment, Labor Law Journal, 35:475-480
Kanfer, R. & Hulin, C. L. (1985). Industrial differences in successful job seairches following lay-off. Personnel Psychology, 63, 267-276.
Kinicki, A. & Kreitner, R. (1998). Organizational behavior (4th ed.). New York: McGraw-Hill .
Landy, F. J., & Becker, W. S.(1987). Motivation theory reconsidered. IN B. M. Staw and L. L.Cumings (Eds.), Research in organizational behavior (Vol. 19, pp.1-38). Greenwich, CT: IAI Press.
Landy, F. J. & Guison, R. M. (1970). Development of scales for the measurement of work motivation. Organizational Behavior and Human Performance, 5, 93-103.
Lodahl, T. M. & Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49, 24-33.
Locke, E. A., 1976. The nature and consequences of job satisfaction. Handbook of industrial and Organizational psychology. Chicago:Rand-McNally
Lawer, E. E. & Hall, D. T. (1970). Relatonship of job characteristic to job involvement, job satifaction, and intrinsic motivation. Journal of Applied Psychology, 54, 305-312.
Marsh, H.W. (1990). Amultidimensional, hierarchical self-concept: The marsh/shavelson model. Journal of Educational Psychology, 82, 623-636.
Marsh, H.W., Craven, R. G., & Debus, R. (1991).Self-concepts of young children 5 to 8 years of age: Measurement and multidimensional structure.Journal of Educational Psychology, 83, 377-392.
Marsh, H.W., Byrne, B. M., & Shavelson, R. J. (1988). Amultifaceted academic self-concept: It’s hierarchical structure and its relation to academic achievement. Journal of Educational Psychology, 80, 366-38.
Maslow, A. (1943). A theory of human motivation, Psychological Review, 50(1), 32-39
McCall, J. J. (1970). Economics of information and job search, Quarterly Journal of Economics, 4, 126-133
McClelland, D. C. (1961). The achieving society. Princeton, N. J.: Van Nostrand.
McKenna, D. J. & Johnson, D. A. (1981). Selection risk, sex-role stereotyping, and sex discrimination in employment decision. Journal of Occupational Behavior, 2(3), 223-228.
Meece, J. L., & Courtney, D. P. (1992). Gender differences in students’ perceptions: Consequences for achievement-related choices. In D. H. Schunk & J. L. Meece (Eds.), Student perceptions in the classroom, 209-227, Hillsdale, NJ: Erlbaum.
Melamed, T. (1995). Barriers to women’s career success: Human capital, career choices, structural determinants, or simply gender discrimination. Applied Psychology: An International Review, 44(3), 295-314.
Milkovich, G. T. and J. M. Newman, (1999).Compensation, Boston:McGraw-Hill.
Morrison, A. M. and Von Glinow, M. A. (1990). Women and minorities in management.
American Psychologist, 45(2), 200-208.
Morrison, A. M., White, R. P. and Velsor, E. V. (1987). Breaking the Glass Ceiling Reading.
MA: Addison-Wesley.
Orazem, P. F., Werbel, J. D., and McElroy, J. C. (2003). Market expectations, job search, and gender differences in starting pay, Journal of Labor Research, 24, 307
Oliver (1990).Rewards, investments, alternativesand organizational commitment:Novacek, J. & Lazarus, R. S. (1990). The structure of personal commitments. Journal of Personality, 58,693-715.
Porter, L. W. & Lawer, E. E. (1968) Managerial Attitudes and Performance, Homewood. Illincs Dorsey Press.
Pfeffer, J. (1994). Competitive advantage through people, California Management Review, 36(2), 9-28.
Rainey, H. G. (2000). Work Motivation. In R. T. Colembiewiski (Ed.), Handbook of organizational behavior (2nd ed. pp. 19-42). New York: Marcel Dekker, Inc.
Rees A. (1966). Labor economics: effects of more knowledge-information networks in labor markets, American Economic Review, 56, 559-566
Reid, G. L. (1971). Job search and the effectiveness of job-finding methods. Industrial and Labor Relations Review, 25, 479-495.
Rosenfeld, C. (1975). Job seeking methods used by American workers. Monthly Labor Review, August, 39-42.
Rosenberg, M. (1979). Conceiving the self. New York: Basic Books, Inc.
Robbins, S. P. (2001). Organizational behavior. 9th ed., Upper Saddle River, N.J.: Prentice-Hall.
Schein, V. E. & Diamante, T. (1988). Organizational attraction and the person - environment fit. Psychological Report, 62, 167-173.
Schwab D.P., Rynes S.L., & Aldag R.J. (1987). Theories and research on job search and choice, Research in personnel and human resources management, 5, 129-166
Sheppard H, Belitsky A.(1966).The job hunt.Baltimore:Johns Hopkins Press.
Shavelson, R. J., Hubner, J. J., & Stanton, G. C. (1976). Validation of construct and interpretations. Review of Educational Research, 46, 407-441.
Steffy, B., Shaw, K., & Noe, A. (1989). Antecedents and consequences of Job search behaviors. Journal of Vocational Behavior, 35, 254-269.
Steer, R. M., & Porter, L. M. (1991). Motivation and work behavior. New York: McGraw Hill.Tajfel, H. (1982). Social psychology of intergroup relations. Annual Review of Psychology, 33, 1-59.
Super, D. E. (1953). A theory of vocational development. American Psychologist, 8, 185-190.
Super, D. E. 1970. Work Values Inventory, Boston: Hounghton-Mifflin.
Super, D. E. (1990). A life-span, life-space approach to career development. In D. Brown & L. Brooks (Eds.), Career choice and development: Applying contemporary theories to practice(2nd ed.,pp. 167-261). San Francisco: Jossey-Bass.
Super, D. E., Starishevsky, R., Matlin, N., & Jordaan, J. (1963). Career development: Self-concept theory. Princeton, N.J.: College Entrance Examination Board.
Soelberg P. (1967). “A study of decision making: Job choice.” Unpublished doctoral dissertation.Carnegie-Mellon University, Pittsburgh, PA.
Thurow, Lester C. (1975). Generating inequality: Mechanisms of distribution in the U.S. economy. NY: Basic books.
Vroom, V. H. (1964). Work and motivation. New York: Wiley.
Vinokur, A, Caplan R.(1987). Attitudes and social support: Determinants of job seeking and well-being for the unemployed.Journal of Applied Social Psychology,17,1007-1024.
Vinokur, A. D., van Ryn, M., Gramlich, E., & Price, R. (1991). Long-term follow-up and benefit-cost analysis of the Jobs program: A preventive intervention for the unemployed.Journal of Applied Psychology, 76, 213-219.
Parson, C.K., Cable, D., and Wilkerson, J. M., (1999). Assessment of applicant work values through Interviews: The impact of focus and functional relevance, Journal of Occupational and Organizational Psychology, 72:561-566
Patchen, M., Pelz, D., & Allen, C. (1965). Some questionnaire measures of employee motivationand morale. Institute for social research, University of Michigan, Ann Arbor, Michigan.
Pinder, C. C. (1984). Work motivation: theory, issues, and applications, Glenview, I L: Scott, Foresman.
Pine, G. P. & Innis, G. (1987). Cultural and individual work Values, The Careet Development Quarterly, 35, 279-287
Pintrich, P. R. & Schunk, D. H. (1996). Motivation in educhation: Theory, research, and applicaiotns .Englewood Cliffs, NJ: Prentice Hall.
Wanberg, C. R., Kanfer, R., & Rotundo, M. (1999).Unemployed individuals: Motives, job-searchcompetencies, and job-search constraints as predictors ofjob seeking and reemployment. Journal of Appliedpsychology, 84(6), 897-910.
Woo, L. K. (1983). Equalizing education and earning among ethnic and socioeconomic groups in Singapore, Unpublished PhD. Dissertation, CA: Stanford University.
Paper presented at the annual meeting of the society for industrial and organizational psychology, San Diego, CA.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top