臺灣博碩士論文加值系統

過去有關轉換型領導、自我效能、情緒智商、知覺工作壓力與憂鬱情緒的研究，大多在個別探討轉換型領導對工作效率的影響、壓力對員工表現、憂鬱情緒對工作表現的影響等，對員工所知覺之主管的領導方式，與己身所知覺之自我效能和情緒智商，對其知覺工作壓力與憂鬱情緒相互間的影響著墨不多。故本研究整合這些研究變數，建立研究架構，目的在探討轉換型領導、自我效能與情緒智商對知覺工作壓力與憂鬱情緒的影響，並探討知覺工作壓力對主管的領導方式、自我效能及情緒智商與憂鬱情緒之見的關係，是否存在中介效果。
依研究者多年業界觀察發現，保險業在充滿壓力與競爭的環境之下，保險業務員感受到主管的轉換型領導程度，對於員工的知覺工作壓力及憂鬱情緒的影響相形重要，此外，員工的情緒智商和自我效能特質亦扮演重要角色。故本研究以保險從業人員研究對象，實證資料以網路問卷方式進行調查，計回收328份問卷，有效問卷237份，有效回收率為72.25%。實證資料以SPSS 21.0及AMOS 21.0版統計軟體進行分析。研究結果顯示：H1.轉換型領導對知覺工作壓力有負向的影響，假設成立。H2.轉換型領導對憂鬱情緒有負向的影響，假設不成立。H3.自我效能對知覺工作壓力有負向的影響，假設不成立。H4.自我效能對憂鬱情緒有負向的影響，假設成立。H5.情緒智商對知覺工作壓力有負向的影響，假設不成立。H6.情緒智商對憂鬱情緒有負向的影響，假設成立。H7.知覺工作壓力對憂鬱情緒有正向的影響，假設成立。此外，H8.知覺工作壓力對轉換型領導與憂鬱情緒之關係具有中介效果，假設成立。H9.知覺工作壓力對自我效能與憂鬱情緒之關係具有中介效果，假設成立。H10.知覺工作壓力對情緒智商與憂鬱情緒之關係不具有中介效果，假設不成立。

In the past, most researches related transformational leadership, self-efficacy, EQ, perceived job stress and depressed mood were almost focused on the impacts between transformational leadership on job efficiency, job stress on employee’s performance, depressed mood on work performance, and few on the effects of perceived leader’s leadership, self-efficacy, and EQ on perceived job stress and depressed mood. Therefore, this study integrated these variables to formulate the research framework. The purposes of this study are to explore the effects of transformational leadership, self-efficacy, and EQ on perceived job stress and depressed mood. Moreover, this study also explored the mediating effects of perceived job stress on the relationships between transformational leadership and depressed mood, self-efficacy and depressed mood, EQ and depressed mood.
According to the observation of this researcher, the insurance industry is much competitive and their employees are perceived high job stress. Thus, the effects of leader’s transformational leadership on their job stress and depressed mood is much important. Moreover, employee’s EQ and self-efficacy also play an important role. Therefore, this study uses insurance salesperson as research subjects. 237 valid questionnaires out of 328 copies returned, getting 72.25% valid response rate. The empirical data were analyzed by using SPSS 21.0 and AMOS 21.0 statistical software.
The research results show that: Hypothesis H1, transformational leadership has a negative impact on perceived work pressure, is supported. Hypothesis H2, transformational leadership has a negative effect on depressed mood, is not supported. Hypothesis H3, self-efficacy has a negative effect on perceived work stress, is not supported. Hypothesis H4, self-efficacy has a negative effect on depressed mood, is supported. Hypothesis H5, EQ has a negative effect on perceived work stress, is not supported. Hypothesis H6, EQ has a negative effect on depressed mood, is supported. Hypothesis H7, Perceived job stress has a positive effect on depressed mood, is supported. Hypothesis H8, Perceived job stress has a mediating effect on the relationship between transitional leadership and depressed mood, is supported. Hypothesis H9, Perceived job stress has a mediating effect on the relationship between self-efficacy and depressed mood, is supported. Hypothesis H10, perceived job stress has no mediating effect on the relationship between EQ and depressed mood, is supported.

中文摘要
英文摘要
誌謝辭
目錄
表目錄
圖目錄
第壹章 緒論
第一節 研究背景與動機
第二節 研究目的
第三節 研究流程
第四節 研究結構
第貳章 文獻探討
第一節 保險業務簡介
第二節 轉換型領導
第三節 自我效能
第四節 情緒智商
第五節 知覺工作壓力
第六節 憂鬱情緒
第七節 研究變數間之關係
第參章 研究方法
第一節 研究架構
第二節 研究假設
第三節 變數之操作性定義與衡量
第四節 研究對象與資料收集方法
第五節 資料分析分法
第肆章 研究結果
第一節 敍述性統計分析
第二節 信度及效度分析
第三節 結構方程模式分析
第四節 中介效果分析
第五節 研究結果
第六節 管理意涵
第伍章 結論與建議
第一節 研究結論
第二節 研究建議
第三節 研究限制與未來研究方向

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