臺灣博碩士論文加值系統

近年來員工情感成為研究與實務界所重視的議題，然而，鮮少有研究將員工正向情感特質在組織行為之離職情境下探討，並將員工正向情感特質如何影響離職意圖的過程予以模型化。本研究透過實地法的方式以Broaden-And-Build理論為基礎，主要目的在於探討員工正向情感特質是否會透過自我效能、身心健康、同事社會支持、問題解決能力四個中介機制，影響到離職意圖。以台灣地區38家企業的282位員工為研究對象，採跨期的方式蒐集問卷。研究結果顯示身心健康、同事社會支持、問題解決能力會中介員工正向情感特質與離職意圖間的關係，即正向情感特質的員工，能有效的提高身心健康、同事社會支持與問題解決能力，進而降低離職意圖。

In recent years affect at work has been a issue of great interest to researchers and practitioners. However, there has been very little research to precisely model the process in which positive affectivity lead to turnover intention in organizational settings. This study applied the theoretical basis of Broaden-And-Build theory. The main purpose of this field research was to explore the mediating mechanisms between positive affectivity and turnover intention. Data were collected from 282 employees in thirty-eight organizations in Taiwan. Results showed that health, coworker support and problem-solving ability mediated the relationship between positive affectivity and turnover intention. Specifically, positive affectivity might influence turnover intention by enhancing employee''s health, coworker support and problem–solving ability.

中文摘要 i
ABSTRACT ii
誌謝 iii
目錄 v
表目錄 vii
圖目錄 viii
第一章緒論 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3研究流程 4
第二章文獻探討 6
2.1情感 6
2.2離職意圖 9
2.3 Broaden-And-Build理論 12
2.4自我效能 14
2.5自我效能的中介角色 15
2.6身心健康 16
2.7身心健康的中介角色 17
2.8社會支持 18
2.9同事社會支持的中介角色 19
2.10問題解決能力 21
2.11問題解決能力的中介角色 22
第三章研究方法 24
3.1 研究架構 24
3.2 研究假說 24
3.3 研究對象與施測過程 24
3.4 研究變數測量 27
3.4.1自變數：正向情感特質 28
3.4.2依變數：離職意圖 28
3.4.3中介變數 28
3.4.3.1自我效能 28
3.4.3.2身心健康 29
3.4.3.3同事社會支持 29
3.4.3.4問題解決能力 29
3.4.4控制變數 29
3.4.4.1工作滿意度 29
3.4.4.2負向情感特質 30
3.5統計方法 31
第四章研究結果 32
4.1相關分析 32
4.2模型分析 33
4.2.1結構模式分析 33
4.2.2替代模型分析 33
4.3最適模型分析 35
第五章研究結論與建議 37
5.1理論貢獻 37
5.2實務貢獻 39
5.3研究限制與未來研究建議 41
參考文獻 44
附錄 56

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