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研究生:伊莉禎
研究生(外文):Li-Chen Yi
論文名稱:工作契合度與建言行為-感知權力距離及人格特質的調節作用
論文名稱(外文):Relationship of Job Fit and Voice Behavior-Perceived Power Distance and Personality Traits as the Moderators
指導教授:劉廷揚劉廷揚引用關係
指導教授(外文):Ting-Ying Liu
學位類別:碩士
校院名稱:國立高雄師範大學
系所名稱:人力與知識管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2015
畢業學年度:103
語文別:中文
論文頁數:80
中文關鍵詞:工作契合度建言行為人格特質感知權力距離
外文關鍵詞:job fitvoice behaviorpersonality traitsemployees’ perception of power distance
相關次數:
  • 被引用被引用:8
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  • 下載下載:293
  • 收藏至我的研究室書目清單書目收藏:4
本研究針對工作契合度、人格特質以及員工感知權力距離三者對建言行為之間的關係,以及人格特質對工作契合度與建言行為、員工感知權力距離對工作契合度與建言行為之間是否有調節作用,進行實證研究。
本研究採問卷調查方式,以金融保險業、資訊科技業、製造業、航運業之員工為對象進行調查抽樣,研究方法則以描述性統計分析、相關性分析及多元階層迴歸分析來驗證各構面之關係。本研究共回收319份有效問卷,有效問卷數達91.14%。研究結果顯示: (1)員工工作契合度對其建言行為有顯著正向影響;(2)人格特質對建言行為有部分正向影響;(3)員工感知權力距離對建言行為無顯著負向影響; (4)人格特質在工作契合度與建言行為間具調節作用; (5)員工感知權力距離在工作契合度與建言行為間不具調節作用。

This study aims to investigate the relationships between job fit, voice behavior, personality traits, and employee’s perception of power distance, with personality traits and employee’s perception of power distance as moderators.
In this study, the data were collected from finance and insurance, information technology, manufacturing, and shipping industries’ employees. To test the research hypotheses, descriptive statistics, Pearson’s correlation and hierarchical regresson analysis were adopted. We obtained 319 valid questionnaires with return rate of 91.14%. The results showed : 1.employees’ job fits have a significant positive influence on voice behavior 2.personality traits have partially postive influence on voice behavior 3.employee’s perception of power distance has no influence on voice behavior 4.personality traits have moderating effect of job fits and voice behavior 5.employee’s perception of power distance has no moderating influence on voice behavior.

目次
摘要 I
Abstract II
表次 IV
圖次 V
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 名詞釋義 6
第四節 研究流程 7
第二章 文獻探討 8
第一節 工作契合度 8
第二節 建言行為 15
第三節 人格特質 19
第四節 員工感知權力距離 23
第五節 各構面之關係研究 27
第三章 研究方法 32
第一節 研究架構 32
第二節 研究假設 33
第三節 抽樣方法與研究對象 33
第四節 研究工具 34
第五節 資料處理與分析 40
第四章 研究結果 41
第一節 描述性統計分析 41
第二節 相關分析 48
第三節 多元迴歸分析 51
第五章 結論與建議 56
第一節 研究結果與結論 56
第二節 管理意涵 59
第三節 研究限制與建議 60
參考文獻 63
附錄一 研究問卷 75
附錄二 著作權授權書 79
表次
表2-1 個人-組織契合度與角色外行為相關研究結果 13
表2-2 建言行為之類型與意涵 16
表2-3 角色外行為之類型 17
表3-1 工作契合度之個人-工作契合度量表題項 35
表3-2 工作契合度之個人-組織契合度量表題項 36
表3-3 建言行為量表題項 37
表3-4 人格特質之勤勉盡責性量表題項 38
表3-5 人格特質之情緒穩定性量表題項 39
表3-6 員工感知權力距離量表題項 40
表4-1 正式問卷施測有效樣本結構分析 42
表4-2 工作契合度之描述性統計 43
表4-3 個人-工作契合度之描述性統計 43
表4-4 個人-組織契合度之之描述性統計 45
表4-5 建言行為之描述性統計 45
表4-6 人格特質之描述性統計 46
表4-7 勤勉盡責性之描述性統計 46
表4-8 情緒穩定性之描述性統計 47
表4-9 員工感知權力距離之描述性統計 48
表4-10 工作契合度與建言行為之相關分析 49
表4-11 人格特質與建言行為之相關分析 50
表4-12 員工感知權力距離與建言行為之相關分析 50
表4-13 工作契合度對建言行為之階層迴歸分析 51
表4-14 工作契合度、人格特質與建言行為之階層迴歸分析 53
表4-15 工作契合度、員工感知權力距離與建言行為之階層迴歸分析 54
表4-16 研究假設與實證結果 56
圖次
圖1-1 本研究流程 7
圖2-1 影響感知因素 24
圖3-1 本研究架構 32




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