跳到主要內容

臺灣博碩士論文加值系統

(44.192.92.49) 您好!臺灣時間:2023/06/08 06:45
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:周筱婷
研究生(外文):Hsiao-Ting Chou
論文名稱:代理人知覺認同、國家文化與工作滿意度、組織承諾與離職意向之關聯:以國家文化為調節變項
論文名稱(外文):The Relationship between Agency Perception, National Cultures and Job Satisfaction, Organizational Commitment and Turnover IntentionNational Cultures as Moderator
指導教授:陸洛陸洛引用關係
指導教授(外文):Luo Lu
口試委員:吳欣蓓張婷婷
口試日期:2014-06-20
學位類別:碩士
校院名稱:國立臺灣大學
系所名稱:商學研究所
學門:商業及管理學門
學類:一般商業學類
論文種類:學術論文
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:70
中文關鍵詞:代理人知覺認同國家文化權力距離陽剛主義工作滿意度組織承諾離職意向
外文關鍵詞:agency perceptionnational culturespower distancemasculinityjob satisfactionorganizational commitmentturnover intention
相關次數:
  • 被引用被引用:1
  • 點閱點閱:192
  • 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:0
本研究旨在探討代理人知覺認同、國家文化與工作滿意度、組織承諾及離職意向間之關聯,並進一步探討國家文化在代理人知覺認同與工作滿意度、組織承諾及離職意向間所扮演的調節角色。本研究以「代理人知覺認同」,以及國家文化中的「權力距離」與「陽剛主義」為自變項,探討對「工作滿意度」、「組織承諾」及「離職意向」三後果變項的影響,並進一步深究「權力距離」與「陽剛主義」在自變項與依變項間之調節作用。
本研究以A公司海外子公司北京、上海、泰國、越南與印度當地正式員工為樣本,進行結構性問卷的施測,共回收1,035份有效問卷。根據階層迴歸分析結果顯示,「代理人知覺認同」與「工作滿意度」、「組織承諾」間皆具有顯著的正向關聯,而與「離職意向」間有顯著的負向關聯,即員工的代理人知覺認同越高時,工作滿意度、組織承諾越高,而離職意向越低。在國家文化的部分,「權力距離」與「陽剛主義」兩文化面項,均與「工作滿意度」及「組織承諾」兩後果變項間有顯著的負向關聯,而與「離職意向」有顯著的正向影響。最後,在調節效果分析上,高「權力距離」能顯著弱化「代理人知覺認同」與「離職意向」間的關聯。


The purpose of this study was to explore the influence of agency perception and national cultures on job satisfaction, organizational commitment and turnover intention. In addition, we also examined the moderating effects of national cultures on the relationships between agency perception and job satisfaction, organizational commitment and turnover intention. We used power distance and masculinity as national cultures and agency perception to explore their main effects on job satisfaction, organizational commitment and turnover intention, and the moderating effects of power distance and masculinity.
By using the structured questionnaires, a total of 1035 full-time workers in company A’s subsidiaries in Beijing, Shanghai, Thailand, Vietnam and India returned valid responses.
The hierarchical regression analyses showed that agency perception was positively associated with job satisfaction and organizational commitment, and was negatively associated with turnover intention. Power distance and masculinity were negatively associated with job satisfaction and organizational commitment, and were positively associated with turnover intention. Finally, only power distance could moderate the relationship between agency perception and turnover intention.


目錄
口試委員審定書 i
謝辭 ii
中文摘要 iii
英文摘要 iv
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
第二章 文獻回顧 6
第一節 代理人知覺認同 6
第二節 工作後果 13
第三節 國家文化 21
第三章 研究方法 28
第一節 研究架構與假設 28
第二節 研究對象 30
第三節 研究工具 30
第四章 研究結果 33
第一節 樣本描述 33
第二節 研究變項描述性統計分析 36
第三節 變項間之相關性分析 37
第四節 變項間單因子變異數分析 40
第五節 階層式迴歸分析 42
第五章 結論與建議 50
第一節 研究結果討論 50
第二節 管理意涵 55
第三節 研究限制與未來研究建議 57
參考文獻 58
附錄:問卷 69


Andersson, U., &; Forsgren, M. (1996). Subsidiary embeddedness and control in the multinational corporation, International Business Review, 5(5), 487-508.
Arrow, K. (1971). Essays in the theory of risk bearing. Chicago: Markham.
Barner, R. (1994). Enablement: The Key to Empowerment. Training and Development Journal, 48(6), 33-36.
Bartlett, C. A., &; Ghoshal, S. (1986). Tap your subsidiaries for global reach. Harvard Business Review, 64(6), 87-94.
Bartlett, C. A., &; Ghoshal, S. (1989). Managing Across Borders:The Transnational Solution. Boston: Harvard Business School Press.
Bartlett, C. A., &; Ghoshal, S. (1990). The multinational corporation as an interorganizational network. Academy of Management Review, 15(4), 603-625.
Becker, H.S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66, 32-42.
Birkinshaw, J. M., &; Morrison, A. J. (1995). Configurations of strategy and structure in subsidiaries of multinational corporations. Journal of International Business Studies, 26(4), 729-753.
Birkinshaw, J. M. (1997). Entrepreneurship in multinational corporations: the characteristics of subsidiary initiatives. Strategic Management Journal, 18(3), 207-229.
Birkinshaw, J. M., &; Hood, N. (1998a). Multinational subsidiary evolution: capability and charter change in foreign-owned subsidiary companies. Academy of Management Review, 23(4), 773-795.
Birkinshaw, J. M., &; Hood, N. (1998b). Multinational Corporate Evolution and Subsidiary Development. Hampshire: Macmillan Press.
Birkinshaw, J. M., Young, S., &; Hood, N. (2004). Subsidiary entrepreneurship, internal and external competitive forces, and subsidiary performance. International Business Review, 14, 227-248.
Blanchard, K., Carlos, J. P., &; Randolph, A. (1996). Empowerment takes more than a minute. CA: Berrett-Koehler.
Blum, M. L., &; Naylor, J. C. (1968). Industrial psychology: It’s theoretical and social foundations. New York: Harper &; Row, Inc.
Boshoff, C. &; Allen, J. (2000). The Influence of Selected Antecedent on Fronline Staff’s Perceptions of Service Performance. International Journal of Service Industry Management, 11(1), 63-90.
Bowen, D. E., &; Lawler, E. E. (1992). The Empowerment of Service Workers: What, Why, How and When. Sloan Management Review, 33(3), 31-39.
Bowen, D. E., &; Lawler, E. E. (1995). Empowering Service Employees. Sloan Management Review, 36(4), 73-84.
Buchanan, B., II. (1974). Building organizational commitment: The socialization of managers in work organizations. Administrative Science Quarterly, 19(4), 533-546.
Carson, K. D., Carson, P. P., Eden, W. &; Roe, C. W. (1998). Does Empowerment Translate into Action? An Examination of Service Recovery Initiatives. Journal of Quality Management, 3(1), 133-148.
Chebat, J. C. &; Kolloas, P. (2000). The impact of empowerment on customer contact employees’ role in service organizations. Journal of Service Research,3(1), 66-81.
Clark, T. (1990). International marketing and national character: A review and proposal for an integrative theory. The Journal of Marketing, 54(4), 66-79.

Conger, R. A., &; Kanungo, R. N. (1998). The empowerment process: Integrating theory and practice. Academy of Management Review, 13(3), 471-482.
Cook, J., &; Wall, T. (1980). New work attitude measures of trust, organizational commitment and personal need non-fulfillment. Journal of Occupational Psychology, 53, 39-52.
Coomber, B., &; Barriball, K. L. (2007). Impact of job satisfaction components on intent to leave and turnover for hospital-based nurses: A review of the research literature. International Journal Nursing Study, 44(2), 297-314.
Cray, D. (1984). Control and coordination in multinational corporations, Journal of International Business Studies, 15(2), 41-56.
Crookell, H. (1987). Managing Canadian subsidiaries in a free trade environment. Sloan Management Review, 29(1), 71-76.
Doney, P. M., Cannon, J. P., &; Mullen, M. R. (1998). Understanding the influence of national culture on the development of trust. The Academy of Management Review, 23(3), 601-620.
Doz, Y. L., &; Prahalad, C. K. (1981). Headquarters influence and strategic control in MNCSs. Sloan Management Review, 22(4), 15-29.
Doz, Y. L., &; Prahalad, C. K. (1984). Patterns of strategic control in multinational corporations. Journal of International Business Studies, 15(2), 55-72.
Dunning, J. H. (1988). The Eclectic Paradigm of International Production: A Restatement and Some Possible Extensions. Journal of International Business Studies, 19(1), 1-31.
Edward, R., Ahmad, A., &; Moss, S. (2002). Subsidiary autonomy: The case of multinational subsidiaries in Malaysia. Journal of International Business Studies, 3(1), 183-191.
Egelhoff, W. G. (1988). Organizing the Multinational Enterprise: An Information-Processing Perspective. Ballinger, Cambridge, MA.
Eisenhardt, K. (1989). Agency theory: An assessment and review. Academy of Management Review, 14(1), 57-74.
Etzioni, A. (1961). A Comparative Analysis of Complex Organizations: On Power, Involvement, and Their Correlates. New York: Free Press.
Eylon, D., &; Au, K. Y. (1999). Exploring empowerment cross-cultural differences along the power distance dimension. International Journal of Intercultural Relation, 23, 373-385.
Farh, J. L., Earley, P. C., &; Lin, S. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42(3), 421-444.
Fisher, R., &; Smith, P. B. (2006). Who cares about justice? The moderating effect of values on the link between organizational justice and work behavior. Applied Psychology: International Review, 55(4), 541-562.
Fischer, R. (2008). Organizational justice and reward allocation. In P. B. Smith, M. Peterson, &; D. Thomas (Eds), Handbook of cross-cultural management (pp.135-150). Los Angeles: Sage.
Fulford, M. D. &; Enz, C. A. (1995). The Impact of Empowerment On Service Employees. Journal of Managerial Issues,7(2), 161-175.
Garnier, G. H. (1982). Context and decision making autonomy in the foreign affiliates of U.S. multinational corporations. Academy of Management Journal, 25(4), 893-908.
Gate, S. R., &; Egelhoff, W. G. (1986). Centralization in headquarters-subsidiary relationships, Journal of International Business Studies, 17(2), 71-92.
Ghoshal, S., &; Nohria, N. (1989). International differentiation within multinational corporations. Strategic Management Journal, 10(4), 323-337.
Gist, M. E., &; Mitchell, T. R. (1992). Self-Efficacy: A Theoretical Analysis of Its Determinants and Malleability. Academy of Management Review, 17(2), 183-211.
Golembiewsk, R. T. (1993). Handbook of Organizational Consultation. New York: Marcel Dekker.
Granovetter, M. (1992). Problems of explanation in economic sociology. In Norhria, N. &; Eccles, R. G., (Eds), Network and Organizations. Boston, MA: Harvard Business School Press.
Gupta, A. K., &; Govindarajan, V. (1991). Knowledge Flows and the Structure of Control within Multinational Corporations. Academy of Management Review, 16(4), 768-792.
Hedlund, G. (1986). The Hypernodern MNCS: A heterarchy? Human Resource Management, 25, 9-35.
Hennart, J. F. (2000). The transaction cost theory of the multinational enterprise. In Pitelis, C. &; Sugden, R. (Eds), The Nature of the Transnational Firm (pp. 81-116). London: Routledge.
Hofstede, G., &; Bond, M. H. (1984). Hofstede''s culture dimensions: An independent validation using Rokeach''s Value Survey. Journal of Cross-Cultural Psychology, 15(4), 417-433.
Hofstede, G., &; Bond, M. H. (1988). The confucius connection: From cultural roots to economic growth. Organizational Dynamics, 16(4), 5-21.
Hofstede, G. (1980). Culture''s consequences: international differences in work-related values. Beverly Hills, Calif.: Sage Publications.
Hofstede, Hofstede, Minkov. (2010). Cultures and Organizations : Software of the Mind : Intercultural Cooperation and Its Importance for Survival. America: McGrew-Hill.
Hogg, M. A., &; Terry, D. J. (2000). Social identity and self-categorization processes in organizational contexts. Academy of Management Review, 25(1), 121-140.
Homans, G. C. (1961). Social Behavior: Its Elementary Forms. New York: Harcourt, Brace, &; World.
Hoppock, R. (1935). Job satisfaction. New York: Arno Press, 1977.
Hui, H. C. (1991). Work attitudes, leadership styles, and managerial behaviors in different cultures. In R. W. Brislin (Ed.), Applied cross-cultural psychology (pp. 186-208). Beverly Hills, CA: Sage.
Jenson, M. C., &; W. H. Meckling (1976). Theory of the Firm: Managerial Behavior, Agency Cost and Ownership Structure. Journal of Financial Economic, 3, 305-360.
Kalleberg, A. L. (1977). Work values and job rewards: A theory of job satisfaction. American Sociological Review, 42(1), 124-143.
Kanter, R. M. (1968). Commitment and social organization: A study of commitment mechanisms in utopian communities. American Sociological Review, 33(4), 499-517.
Kanter, R. (1977). Men and women of the corporation. New York: Basic.
Kanter, R. M. (1993). Men and women of the corporation. New York: Basic Books.
Kizilos, P. (1990). Crazy about empowerment. Training, 27(12), 47-51.
Koberg, C. S., Boss, R. W., Senjem, J. C., &; Goodman, E. A. (1999). Antecedents and Outcomes of Empowerment. Group &; Organization Management, 24(1), 71-91.
Koch, J. L. &; Steers, R. M. (1978). Job Attachment, satisfaction, and Turnover among Public Sector Employee. Journal of Vocational Behavior, 12, 119-128.
Kraimer, M., Seibert, S., &; Liden, R. (1999). Psychological Empowerment as a Multidimensional Construct: A Test of Construct Validity. Educational and Psychological Measurement, 59(1), 127-142.
Laschinger, H. K. S., &; Shamian, J. (1994). Staff Nurses and Nurse Managers’ Perceptions of Job Related Empowerment and Managerial Self Efficacy. Journal of Nursing Administration, 24(10), 30-35.
Laschinger, H. K. S. (1996). A theoretical approach to studying work empowerment in nursing : A review of studies testing Kanter’s theory of structural power in organizations. Journal of Nursing Administration, 26(9), 27-35.
Locke, E. A. (1976).The Nature and Consequences of Job satisfaction. In Dunnette M. D. (Ed.), Handbook of Industrial and Organizational Psychology (pp. 111-128). Chicago: Organization Studies.
McDerott, K., Laschinger, H. K. S., &; Shamian, J. (1996). Work empowerment and organizational commitment. Nursing Management, 27(5), 44-47.
Meyer, J. P., &; Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89.
Michael, K. H., Kevin, A., &; Henry, F. (2004). Empowerment Effects across Cultures. Journal of International Business Studies, 35(1), 44-60.
Miller, H. E., &; Katerberg, R. (1979). Evaluation of the Mobley, and Hollingsworth Model and Employee Turnover. Journal of Applied Psychology, 64(5), 509-515.
Mobley, W. H. (1977). Intermediate linkages in the Relationship Between Job Satisfaction and Employee Turnover. Journal of Psychology, 62, 237-240.
Mobley, W. H., Horner, &; Hollingworth. (1978). An Evaluation of Precursors of Hospital Employee Turnover. Journal of Applied Psychology, 63, 408-414.
Mowday, R. T., Poter L. W., &; Steers R. M., (1982). Employee-Organization Linkage. NewYork : Academic Press.
O''Donnell, W. S. (2000). Managing foreign subsidiaries: Agents of headquarters, or an interdependent network? Strategic Management Journal, 21(5), 525-548.
O’Reilly, C. A., &; Chatman, J. A. (1986). Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 5, 492-499.
Porter, L. W., &; Lawler, E. E. (1968). Managerial Attitude and Performance. Illinoiss: Homewood.
Porter, L. W., Steers, R. M., Mowday, R. T., &; Boulian, P. V. (1974). Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology October, 59(5), 603-609.
Porter, M. E. (1986). Competition in Global Industries. Boston: Harvard Business School Press.
Rasmusen, E. (1989). Games and information: An introduction to game theory. Oxford: Basil Blackwell.
Robbins, S. P. (2001). Organizational behavior. London: Prentice Hall Internaional.
Robert, C., Probst, T. M., Martocchio, J. J., Drasgow, F., &; Lawler, J. J. (2000). Empowerment and continuous improvement in the unites states, Mexico, Poland, and India: Prediciting fit on the basis of the dimensions of power distance and individualism. Journal of Applied Psycholigy,85(5), 643-658.
Ross S. A. (1973). The Economic Theory of Agency: The Principal’s Problem. American Economic Association, 63, 134-139.
Scott, S. G., &; Bruce, R. A. (1994). Determinants of Innovative Behavior: A Path Model of Individual Innovation in the Workplace. Academy of Management Journal, 37(3), 580-607.
Sheldon, M. E. (1971). Investments and Involvement as Mechanisms Producing Commitment to the Organization. Administrative Science Quarterly, 16, 142-150.
Smith, P.C., Kendall, L. M., &; Hulin, C. L. (1969). Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.
Sousa-Poza, A., &; Henneberger, F. (2004). Analyzing Job Mobility with Job Turnover Intentions: An International Comparative Study. Journal of Economic Issues,38(1), 113-137.
Spreitzer, G. M. (1995). Phychological empowerment in the workplace: Dimensions, Measurement, and validation. Academy of Management Journal, 38(5), 1442-1435.
Sullivan, D. (1992). Organization in American MNCSs: The perspective of the European regional headquarters. Management International Review, 32(3), 237-250.
Taggart, J. H. (1998). Strategy shifts in MNCS subsidiaries. Strategic Management Journal, 19(7), 663-681.
Taggart, J. H., &; Hood, N. (1999). Determinants of autonomy in multinational corporation subsidiaries. European Management Journal, 17(2), 226-236.
Taras, V., Kirkman, B. L., &; Steel, P. (2010). Examining the Impact of Culture’s Consequences: A Three-Decade, Multilevel, Meta-Analytic Review of Hofstese’s Culture Value Dimensions. Journal of Applied Psychology, 95(3), 405-439.
Terry, G. R. (1962). Englewood Cliffs: Principles of Management. Upper Saddle River, NJ: Prentice-Hall.
Thomas, K. W., &; Velthouse, B. A. (1990). Cognitive elements of empowerment: An interpretive model of intrinsic task motivation. Academy of Management Review, 15(4), 666-681.
Tylor, E. B. (1871). Primitive culture: researches into the development of mythology, philosophy, religion, art, and custom. London: J. Murray.
Vachani, S. (1999). Global diversification’s effect on multinational subsidiaries’ autonomy. Journal of International Business Studies, 8, 535-560.
Vroom, V. H. (1964). Work and motivation. New York: John Willey &; Sons, Inc.
Weiss, D. J., Dawis, R., England, G.W., &; Lofquist, L. H. (1967). Manual for the Minnesota Satisfaction Questionnaire. Minnesota Studies in Vocational Rehabilitation, 22, 120.
Wellins, R., Byham, W., &; Wilson, J. (1991). Empowered Team : Creating Self-Directed Work Groups That Improve Quality, Productivity, and Participation. San Francisco: Jossey- Bass Publishing.
Whyte, W. (1956). The organization man. New York: Doubleday.
Williams, L. J., &; Hazer, J. T. (1986). Antecedents and Consequences of satisfaction and Commitment in Turnover Models: A reanalysis using Latent Variable Structural Equation Methods. Journal of Applied Psychology,71(2), 219-231.
Wilson, R. (1968). On the theory of syndicates. Econometrica, 36, 119-132.
Wilson, B., &; Laschinger, H. K. S. (1994). Staff nurse perception of job empowerment and organizational commitment. Journal of Nursing Administration, 24(suppl,4), 39-47.
Yavas, U., Karatepe, O. M., Avci, T. &; Tekinkus, M. (2003). Antecedents and Outcomes of Service Recovery Performance: An Empirical Study of Frontline Employees in Turkish Banks. International Journal of Bank Marketing, 21(5), 255-265.
Young, S., &; Travares, A. T. (2004). Centralization and autonomy: Back to the future. International Business Review, 13(2), 215-237.


QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
1. 內部行銷導向、組織承諾、工作滿意與學校效能關係之研究─以台南地區國民小學為例
2. 組織文化、領導行為與員工工作態度間關係之實證研究-台灣某一商業銀行之個案研究
3. 工作特性、工作滿足、組織承諾與離職意願之探討──以高雄市公民營銀行為例
4. 組織承諾、角色衝突與工作滿足及其相關因素之研究-以高雄市政府主計處外派人員為例
5. 組織變革策略對組織承諾之影響研究--以潤泰工業股份有限公司電腦化為例
6. 人格特質與工作特性之契合對工作滿足與組織承諾之影響
7. 員工對組織變革認知、轉業訓練、組織承諾與工作滿足關係之研究:以台糖公司為例
8. 兩岸員工工作價值觀與工作特性對工作態度之影響
9. 國小校長魅力領導與教師組織承諾及工作滿意度之研究
10. 領導型態、工作特性與我國地方機關人事人員工作滿足、組織承諾關係之研究
11. 海陸輪調制度對海陸勤人員工作滿足與組織承諾之相關探討─以A公司海陸勤人員為例
12. 非營利事業機構組織文化、轉換型領導與員工工作態度關係之研究─以南部七縣市政府為例
13. 大學院校約聘人員人格特質、工作滿意度及離職傾向之研究
14. 影響員工離職傾向因素之探討-以台中地區國際觀光旅館為例
15. 員工分紅入股滿意度、組織投注與離職意向關係之研究
 
無相關期刊