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研究生:黃亭維
研究生(外文):Ting-Wei Huang
論文名稱:工作家庭福利措施可使用度與工作滿意度關係中之主管角色 ─ 以互動公平與知覺主管支持為前因變項
論文名稱(外文):How do managers influence the perceived accessibility of work-family practices and employees' job satisfaction? - The impacts of interactive justice and perceived supervisor support
指導教授:劉念琪劉念琪引用關係
指導教授(外文):Nien-Chi Liu
學位類別:碩士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
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:2017
畢業學年度:105
語文別:中文
論文頁數:90
中文關鍵詞:互動公平知覺主管支持工作家庭福利措施可使用度工作滿意度
外文關鍵詞:Interactive JusticePerceived Supervisor SupportWork-Family UsefulnessJob SatisfactionPerceived Accessibility of Work-Family Practices
相關次數:
  • 被引用被引用:8
  • 點閱點閱:314
  • 評分評分:
  • 下載下載:100
  • 收藏至我的研究室書目清單書目收藏:1
現今工作家庭福利措施已經立法明文規定,所有公司皆會依法設立,但是員工實際上能否使用、主管們是否支持員工使用,又或者組織的氣氛是否允許員工使用,這些又是另外一種問題了,這類的議題將是未來執行相關政策時所需要考量的重要因素。
因此本研究針對國內35間上市上櫃公司做調查,發出700份問卷並回收687份,總計有效問卷為659份。探討互動公平、知覺主管支持、工作家庭福利措施可使用度和工作滿意度之間的關係。
本研究結果顯示:
1.當公司鼓勵員工使用工作家庭福利措施時,員工會因而對工作感到滿意
2.互動公平是公司在推動工作家庭福利措施時所需要特別著重的因素
3.當員工感受到主管的支持後,不代表主管也會支持他們使用工作家庭福利措施
4.主管可以由不同面向給予員工支持,除了直接維繫情感和授權外,也能夠經由公平對待和給予尊重以間接支持員工
Nowadays, the government has legislated the stipulate rules about work-family practices which all companies have set up. However, whether the employees can take advantage of the practices, whether the supervisors would encourage the employees to do it, and whether the organizational climate is friendly for the employees to make use of those practices are issues. That is to say, the factors above should be taken into account for companies to think of when implementing the practices.

My study delivered total 700 paper questionnaires to the employees of 35 listed companies, and received 659 effective questionnaires for the further analysis. The thesis discusses the relationship about Interactive Justice, Perceived Supervisor Support, Perceived Accessibility of Work-Family Practices, and Employees’ Job Satisfaction.

The study gets the results as follows:
1.After the companies encourage the employees to take advantage of work-family practices, the employees would be satisfied about their jobs.
2.Interactive Justice is especially important for the companies to consider when implementing the work-family practices.

3.It doesn’t mean that the supervisors would encourage the employees to take advantage of work-family practices even after the employees perceive the support from their supervisors.
4.The supervisors could support the employees not only by direct ways like keeping the relationship and authorizing, but also by indirect ways such as being fair and giving respect.
第一章、緒論1
第一節、研究動機1
第二節、研究目的3

第二章、文獻探討4
第一節、工作家庭福利措施可使用度4
第二節、組織公平與互動公平13
第三節、知覺主管支持15
第四節、假設推導19

第三章、研究方法22
第一節、研究架構與假設22
第二節、研究假設23
第三節、研究變數之操作型定義與問卷設計24
第四節、資料蒐集28
第五節、資料分析方法28

第四章、研究分析結果36
第一節、樣本描述36
第二節、信效度分析38
第三節、共同方法變異之檢驗41
第四節、相關分析43
第五節、結構方程模式分析44

第五章、結論與建議52
第一節、研究結果52
第二節、研究討論53
第三節、管理義涵59
第四節、研究限制及未來研究建議61

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1. 證券業務員自我導向學習傾向、主管支持與工作績效之研究-以C證券公司為例
2. 影響群眾募資計畫案出資因素之研究:社會交換理論與顧客價值觀點
3. 家長式領導對員工組織公平的影響:干擾效果之測試
4. 工作對家庭助益、職場歡樂體驗與工作滿意度關係之研究
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6. 組織中的直屬主管信任與組織信任:一項區辨效度的分析
7. 情緒勞動、情緒耗竭、工作滿意度與職業承諾-以工作投入、知覺主管支持為調節變項
8. 運用結構方程式模型探討保險從業人員知覺主管支持、心理資本、工作滿意、組織承諾與工作績效關聯性之研究
9. 工作鑲嵌、工作滿意度與離職意圖的關係-知覺主管支持與領導者與部屬交換關係的調節效果
10. 核心自我評價、核心他人評價與員工態度的關係
11. 個人-主管及個人-群體適合度對角色績效、工作滿足及知覺支持的影響:以某航空公司空勤人員為例
12. 知覺主管支持與員工幸福感-工作滿足的中介角色以新竹地區為例
13. 轉換型領導、知覺主管支持、工作滿足與情感性承諾的關係-以空軍主計人員為例
14. The Moderating Effect of Perceived Supervisor Support on the Relationship between Organizational Politics and Job Satisfaction
15. 互動公平、工作滿意、員工知覺組織支持與離職傾向之影響-以員工知覺主管支持為調節變數
 
1. 工作家庭福利溝通、工作家庭措施可使用性與工作家庭福利滿意及工作滿意之關聯-探討知覺主管支持之干擾效果
2. 組織結構對工作滿意度、組織承諾關係之研究-以主管支持為干擾變項
3. 個人與組織適配、知覺主管支持對敬業貢獻與組織公民行為之影響
4. 迫使員工離職的最後一根稻草?歸屬感破裂、社交焦慮與離職傾向之關係:兼論主管支持的調節式中介效果
5. 員工身心健康服務與福利措施實施對於工作滿意度之關聯
6. 柔性領導與角色績效之研究─知覺主管支持的中介效果
7. 心理安全氣候、訓練投入、主管支持對於自我效能影響之研究
8. 人力資源措施、組織認同、情緒勞務、一線員工工作滿意度、知覺主管支持之研究:以餐飲業一線員工為研究對象
9. 員工自我效能、成就動機、知覺主管支持與工作績效之關聯性研究-以臺灣菸酒股份有限公司為例
10. 人力資源措施、主管支持與知覺組織支持對員工績效之影響
11. 外勤基層消防人員之心理資本、主管支持、 工作倦怠、犬儒主義及職家衝突之關聯性研究 -以新北市消防局為例
12. 台灣機械業員工工作要求與工作倦怠之關聯-主管支持的調節效果
13. 員工分紅措施與違反勞基法工時規定之關聯─以台灣高科技業為例
14. 互動公平、工作滿意、員工知覺組織支持與離職傾向之影響-以員工知覺主管支持為調節變數
15. 高科技產業員工心理資本與工作績效關係之研究-以工作壓力、知覺主管支持為調節變項