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研究生:邱文慧
研究生(外文):KHOO, WEN-HUI
論文名稱:辱罵式領導與結果之研究:壓力及情緒穩定性之角色效果
論文名稱(外文):Abusive Supervision and the Outcomes: The Roles of Stress and Emotional Stability
指導教授:廖本源
指導教授(外文):LIAO, PEN-YUAN
口試委員:賴志松胡天鐘
口試委員(外文):LAI,CHIH-SUNGHWU,TIAN-JONG
口試日期:2017-06-15
學位類別:碩士
校院名稱:國立聯合大學
系所名稱:經營管理學系碩士班
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2017
畢業學年度:105
語文別:英文
論文頁數:61
中文關鍵詞:辱罵式領導心理壓力工作壓力工作滿意度主管偏差行為組織偏差行為離職意圖情緒穩定性
外文關鍵詞:Abusive SupervisionPsychological DistressJob StressJob SatisfactionSupervisor-directed DevianceOrganizational DevianceTurnover IntentionEmotional Stability
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本研究探討辱罵式領導(Abusive Supervision theory)與心理壓力(Psychological Distress theory)和工作壓力(Job Stress theory)建立一個模式 , 利用此模式連結辱罵式領導(Abusive Supervision)與工作滿意度(Job Satisfaction)、主管偏差行為(Supervisor-directed Deviance)、組織偏差行為(Organizational Deviance)及離職意圖(Turnover Intention),並以情緒穩定性(Emotional Stability)調解。本研究以台灣正職員工為研究對象,共發放300份,有效樣本為288份 。 經各分析工具之結果顯示,辱罵式領導會正向影響心理壓力與工作壓力,且情緒穩定性會調解心理壓力與工作壓力。本研究也發現,心理壓力會完全中介辱罵式領導與主管偏差行為的關係;工作壓力會完全中介辱罵式領導與主管偏差行為的關係及辱罵式領導與離職意圖的關係,而工作壓力會部分中介工作滿意度。情緒穩定性會調解心理壓力與工作滿意度的關係;情緒穩定性也會調解工作壓力與工作滿意度的關係、工作壓力與主管偏差行為的關係、工作壓力與組織偏差行為的關係及工作壓力與離職意圖的關係。本研究依據實證結果提出學術面與管理面的意涵,並提出研究限制及建議。
This study examines the relationship between abusive supervision and job satisfaction, workplace deviance behavior (supervisor-directed deviance and organizational deviance) and turnover intention, by focusing on the mediating effect of job stress and psychological distress and the moderating effect of emotional stability. Data were obtained from 288 full-times employees of various industries of Taiwan enterprises. The results indicated that the positively affect between abusive supervision and job stress and psychological distress. Meanwhile, job stress mediated the relationship between abusive supervision and job satisfaction, supervisor-directed deviance, and turnover intention. For psychological distress, it just mediated the relationship between abusive supervision and supervisor-directed deviance. Furthermore, emotional stability moderates the relationships between job stress and job satisfaction, supervisor-directed deviance, organizational deviance and turnover intention. For psychological distress, emotional stability moderates the relationship between psychological distress and job satisfaction. Theoretical and the practical implications are discussed.
ACKNOWLEDGEMENTS I
摘要 II
ABSTRACT III
TABLE OF CONTENTS IV
LIST OF TABLES VII
LIST OF FIGURES VIII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 Research Objectives 4
1.2 Research Structure 5
CHAPTER TWO LITERATURE REVIEW 6
2.1 Definition of Relevant Research Construct 6
2.1.1 Abusive Supervision 6
2.1.2 Job Stress 7
2.1.3 Psychological Distress 8
2.1.4 Job Satisfaction 8
2.1.5 Workplace Deviance Behavior 8
2.1.6 Turnover Intention 10
2.1.7 Emotional Stability 11
2.2 Development of Literature Hyphotheses 12
2.2.1 The relationships between Abusive Supervision and Stress 12
2.2.2 Stress as Mediator 13
2.2.3 Emotional Stability as the Moderator 16
CHAPTER THREE RESEARCH DESIGN AND METHOLOGY 19
3.1 Research Framework 19
3.2 Construct Measurements 20
3.2.1 Abusive Supervision 20
3.2.2 Job Stress 21
3.2.3 Psychological Distress 21
3.2.4 Job Satisfaction 23
3.2.5 Workplace Deviance Behavior 23
3.2.6 Turnover Intention 25
3.2.7 Emotional Stability 25
3.2.8 Control Variables 26
3.3 Sampling Plan 27
3.4 Data Analysis Method 27
3.4.1 Descriptive Statistical Analysis 27
3.4.2 Reliability and Convergent Validity Analysis 27
3.4.3 Confirmatory Factor Analysis (CFA) 28
3.5.4 Pearson Correlation Coefficient 28
3.5.5 Sobel Test 28
CHAPTER FOUR RESULTS 29
4.1 Descriptive Statistical Analysis 29
4.2 Reliability and Convergent Validity Analysis 31
4.3 Confirmatory Factor Analysis (CFA) 35
4.4 Pearson Correlation Coefficient 36
4.5 Regression Analysis 38
CHAPTER FIVE CONCLUSION 48
5.1 Research Conclusion 48
5.2 Theory Implication 50
5.3 Managerial Implication 50
5.4 Limitation and Suggestion 51
REFERENCES 52
APPENDIXES 61
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