在知識經濟及迅速變遷和激烈競爭的環境中，組織管理者可能是企業永續發展及成功致勝的關鍵因素。因此本研究主要探討主管職涯滿意對其心理資本影響程度，與其影響程度是否會直接或間接影響成員的工作敬業心。本研究主要以服務業工作團隊為抽樣對象，總計回收345組團隊問卷，其中主管問卷為345份，員工問卷為947份。實證研究結果發現團隊主管職涯滿意會正向影響員工工作敬業心，而主管職涯滿意會正向影響主管的心理資本及主管的心理資本會正向影響員工工作敬業心，而最後主管心理資本對主管職涯滿意對員工工作敬業心則有部份中介效果。本研究之研究結果可提供更多的研究者及實務界，對團隊層次的主管生涯成功對員工層次工作敬業心影響之中介歷程更加了解。期能補足以往理論不足部分並對學術界產生貢獻。

In a knowledge economy and rapidly changing and highly competitive environment, organization managers may be the key to sustainable development and enterprise success. This study investigates the influence of managers’ career satisfaction on their psychological capital to determine whether the degree of influence has a direct or indirect effect on the professional dedication of employees. For this study, work teams in the service industry were used as the sample. We recovered 345 questionnaire sets from work teams, 266 questionnaires from managers, and 925 questionnaires from employees. The results of this empirical study indicate that the career satisfaction and of team managers had a positive effect on the professional dedication of employees, and the career satisfaction and of managers had a positive effect on the psychological capital of managers. Additionally, managers’ psychological capital had a positive effect on the professional dedication of employees; managers’ psychological capital had a partial mediating effect on their career satisfaction; and managers’ annual income had a partial mediating effect on the professional dedication of employees. The results of this study can enable investigators and practitioners to better understand the mediating process of the effect of managers’ career satisfaction on the professional dedication of employees at the team level. This study is also expected to compensate for theoretical gaps and contribute to the academic community.

摘要 i
目錄 iii
圖目錄 v
表目錄 vi
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 2
第三節、研究流程 2
第二章、文獻探討 5
第一節、職涯滿意 5
第二節、心理資本 6
第三節、工作敬業心 10
第四節、主管職涯滿意與員工工作敬業心的關係 13
第五節、心理資本在主管層次職涯滿意與工作敬業心之員工層次中介 效果 13
第三章、研究方法 17
第一節、研究架構 17
第二節、研究假設 17
第三節、抽樣及施測過程 18
一、問卷設計 18
二、研究對象的選取與抽樣方法 18
三、施測程序 19
第四節、變數操作形定義與衡量 21
一、職涯滿意 21
二、心理資本 22
三、工作敬業心 24
第五節、資料分析工具與方法 25
一、敘述性統計與相關分析 25
二、信度分析 25
三、階層線性模式分析(HLM) 26
第四章、研究結果 27
第一節、效度衡量分析 27
一、相關分析 27
第二節、HLM分析結果 27
一、職涯滿意與工作敬業心間之關係 27
二、心理資本在職涯滿意與工作敬業心之中介角色 28
第五章、結論與討論 33
第一節、研究結論 33
一、主管職涯滿意會影響員工工作敬業心 33
二、主管職涯滿意會影響主管的心理資本 34
三、主管的心理資本會影響員工工作敬業心 34
四、主管職涯滿意會透過主管心理資本的中介效果影響員工工作敬業心 34
第二節、研究意涵 34
一、理論意涵 34
二、管理意涵 35
第三節、研究限制與後續研究建議 36
參考文獻 39
附錄 45

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