跳到主要內容

臺灣博碩士論文加值系統

(18.97.14.82) 您好!臺灣時間:2024/12/04 23:39
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

: 
twitterline
研究生:陳佳莉
研究生(外文):Chia-li Chen
論文名稱:公務人員工作特性、工作倦怠與創新行為之研究
論文名稱(外文):Job Characteristics, Job Burnout and Innovative Behavior of Civil Servants
指導教授:陳以亨陳以亨引用關係
指導教授(外文):I-Heng Chen
學位類別:碩士
校院名稱:國立中山大學
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:73
中文關鍵詞:創新行為工作倦怠公務人員工作特性
外文關鍵詞:innovative behaviorjob burnoutjob characteristicscivil servants
相關次數:
  • 被引用被引用:2
  • 點閱點閱:301
  • 評分評分:
  • 下載下載:49
  • 收藏至我的研究室書目清單書目收藏:0
本研究主要探討公務人員的工作特性,透過工作倦怠之中介效果,對創新行為有無顯著影響。研究對象為公務人員,指於各級政府機關、公立學校、公營事業機構擔任組織法規所定編制內職務支領俸(薪)给之人員。亦包含軍職人員進行施策。

研究結果顯示,工作特性與工作倦怠中的「情緒耗竭」、「譏誚態度」有負向且顯著相關。工作特性中「自主性」與「技能多變性」與「創新行為」有顯著正相關。工作倦怠中的「情緒耗竭」、「譏誚態度」與創新行為有顯著的負相關,「專業效能低落」與「創新行為」有顯著的負相關。然而在公務人員的工作特性下,受到工作倦怠之中介效果而影響創新行為,情緒耗竭則不顯著。因此,公務單位提升公務人員的自主性與教育訓練,培養增進技能與行政運用,將有助於公務人員的創新行為表現,進而改善民眾對於公務人員無創造力、不具創新行為的刻板印象。
The main purpose of this study is to investigate whether the job characteristics of civil servants will influence their job burnout and innovative behavior. The subjects of this study are civil servants in all agencies and schools, who received official approval by the Ministry of Civil Service, including public utilities and other special authorities.
The results showed that job characteristics had significant negatively effects on job burnout. There are negative and significant correlations between job characteristics and "emotional exhaustion" and " cynicism " in job burnout. There is a significant positive correlation between "autonomy" and " task variety " and "innovation behavior" in job characteristics. There is a significant negative correlation between "emotional exhaustion" and " cynicism " in job burnout, and there is a significant negative correlation between " diminished professional efficacy " and "innovation behavior". However, under the working characteristics of civil service, the effect of job burnout is influenced by the effect of job burnout, and the emotional exhaustion is not significant.
Therefore, if public units can improve their training and education and autonomy for civil servants to gain their Skill diversity, thus it will be able to enhance their innovative behavior, thereby improving the public image for civil servants.
摘要......................................................................................................................................................................i
Abstract.............................................................................................................................................................ii
目錄...................................................................................................................................................................iii
圖次.....................................................................................................................................................................v
表次...................................................................................................................................................................vi
第一章 緒論..................................................................................................................................................01
第一節 研究動機...................................................................................................................................01
第二節 研究目的...................................................................................................................................03
第三節 研究流程...................................................................................................................................04
第二章 文獻探討........................................................................................................................................05
第一節 官僚組織...................................................................................................................................05
第二節 工作特性...................................................................................................................................06
第三節 工作倦怠...................................................................................................................................10
第四節 創新行為...................................................................................................................................13
第五節 各變項之間的關聯性...........................................................................................................16
第三章 研究方法........................................................................................................................................20
第一節研究架構......................................................................................................................................20
第二節 研究假設...................................................................................................................................21
第三節 研究工具...................................................................................................................................23
第四節 研究對象...................................................................................................................................28
第五節 抽樣及資料蒐集之方法......................................................................................................28
第六節資料分析方法............................................................................................................................29
第四章 研究結果與分析..........................................................................................................................30
第一節 描述性統計..............................................................................................................................30
第二節 各變項相關分析.....................................................................................................................35
第三節 各變項之影響性分析...........................................................................................................38
第四節 工作倦怠的中介效果分析與探討...................................................................................40
第五節 個人屬性對各變項之差異性分析...................................................................................43
第五章 結論與建議 ................................................................................................................................ 51
第一節 研究結果...................................................................................................................................51
第二節 研究結論...................................................................................................................................55
第三節 管理意涵...................................................................................................................................57
參考文獻 ......................................................................................................................................................59
附錄 研究問卷.............................................................................................................................................63
一、中文部分
考選部(2015)。2016年5月,取自http://wwwc.moex.gov.tw/main/content/wfrmContentLink.aspx?menu_id=268
邱國銘(2001)。銀行行員的壓力源、工作倦怠與工作態度之研究。國立中山大學 人力資源管理研究所碩士論文,未出版,高雄市。
李雅琪(2016)。公務人員工作特性對工作倦怠與工作敬業之影響:工作輪調的干擾。國立中山大學人力資源管理研究所碩士論文,未出版,高雄市。
李選、張婷(民 101)。由落實公務員核心價值談感動服務。T&D 飛訊,145,1-21。
吳淳瑩(2013)。工作特性與工作滿意度關聯性之研究。淡江大學教育科技學系碩 士論文,未出版,新北市。
马风才 (譯)(民 102)。科學管理 原理(原作者:Frederick Winslow Taylor)。大陸:机械工业出版社。(原著出版年:1911)
崔來意(2000)。高科技公司女性專業人員工作-家庭衝突、工作倦怠及離職意願關係之研究。國立中山大學人力資源管理研究所碩士論文,未出版,高雄市。
黃郁文(2011)。團膳員工工作特性、工作投入與工作績效關係之研究-以高雄市為例。國立高雄餐旅大學餐旅管理研究所碩士論文,未出版,高雄市。
詹靜芬(民99)。基層文官的倫理困境:依法行政下的難題。T&D飛訊,96,2-20。
劉靜如(2004)。臺中市政府所屬公務人員工作特性、工作價值觀與工作滿意度關 係之研究。國立彰化師範大學商業教育學系碩士論文,未出版,彰化縣。
鄭隆正(2011 年 6 月 22 日)。魏長源:公務員藐視民眾 態度惡劣。澎湖日報。取自:http://blog.xuite.net/penghu.dialy/blog/47050419-魏長源:公務員藐視民眾+態度惡劣





二、英文部分
 Amabile, T. M. (1998). How to kill creativity. Harvard Business Review, 76(5), 76-87.
Bakker, A. B., Demerouti, E., & Schaufeli, W. B. 2005. The crossover of burnout and work engagement among working couples. Human Relations, 58: 661-690.
Coade, N. (1999). Be creative: The toolkit for business success. International Thomson Business Press.
Cordes, C. L., & Dougherty, T. W. 1993. A review and an integration of research on job burnout. Academy of Management Review, 18: 621-656.
Freudenberger, H. J.(1974).Staff Burnout. Journal of Social Issues,30(1),159-165.
Filipowicz, A. 2006. From positive affect to creativity: The surprising role of surprise. Creativity Research Journal, 18: 141-152.
George, J. M., & Zhou, J. 2007. Dual tuning in a supportive context: Joint contributions of positive mood, negative mood, and supervisory behaviors to employee creativity. Academy of Management Journal,50: 605-622.
Goldsmith, R. (1986), Convergent validity of four innovativeness scales, Educational and Psychological Measurement, 46, 81-87.
Guilford, J.P. (1950). Creativity. American Psychologist, 5(9), 444-454.
George, J. M., & Zhou, J. 2007. Dual tuning in a supportive context: Joint contributions of positive mood, negative mood, and supervisory behaviors to employee creativity. Academy of Management Journal,50: 605-622.
Hackamn J.P. , & Oldham,G.R.(1975).Development of the Job Diagnostic S survey. Journal of Appiled Psychology, 60(2), 159-170.
Hackman, J. R. & Lawler, E. E. (1971), Employee reactions to job  characteristics, Journal of Applied Psychology, Vol.55, No.3, pp.259-284.
Halbesleben, J. R. B., & Buckley, M. R. in press. Attribution and burnout: Explicating the role of individual factors in the outcomes of burnout. In M. Martinko (Ed.), Attribution Theory in the Organizational Sciences: Theoretical and Empirical Contributions. Greenwich, CT: Information Age Publishing.
Hobfoll, S. E., 1998. Stress, Culture, and Community: The Psychology and Philosophy of Stress. New York: Plenum
Janssen, O. 2000. Job demands, perceptions of effort-reward fairness and innovative work behaviour.Journal of Occupational and Organizational Psychology, 73: 287-302.
Janssen, O., & Van Yperen, N. W. 2004. Employees’ goal orientations, the quality of leader-member exchange, and the outcomes of job performance and job satisfaction. Academy of Management Journal, 47: 368-384.
Janssen,O.(2000),Fairness perceptions as a moderator in the curvilinear relationships between job demands, and job performance and job satisfaction.Academy of Management Journal,44,1039-1050.
Kleysen, R. F. & Street, C. T. (2001), Toward a multi-dimensional measure of individual innovative behavior, Journal of Intellectual Capital, 2(3), 284-296.
Kanter, R. (1988), When a thousand flowers bloom Structural, collective, and social conditions for innovation in organizations, In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior, 10, 169-211, Greenwich, CT: JAI Press.
Kirton, M. (1976), Adaptors and innovators: A description and measure, Journal of Applied Psychology, 61, 622-629.
Kleysen, R. F. & Street, C. T. (2001), Toward a multi-dimensional measure of individual innovative behavior, Journal of Intellectual Capital, 2(3), 284-296.
Maslach, C., S. E. Jackson., & M. P Leiter(1996). Maslach Burnout Inventory Manual, 3rd.,CA:Consulting Psychologist Press.
Maslach,C.(1982)Understanding burnout definitional issues in analyzing a complex phenomenon. In W.S.Paine(Ed.),Job stress and Burnout: Research,theory,and intervention perspectives. Beverly Hills: SAGE Publications,Inc.
Seashore, S. E. and T.D.Taber(1975).Job satisfaction Indicators and Their Correlates.American Behavior Scientist,18(3)333-368
Scott, S.G., & Bruce, R.A. (1994), Determinants of innovative behavior: A path model of individual innovation in the workplace, Academy of Management Journal, 38, 1442-1465.
Schaufeli, W. R., & Bakker, A. B. 2004. Job demands and job resources and their relationship with burnout and engagement: A multiple sample study. Journal of Organizational Behavior, 25: 293-315.
Wright, T. A. & Cropanzano, R. (1998). Emotional exhaustion as a predictor of job performance and voluntary turnover. Journal of Applied Psychology, 83(3), 486–493.
Weiss, H. M., & Cropanzano, R. 1996. Affective events theory: A theoretical discussion of the structure, causes and consequences of affective experiences at work. In B. M. Staw & L. L. Cummings (Eds.), Research in organizational behavior: 1-74. Greenwich, CT: JAI Press.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊