臺灣博碩士論文加值系統

在現今社會中人力資源部門是守住人才的關鍵，而讓工作帶來意義而非僅僅只是工作成為重要的議題，而過去研究鮮少有關以自我效能理論為出發點來增加工作形塑行為，進而提升創意績效及工作鑲嵌。
本研究系以探討員工工作形塑的前因及後果，以員工之自我效能感、勤勉盡責性之特質的員工，以及發揮其在工作中的團隊公民行為，進而成為工作形塑之行為，本研究主要探討工作形塑行為是否會對工作產生更佳的創意作為，以及員工是否因自主性的工作形塑行為以達更高水平的工作鑲嵌；研究係透過回顧相關的文獻並進行實證研究。
本研究為問卷發放，研究對象為組織系統健全之中小企業，並針對各公司部門間進行調查，並請一位單位主管挑選其屬下三至四位員工進行問卷填寫之填寫。本研究共回收78組的有效問卷，包含70位主管所填寫的187份問卷，以及187位不同員工所填寫之問卷。
研究結果顯示員工的自我效能感及盡責性會提高工作形塑行為，最終也會影響員工的創意績效及提升工作鑲嵌，而團隊公民行為的調節效果並未獲得驗證。此結果可為企業之人力資源部門於用、選人才及教育人才時帶來實務上之建議。

In modern society, human resource management is the key factor to recruit and retain talented employees. Making work as self-accomplishment in employees’ career life becomes a very important issue. However, there were very few researches talking about improving job crafting and then improving creative performance and job embeddedness bases on personal characteristic in.
This research discusses about the cause and the effect of employees’ job crafting. Based on self-efficacy theory, employees can be encouraged with conscientiousness characteristics and develop team OCB in their works through the mechanism of job-crafting. This research mainly elaborates whether job-crafting can lead to more creative performances in works and whether the employees can achieve higher levels of job embeddedness by job-crafting. This research further provides empirical evidences to support our hypotheses.
Questionnaires were employed in this research and all participants are from the small and medium enterprise. The investigations are implemented in each department of a company and then invited one manager with 3 to 4 employees to fill out the questionnaires. The final valid samples are 78 team cases including 70 supervisor cases and 187 employee cases for further analysis.
The results of this research indicate that the self-efficacy and conscientiousness of employees can improve the performances of job-crafting and then affect the creative performances and job embeddedness. The moderation influence of team OCB are not supported in this study. These results can be used by the human resource department of an enterprise, generating practical recommendations in selecting and training employees.

摘要 1
第一章 緒論 9
第一節 研究動機 9
第二節 研究目的 11
第三節 名詞解釋 12
第四節 研究流程 13
第二章 文獻探討與假設 14
第一節 創意作為(Creative performance) 14
第二節 工作鑲嵌(Job Embeddness) 17
第三節 自我效能(self-efficacy) 21
一、 自我效能與創意作為之關係 26
二、 自我效能與工作鑲嵌之關係 27
第四節 盡責性(Conscientiousness) 27
一、 盡責性與創意作為之關係 32
二、 盡責性與工作鑲嵌之關係 33
第五節 工作形塑(Job Crafting) 34
一、 自我效能與盡責性對於工作形塑之關係 40
二、 工作形塑對於創意作為與工作鑲嵌之關係 41
三、 工作形塑的中介效果 42
第六節 團隊公民行為(Team OCB) 42
一、 團隊公民行為對於工作形塑與創意作為之關係的調節效果 46
二、 團隊公民行為對於工作形塑與工作鑲嵌之關係的調節效果 47
第三章 研究設計 49
第一節 研究架構 49
第二節 研究設計 49
第三節 資料分析方法 53
一、 敘述性統計分析 53
二、 信度分析 53
三、 相關係數分析 53
四、 Sobel Test 53
五、 階層線性模式 53
第四章 實證結果分析 54
第一節 樣本背景分析 54
一、 性別樣本結構 54
二、 年齡樣本結構 55
三、 教育程度樣本結構 55
四、 部門別樣本結構 56
五、 年資樣本結構 57
第二節 相關分析 57
第三節 迴歸分析 58
一、 假設一 自我效能會正向影響創意作為 59
二、 假設二 自我效能會正向影響工作鑲嵌 59
三、 假設三 盡責性會正向影響創意作為 60
四、 假設四 盡責性會正向影響工作鑲嵌 61
五、 假設五 自我效能會正向影響工作形塑 61
六、 假設六 盡責性會正向影響工作形塑 62
七、 假設七 工作形塑會正向影響創意作為 63
八、 假設八 工作形塑會正向影響工作鑲嵌 64
九、 工作形塑的中介效果 65
第四節 Sobel Test 68
第五節 階層線性模式(HLM)分析 70
第五章 討論與建議 74
第一節 假設檢定統整 75
第二節 研究貢獻 76
第三節 管理意涵 77
第四節 研究限制與未來建議 77
第五節 結論 78
第六章 參考文獻 80
第七章 附錄 94



圖目錄
圖1- 1 研究流程圖 13

圖3- 1本研究架構圖 49

圖4- 1 Sobel test應用於本研究各變項之對照圖 69

 
表目錄

表2-1 創意作為之文獻及各學者之定義 15
表2- 2工作鑲嵌之文獻及各學者之定義 19
表2- 3自我效能之文獻及各學者之定義 22
表2- 4盡責性之文獻及各學者之定義 28
表2- 5工作形塑之文獻及各學者之定義 35
表2- 6團隊公民行為之文獻及各學者之定義 44

表4- 1性別樣本結構 55
表4- 2樣本結構─年齡 55
表4- 3教育程度樣本結構 56
表4- 4部門別樣本結構 57
表4- 5年資樣本結構 57
表4- 6平均數、標準差、相關分析表 58
表4- 7自我效能對創意作為之迴歸分析結果 59
表4- 8自我效能對工作鑲嵌之迴歸分析結果 60
表4- 9盡責性對創意作為之迴歸分析結果 60
表4- 10盡責性對工作鑲嵌之迴歸分析結果 61
表4- 11自我效能對工作形塑之迴歸分析結果 62
表4- 12盡責性對工作形塑之迴歸分析結果 62
表4- 13工作形塑對創意作為之迴歸分析結果 63
表4- 14工作形塑對工作鑲嵌之迴歸分析結果 64
表4- 15工作形塑對自我效能與創意作為中介效果迴歸分析結果 65
表4- 16工作形塑對自我效能與工作鑲嵌中介效果迴歸分析結果 66
表4- 17工作形塑對盡責性與創意作為中介效果迴歸分析結果 67
表4- 18工作形塑對盡責性與工作鑲嵌中介效果迴歸分析結果 68
表4- 19工作形塑中介效果檢定 69
表4- 20團隊公民行為對工作形塑與創意作為階層線性模式分析 72
表4- 21團隊公民行為對工作形塑與工作鑲嵌階層線性模式分析 73

表5- 1假設檢定統整表 75

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