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研究生:郭雯萍
研究生(外文):KUO, WEN-PING
論文名稱:競爭是福?是禍?揭開親信關係知覺對個體工作活力與滿意的影響歷程:競爭氣候知覺調節中介模式的驗證
論文名稱(外文):Competition, be benefited? or be disaster? Explore the constructive effect of the Chinxin Relationship on Thriving at Work and Job satisfaction: Competitive Climate as a Moderated Mediator.
指導教授:許金田許金田引用關係
指導教授(外文):HSU, CHIN-TIEN
口試委員:胡秀華余坤東
口試委員(外文):HU, HSIU-HUAYU, KUNG-DON
口試日期:2018-07-27
學位類別:碩士
校院名稱:銘傳大學
系所名稱:諮商與工商心理學系碩士在職專班
學門:社會及行為科學學門
學類:心理學類
論文種類:學術論文
論文出版年:2019
畢業學年度:107
語文別:中文
論文頁數:43
中文關鍵詞:工作活力工作滿意部屬親信關係知覺競爭氣候知覺
外文關鍵詞:Thriving at workJob satisfactionChinxin RelationshipCompetitive climate
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研究將以華人特有組織脈絡下,探討部屬親信關係知覺與工作滿意之影響,並檢視工作活力的中介效果及競爭氣候強的環境下對於部屬親信關係知覺之關聯性,本研究將透問卷方式,以國內企業之受僱一年以上之員工為受訪對象,回收有效問卷為212份,期望透過本研究加以實證,部屬親信關係知覺對於各種變項之調節效果,在實證結果下發現本研究更可強化LMX的理論基礎,當部屬知覺與主管的親信關係愈佳時,能獲得較高的獎酬,在犯錯時也會獲得主管較小的責難,而在本篇研究更進一步可以指出,部屬與主管的關係品質良好時,員工不僅會在工作上回報給主管與組織,也會自覺在工作上更有意義,因此可得知,部屬親信關係知覺,確實會影響到員工對工作的滿意程度,最後,再加以討論本研究的意涵、研究限制及未來究方向。
This study has examined the impacts of Chinxin Relationship and job satisfaction under the context of Chinese-specific organizations, and examined the mediating effects of job dynamism and the relevance of conscious perceptions of subordinate relations under a competitive climate. In this study, questionnaires are used as the research approach. Employees hired by domestic companies for more than one year were interviewed, and 212 valid copies of questionnaires were collected. It is expected that this study will be used empirically to examine the effects of various variables in Chinxin Relationship. The results were found under the empirical results. It can further strengthen the theoretical basis of LMX. When the relationship between subordinate perception and supervisor's kinship is better, a subordinate can get a higher reward. When a subordinate makes mistakes, he can get smaller culpability from the supervisor. This study points out further steps. When the quality of the relationship between subordinates and supervisors is good, the employees will not only give feedback to the supervisors and organizations at work, but also make more sense in their work. Therefore, it can be seen that Chinxin Relationship does affect the degree of employees' satisfaction with their work. Finally, there are the discussions of the implication of this study, research limitations, and future directions.
摘要 i
Abstract ii
壹、 緒論 1
貳、 文獻探討 4
一、 部屬親信關係知覺 4
二、 工作活力 5
三、 工作滿意 6
四、 競爭氣候知覺 6
五、 部屬親信關係知覺與工作滿意之關係 7
六、 部屬親信關係知覺與工作活力之關係 8
七、 工作活力的中介效果 8
八、 競爭氣候知覺的調節效果 9
九、 競爭氣候知覺的調節式中介效果 10
參、 研究方法 11
一、 研究架構與假設 11
二、 研究對象與程序 12
三、 各變項衡量 12
四、 測量模式分析 15
肆、 研究結果 17
一、 敘述統計及各變項之相關分析 17
二、 假說驗證 17
伍、 結論與建議 23
一、 結論 23
二、 理論意涵 24
三、 實務意涵 25
四、 實務的建議 25
五、 研究限制與建議 26
參考文獻 28
附錄一 問卷 34

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