臺灣博碩士論文加值系統

本研究為探討個人工作自主性、心理資本、主管支持與工作投入之間的關係，首先將驗證工作自主性與工作投入、工作自主性與心理資本、心理資本與工作投入之間的關係，接著探討心理資本對工作自主性與工作投入間的中介效果，最後驗證主管支持對工作自主性與工作投入間的調節效果。本研究以台灣一般工作者為研究對象，透過便利抽樣與滾雪球抽樣的方式，以台灣北部地區的一般工作者為主，台灣其他地區的一般工作者為輔進行問卷的發放，發放時間為期近4個月，共發放318份問卷，回收後的有效問卷為234份，有效問卷回收率為73.58%。
回收的資料經過階層迴歸分析後顯示工作自主性對工作投入有正向影響；工作自主性對心理資本有正向影響；心理資本對工作投入有正向影響；在驗證中介效果的部分，在工作自主性與工作投入間，心理資本具有中介效果，且心理資本是扮演完全中介的角色；而分析結果說明主管支持正向調節工作自主性與工作投入間的關係。從研究結果瞭解心理資本對個人的工作投入具有重要的影響，此外，主管支持也會強化工作自主性與工作投入之間的正向關係。依據研究結果，本研究提出結論、理論與實務貢獻、研究限制與建議以供未來學術與實務管理之參考。

This study explored the relationships among an individual’s job autonomy, psychological capital (PsyCap), perceived supervisor support, and job involvement. First, we examined the relationship between job autonomy and job involvement, the relationship between job autonomy and PsyCap, and the relationship between PsyCap and job involvement. Second, we investigated if PsyCap has a mediating effect on the relationship between job autonomy and job involvement. Last, we tested whether perceived supervisor support has a moderating effect on the relationship between job autonomy and job involvement. Our study used convenience sampling and snowball sampling to collect Taiwan’s general workers; in addition, most of our data were in north of Taiwan, and some of them were in other area of Taiwan. We distributed 318 paper-based questionnaires in four months and received 234 valid copies; hence, the valid returned rate was 73.58%.
After using hierarchical regression to analyze the data, the results showed that job autonomy had a positive effect on job involvement, job autonomy had a positive effect on PsyCap, and PsyCap had a positive effect on job involvement. For testing the mediating and moderating effect, the result explained that PsyCap fully mediated the relationship between job autonomy and job involvement; perceived supervisor support positively moderated the relationship between job autonomy and job involvement. From the result, we could understand that PsyCap has a powerful effect on an individual’s job involvement. In addition, perceived supervisor support would enhance the positive relationship between job autonomy and job involvement. At the end, our study provided discussion, theoretical implications, management implications, limitations, and recommendations for future study and management.

謝　詞 ------------------------------------------------------ I
中文摘要 ----------------------------------------------------- II
英文摘要 ----------------------------------------------------- III
第一章　緒論 -------------------------------------------------- 1
第一節 研究背景與動機 ------------------------------------------- 1
第二節 研究目的與問題 ------------------------------------------- 4
第三節 變數名詞解釋 -------------------------------------------- 5
第二章　文獻探討 ----------------------------------------------- 6
第一節 工作投入 ------------------------------------------------ 6
第二節 工作自主性 ---------------------------------------------- 7
第三節 心理資本 ------------------------------------------------ 9
第四節 主管支持 ------------------------------------------------ 12
第三章 研究方法 ------------------------------------------------ 15
第一節 研究流程與架構 ------------------------------------------- 15
第二節 研究對象 ------------------------------------------------ 18
第三節 變數定義與衡量工具 ---------------------------------------- 19
第四節 人口統計變數 --------------------------------------------- 21
第五節 問卷設計 ------------------------------------------------ 23
第六節 資料分析方法 --------------------------------------------- 34
第四章 研究結果 ------------------------------------------------ 38
第一節 描述性統計分析 ------------------------------------------- 38
第二節 各變數之間相關分析 ---------------------------------------- 44
第三節 工作自主性對工作投入的假說檢定 ------------------------------ 46
第四節 工作自主性對心理資本的假說檢定 ------------------------------ 47
第五節 心理資本對工作投入的假說檢定 -------------------------------- 48
第六節 心理資本在工作自主性與工作投入間的中介假說檢定 ----------------- 49
第七節 主管支持在工作自主性與工作投入間的調節假說檢定 ----------------- 51
第五章　討論、建議與結論 ----------------------------------------- 53
第一節 討論 ---------------------------------------------------- 53
第二節 理論與實務貢獻 ------------------------------------------- 55
第三節 研究限制與建議 ------------------------------------------- 57
第四節 結論 --------------------------------------------------- 59
參考文獻 ------------------------------------------------------ 60
附錄一　ANOVA分析檢定表 ----------------------------------------- 69
著作權聲明 ----------------------------------------------------- 71

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三、網路參考資料
中華民國勞動部-勞動部全球資訊網中文網。民國103年度台灣前四名勞動人口地區-行政院主計總處「人力資源調查」、勞動部勞動統計專網。2016年4月14日。取自http://statdb.mol.gov.tw/html/year/year03/32030.htm
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