臺灣博碩士論文加值系統

在高度競爭的工作環境中，良好時間運用成為組織及個人不可或缺的理念，然而大部分的工作者，卻無法取得時間平衡，員工常在自身人格特質、時間傾向，以及領導者與員工間，因為時間運用或理念不能很好協調，因而陷入工作困境無法自拔。更甚者，壓縮員工個體身心，因而使得個體產生倦怠。為此，本研究探討競爭性人格特質、多元時間使用偏好與工作倦怠之關聯性，以及員工多元時間使用偏好與工作倦怠關係是否會藉由知覺主管時間領導調節而有所不同。
針對400份研究者任職銀行員工填答有效問卷進行資料分析。結果發現競爭性人格特質對工作倦怠、多元時間使用偏好具顯著負向關係；多元時間使用偏好對工作倦怠具顯著正向關係；知覺時間領導對多元時間使用偏好與工作倦怠之關係未具調節效果。針對上述結果，本研究提出管理意涵與建議。

In a highly competitive work environment, temporal employment is an indispensable concept for organizations and individuals. However, most workers can not achieve a balance of time and fall into working dilemma resulting from their own personality traits, temporal disposition, and bad coordination with their leaders in temporal concepts. Further more, the physical and mental aspects of the employee are compressed, thus causing the individual to generate burnout.
Data was collected from the 400 employee level valid questionnaires of the bank that the researcher works at. The results were discovered that trait competitiveness had significantly negative relationships with ploychronicity preferred and job burnout, ploychronicity preferred had significantly positive relationships with job burnout. Also the perceived temporal leadership was found that had no moderating effect on the relationship between ploychronicity preferred and job burnout. In view of the above results, both theoretical and practical implications are discussed.

目錄I
表目錄II
圖目錄III
第一章　緒論1
第一節　研究背景1
第二節　研究動機2
第三節　研究目的4
第四節　研究流程5
第二章　文獻探討6
第一節　競爭性人格特質6
第二節　工作倦怠8
第三節　時間傾向10
第四節　時間領導15
第三章　研究方法18
第一節　研究架構18
第二節　研究設計18
第三節　變數衡量19
第四節　變數信效度21
第四章　結果與討論23
第一節　樣本特性分析23
第二節　差異分析25
第三節　相關分析29
第四節　迴歸分析32
第五章　結論與建議36
第一節　研究結論與發現36
第二節　管理意涵與建議39
第三節　研究限制與未來研究建議41
參考文獻 43
表目錄
表3-1變數之信度表21
表4-1問卷回收樣本特性分析表25
表4-2性別與各變數間差異分析26
表4-3年齡與各變數間差異分析26
表4-4婚姻與各變數間差異分析27
表4-5到任工作年資與各變數間差異分析27
表4-6與主管性別一致性與各變數間差異分析28
表4-7分行人數與各變數間差異分析29
表4-8研究變數之平均數、標準差以及相關係數表31
表4-9各變數之直接效果迴歸分析33
表4-10知覺時間領導對多元時間使用偏好影響工作倦怠調節效果迴歸分析35
圖目錄
圖1-1研究流程圖5
圖3-1研究架構圖18

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