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研究生:曾玉嫺
研究生(外文):TSENG,YU-HSIEN
論文名稱:情緒智力調節公務員目標一致性、工作敬業與組織偏差行為關係之研究
論文名稱(外文):The relationship between the emotional intelligence of civil servants and the degree of goal congruence, work engagement and organizational deviance
指導教授:劉祥得劉祥得引用關係高佩珊高佩珊引用關係
指導教授(外文):LIU, HSIANG-TEKAO, PEI-SHAN
口試委員:曹銳勤唐雲明
口試委員(外文):TSAUR, RUEY-CHYNTANG , YUN-MING
口試日期:2017-06-16
學位類別:碩士
校院名稱:銘傳大學
系所名稱:公共事務學系碩士在職專班
學門:社會及行為科學學門
學類:公共行政學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:中文
論文頁數:135
中文關鍵詞:目標一致性工作敬業組織偏差行為情緒智力
外文關鍵詞:goal congruencework engagementorganizational devianceemotional intelligence
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本研究主要在探討公務員與其主管及服務機關間目標一致性、工作敬業與組織偏差行為的關係,情緒智力分別調節目標一致性與工作敬業及工作敬業與組織偏差行為之間的關係作用分析,工作敬業中介目標一致性與組織偏差行為的關係,以及轉換型領導、組織承諾、組織公民行為、幸福感等要項與公務員工作敬業之關聯性程度,根據文獻分析結果,建立研究假設,並設計及檢驗各構面量表,作為實證的工具。以臺北市政府環境保護局及其所屬環境稽查大隊、內湖垃圾焚化廠、木柵垃圾焚化廠、北投垃圾焚化廠等5個機關公務員為調查對象,並運用SPSS軟體進行描述性及推論性統計分析,問卷調查期間為106年2月3日至106年3月24日止,共發出315份正式問卷,回收有效樣本256份,藉以檢定研究假設。經實證統計結果分析如下:一、公務員與其主管之間目標一致性與組織偏差行為之間具有顯著負向影響。二、公務員與其主管之間目標一致性與工作敬業之間具有顯著正向影響。三、公務員工作敬業和組織偏差行為之間具有顯著負向影響。四、公務員工作敬業在目標一致性和組織偏差行為之間具有部分中介效果關係。五、情緒智力在公務員工作敬業和組織偏差行為之間具有調節效果。
This thesis aims to examine the relationship between civil servants’ perception of emotional intelligence, goal congruence, work engagement and organizational deviance. This thesis had analyzed whether emotional intelligence moderates the relationship between goal congruence and work engagement, as well as the relationship between work engagement and organizational deviance. The research also attempts to find out whether work engagement mediates the relationship between work engagement and goal congruence. We also calculated the correlation among transformational leadership, organizational commitment, organizational citizenship behavior, well being and work engagement. Totally 315 questionnaires were distributed between 3rd February and 24th March 2017, and 256 valid samples were returned. The results are as follows: 1. goal congruence between civil servants and their supervisors has a significant negative effect on organizational deviance. 2. There is a significant positive effect between the goal congruence and work engagement. 3. Work engagement has a significant negative effect on organizational deviance. 4. Work engagement has a mediating effect on the relationship between degree of goal congruence and organizational deviance. 5. Emotional intelligence has a moderating effect on the relationship between the level of work engagement and organizational deviance.
摘 要 i
謝 誌 iii
目 錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 4
第三節 研究方法 6
第四節 研究範圍與流程 8
第五節 重要名詞釋義 10
第二章 文獻探討 18
第一節 目標一致性與工作敬業 18
第二節 目標一致性與組織偏差行為 22
第三節 情緒智力與目標一致性、工作敬業、組織偏差行為 25
第四節 轉換型領導與工作敬業 27
第五節 工作敬業與組織承諾、組織公民行為、幸福感 29
第三章 研究設計 32
第一節 假設建立 32
第二節 研究架構 40
第三節 問卷設計 41
第四節 資料分析方法 49
第四章 統計資料分析 52
第一節 調查對象基本資料分析 52
第二節 信度與效度分析 54
第三節 相關分析 60
第四節 人口變項對各構面之差異分析 64
第五節 驗證假設 80
第五章 結論 95
第一節 研究發現 96
第二節 策略建議 100
第三節 研究限制 104
第四節 後續研究建議 107
參考文獻 110
中文部分 110
英文部分 113
附錄(正式問卷) 123

表目錄
表1–1職場偏差行為類型表 12
表3–1目標一致性量表 41
表3–2工作敬業量表 42
表3–3組織偏差行為量表 43
表3–4情緒智力量表 44
表3–5轉換型領導量表 45
表3–6組織承諾量表 46
表3–7組織公民行為量表 46
表3–8幸福感量表 48
表4–1樣本基本資料表 53
表4–2因素分析及信度分析表 57
表4–3各構面相關分析表 60
表4–4性別對各構面之T檢定分析表 65
表4–5主管別對各構面之T檢定分析表 66
表4–6機關層級對各構面之T檢定分析表 68
表4–7年齡對各構面之單因子變異數分析表 72
表4–8教育程度對各構面之單因子變異數分析表 75
表4–9服務年資對各構面之單因子變異數分析表 78
表4–10工作敬業中介目標一致性與組織偏差行為之階層迴歸分析表 82
表4–11工作敬業前因調節效果階層迴歸分析表 83
表4–12組織偏差行為前因調節效果階層迴歸分析表 86
表4–13轉換型領導對工作敬業之影響分析表 88
表4–14工作敬業對組織承諾之影響分析表 89
表4–15工作敬業對組織公民行為之影響分析表 90
表4–16工作敬業對幸福感之影響分析表 92
表4–17整體假設驗證結果表 94

圖目錄
圖1 1研究流程圖 9
圖3 1研究架構圖 40
圖4 1情緒智力調節工作敬業、組織偏差行為關係圖 87
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