臺灣博碩士論文加值系統

近年來「領導」一直以來備受學術界與實務界所重視，在個人與組織的整合過程中，領導是最具影響作用的因素。而領導者的「心情」，將是影響其部屬表現的重要因素之一，從實務角度觀之，過去研究已發現情緒勞動與員工效能以及心理福祉息息相關，然而，鮮少有研究將主管正向情感特質在組織行為之離職情境下探討。因此本研究透過實地法的方式進行研究，主要目的在於探討主管正向情感特質是否會透過知覺主管支持、組織承諾、工作滿意度三個中介機制，影響到員工離職傾向。本研究以台灣地區48家企業之51位主管及192位員工為研究對象，採跨期的方式蒐集問卷。研究結果顯示組織承諾、工作滿意度會中介主管正向情感特質與員工離職傾向間的關係。

In recent years "leadership" has been an issue of great interest to researchers and practitioners. Leadership is the most influential factor among the integration of individals and organizations. The "mood" of the leader will be one of the important factors that affect the performance of its subordinates. However, there has been very few research to precisely model the process in which positive affectivity lead to turnover intention in organizational settings. The main purpose of this field research was to explore the mediating mechanisms between supervisor positive affectivity and turnover intention. The data were collected from 192 employees and 51 supervisors in forty-eight organizations in Taiwan. The results showed that organizational commitment and job satisfaction mediated the relationship between positive affectivity and turnover intention.

中文摘要 i
ABSTRACT ii
誌謝 iii
目錄 v
表目錄 viii
圖目錄 ix
第一章 緒論 2
1.1研究動機 2
1.2研究目的 4
1.3研究流程 4
第二章 文獻探討 6
2.1情感特質（trait affect） 6
2.2離職傾向（turnover intention） 8
2.3知覺主管支持（perceived supervisor support） 11
2.4知覺主管支持的中介角色 13
2.5組織承諾（organizational commitment） 15
2.5.1組織承諾的定義 15
2.6組織承諾的中介角色 19
2.7工作滿意度（job satisfaction） 21
2.7.1工作滿意度的定義 21
2.7.2工作滿意理論 22
2.8工作滿意度的中介角色 26
第三章 研究方法 28
3.1研究架構 28
3.2研究假設 28
3.3研究對象與研究流程 29
3.3.1研究對象 29
3.3.2研究流程 31
3.4研究變數測量 32
3.4.1自變數：主管正向情感特質 32
3.4.2中介變數 32
3.4.3依變數：員工離職傾向 34
3.4.4控制變數 34
3.5研究方法 36
第四章 研究結果 37
4.1測量模式分析 37
4.2相關分析 38
4.2.1自變數與中介變數的關係 38
4.2.2中介變數與依變數的關係 38
4.2.3依變數與控制變數的關係 38
4.3模型分析 40
4.3.1結構模式分析 40
4.3.2替代模型分析 40
4.3.3最適模型分析 42
第五章 研究結論與建議 43
5.1研究結果與討論 43
5.2理論貢獻 44
5.3實務貢獻 46
5.4研究限制與未來研究建議 48
參考文獻 51
附錄 65

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