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研究生:施季儂
研究生(外文):SHIH, JI-NONG
論文名稱:工作特性對敬業貢獻度之影響:工作塑造之中介效果
論文名稱(外文):The Impact of Job Characteristics on Work Engagement: the Mediating Effect of Job Crafting
指導教授:林尚平林尚平引用關係
指導教授(外文):LIN, SHANG-PING
口試委員:楊仁壽吳建明林尚平
口試委員(外文):YANG, JEN-SHOUWU, CHIEN-MINGLIN, SHANG-PING
口試日期:2017-06-28
學位類別:碩士
校院名稱:國立雲林科技大學
系所名稱:企業管理系
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:中文
論文頁數:97
中文關鍵詞:工作特性工作塑造敬業貢獻度
外文關鍵詞:Job CharacteristicsJob CraftingWork Engagement
相關次數:
  • 被引用被引用:1
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優秀的人才是組織重要的資產,因此如何提升員工的工作敬業程度以降低其離職意願,便成為領導者關注的課題。過去研究大多針對工作者之個別因素探討敬業度,然而,其亦可能受到組織及工作特性因素之影響。相關研究即指出,工作特性能夠預測敬業貢獻度;當員工在工作上知覺擁有正向工作特性時,便會促使其對組織產生正向信念,主動改變工作型態及方式,使得本身的喜好、技能更貼近其工作特性及需求,因此對工作產生熱情,進而提升敬業貢獻度。
工作塑造(job crafting)是一個較新穎的議題,且國內相關研究大多以幼教業及醫療業為對象;然而,國外研究指出,工作塑造並不只侷限於某種產業。故本研究欲進一步檢驗敬業貢獻度是否會因工作特性的不同而存在差異,並驗證員工之工作塑造行為在工作特性與敬業貢獻度間之中介程度。
本研究透過文獻及問卷調查,以某消防機關之內、外勤人員為研究對象,進行紙本問卷之發放,總共蒐集有效問卷167份,利用SPSS 20電腦統計套裝程式對各變項進行分析,研究結果顯示:
一、工作特性之自主性、回饋性皆與敬業貢獻度存在顯著正向關聯;而技能多樣性、工作完整性及工作重要性對於敬業貢獻度並無顯著關係。
二、工作完整性與增加結構性工作資源為顯著正向關係;回饋性則與增加社會性工作資源、增加挑戰性工作需求及減少阻礙性工作需求存在顯著正向關聯。
三、工作塑造之增加結構性工作資源與敬業貢獻度間存在顯著正向關係。
四、自主性及回饋性會透過增加結構性工作資源之中介效果對敬業貢獻度產生正向影響。
Excellent talent is an important asset of the enterprise, so how to improve work engagement of the staff has become the subject a leader concerned about. In terms of engagement, most of the past studies have focused on the individual factors of the workers. However, past studies have also shown that job characteristics can predict employee engagement. When employees were aware of positive job characteristics, they would be able to generate positive beliefs about their organization which may promote job crafting behavior and help to enhance work engagement.
The purpose of this study were to further examine whether work engagement will vary depending on the characteristics of the work and to explore whether there is an intermediary effect between the job characteristics and work engagement.
One hundred and sixty-seven internal and external staffs of a fire department were surveyed with questionnaire. The model was analyzed using SPSS 20. Results indicated that:
1. Autonomy and feedback have significantly positive effect on work engagement; skill variety, task identity, and task significance have no significant effect on work engagement.
2. Task identity has significantly positive effect on increasing structural job resources; feedback has significantly positive effect on increasing social job resources, increasing challenging job demands, and decreasing hindering job demands.
3. Increasing structural job resources has significantly positive effect on work engagement.
4. Autonomy and feedback have positive effect on work engagement through the mediating effect of increasing structural job resources.
摘要 i
ABSTRACT ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 vii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 3
第三節 研究流程 5
第二章 文獻探討 6
第一節 敬業貢獻度 6
2.1.1 敬業貢獻度之起源 6
2.1.2 影響敬業貢獻度之前因 6
2.1.3 敬業貢獻度之影響結果 8
2.1.4 敬業貢獻度之定義 8
2.1.5 敬業貢獻度之衡量構面 12
第二節 工作特性 14
2.2.1 工作特性之起源與定義 14
2.2.2 工作特性相關理論 17
第三節 工作塑造 21
2.3.1 工作塑造背景與起源 21
2.3.2 工作塑造之定義 22
2.3.3 工作塑造理論 23
2.3.4 工作塑造之類型 26
第四節 工作特性、工作塑造與敬業貢獻度之關聯性 28
2.4.1 工作特性與敬業貢獻度 28
2.4.2 工作特性與工作塑造 30
2.4.3 工作塑造與敬業貢獻度 32
2.4.4 工作特性、工作塑造與敬業貢獻度 34
第三章 研究方法 35
第一節 研究架構與假設 35
3.1.1 研究架構 35
3.1.2 研究假設 36
第二節 研究變項之操作型定義與衡量方式 37
3.2.1 工作特性 37
3.2.2 工作塑造 39
3.2.3 敬業貢獻度 41
第三節 問卷設計 43
第四節 研究對象與資料蒐集方法 45
3.4.1 研究對象 45
3.4.2 資料蒐集方法 45
第五節 資料分析方法 46
第四章 研究結果與資料分析 48
第一節 敘述性統計分析 48
第二節 信度分析 50
第三節 因素分析 51
第四節 各變項之相關分析 55
第五節 多元迴歸分析 56
4.5.1 工作特性與敬業貢獻度之迴歸分析 56
4.5.2 工作特性與工作塑造之迴歸分析 57
4.5.3 工作塑造與敬業貢獻度之迴歸分析 63
4.5.4 工作特性、工作塑造與敬業貢獻度之迴歸分析 65
第六節 Harman’ s單一因素檢定 68
第五章 結論與建議 69
第一節 結論 69
第二節 研究之實務管理意涵 70
第三節 研究限制 72
第四節 未來研究建議 73
參考文獻 74
附錄:問卷 86
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