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研究生:邱文華
研究生(外文):Wen-Hua Chiu
論文名稱:核心自我評價對員工敬業度之影響—以個人當責與心理賦權為中介變項
論文名稱(外文):The Impact of Core Self-Evaluation on Employee Engagement- Testing the Mediating Effects of Personal Accountability and Psychological Empowerment
指導教授:林淑慧林淑慧引用關係
指導教授(外文):Shu-Huei Lin
口試委員:黃文柔吳建明
口試日期:2020-07-07
學位類別:碩士
校院名稱:國立中正大學
系所名稱:勞工關係學系碩士在職專班
學門:社會及行為科學學門
學類:綜合社會及行為科學學類
論文種類:學術論文
論文出版年:2020
畢業學年度:108
語文別:中文
論文頁數:83
中文關鍵詞:核心自我評價個人當責心理賦權員工敬業度
外文關鍵詞:core self-evaluationpersonal accountabilitypsychological empowermentemployee engagement
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企業的成敗及獲利與否取決於員工存在敬業度的多寡,當企業除了透過遴選制度挑選高核心自我評價的員工後,理論上應該會展現高員工敬業度並展現於個人與組織績效,但就眾多文獻報告與企業現象指出已有愈來愈多發生變異的現象。因此,本研究使用內部激勵的個人當責與外部激勵的心理賦權中介變項與核心自我評價及和員工敬業度建構出研究模式來探討目前企業所遭遇到的員工敬業度變異問題,尤其在這個「智慧化生產」時代更是突顯此問題重要性。
目前台灣產業已進入「智慧化生產」及「地球村分工」供應鏈結構的時代,在保有企業競爭力及獲利前提下,如何保持與提升員工敬業度則成為企業重視課題,本研究以核心自我評價、心理賦權及個人當責等變項探討與員工敬業度關係性,提供企業做為參考依據並做出正確的行動。
本研究以台灣地區的私人企業及醫療院所等白領從業人員為研究對象,問卷發放主要採用線上及紙本問卷方式並挑選指定抽樣對象來進行資料蒐集,總計共回收490份有效問卷。
本研究使用描述性統計分析、信度分析、驗證性因素分析、相關分析及結構方程模式等方法針對抽樣數據進行研究假設驗證,經分析得到以下結果:
一、員工的核心自我評價對員工的個人當責具有顯著正向影響。
二、員工的個人當責對員工敬業度具有顯著正向影響。
三、員工的核心自我評價對員工的心理賦權具有顯著正向影響。
四、員工的心理賦權對員工敬業度具有顯著正向影響。
五、員工的個人當責對核心自我評價與員工敬業度有部分中介影響效果。
六、員工的心理賦權核心自我評價與員工敬業度有部分中介影響效果。

關鍵詞:核心自我評價、個人當責、心理賦權、員工敬業度

The success or failure of a company and its profitability depend on the values of employee engagement. When an enterprise uses the system to recruit core self-evaluation employees, employees should theoretically demonstrate high employee engagement and performance in personal and organizational performance. However, more and more mutations have occurred in many literature and corporate phenomena. Therefore, this study build the model that including the core self-evaluation , employee engagement and mediator(personal accountability, and psychological empowerment)to discuss the current variation of the company for employee engagement. Especially, in this era of intelligent production, the importance of this issue is highlighted.
Currently, the industry in Taiwans has entered the era of of intelligent production and the supply system with Division in the Global Village. With keeping the competitiveness and profitability of the enterprise, how to maintain and enhance employee engagement has become an important issue for enterprises. This study investigates the relationship between employee engagement and core self-evaluation. Psychological empowerment and personal accountability were examined the mediating effects on the relationship.
  In this study, research objects are white-collar workers from private companies and medical institutions in Taiwan. The questionnaires were distributed mainly through online and face-to face. A total of 490 valid questionnaires were collected.
  Descriptive statistical analysis, reliability analysis, confirmatory factor analysis, correlation analysis, and structural equation modeling were applied to verify research hypothesis. The results are shown below:
1. Employee's core self-evaluation has a positive effect on the employee's personal accountability.
2. Personal accountability of employees has a positive effect on employee engagement.
3. Employee's core self-evaluation has a positive effect on the employee's psychological empowerment.
4. Psychological empowerment of employees has a positive effect on the employee engagement.
5. Personal accountability of employees has a significant partial mediating effect on the relationship between core self-evaluation and employee engagement.
6. Employees' psychological empowerment has a significant partial mediating effect on the relationship between core self-evaluation and employee engagement.

Keywords: core self-evaluation, personal accountability, psychological empowerment, employee engagement

目錄

中文摘要
ABSTRACT
第一章 緒論
第一節 研究背景與動機
第二節 研究目的與問題
第三節 解釋名詞
第二章 文獻探討
第一節 核心自我評價
第二節 當責
第三節 員工敬業度
第四節 心理賦權
第五節 各研究變項間之關係
第三章 研究方法
第一節 研究架構與假設
第二節 研究對象與資料蒐集
第三節 研究變項操作性定義與衡量工具
第四節 問卷信度及效度分析
第五節 資料分析方法
第四章 結果與討論
第一節 相關分析
第二節 個人當責之中介效果分析
第三節 心理賦權之中介效果分析
第五章 結論與建議
第一節 研究假設驗證結果
第二節 研究結論 54
第三節 研究建議與限制
參考文獻
附錄

圖目錄

圖 2-1-1「核心自我評價」四個組成特徵要素
圖 2-1-2「社會學習理論」三個因素交互影響
圖 2-3-1 Hewitt 公司員工敬業度模式
圖 3-1-1 研究架構
圖 4-3-1 初始結構方程模式
圖 4-3-2 修正結構方程模式

表目錄

表3-2-1樣本次數分配表
表3-3-1核心自我評價之量表
表3-3-2個人當責之量表
表3-3-3員工敬業度之量表
表3-3-4心理賦權之量表
表3-4-1核心自我評價特質驗證性因素分析
表3-4-2當責特質驗證性因素分析
表3-4-3員工敬業度驗證性因素分析
表3-4-4心理賦權驗證性因素分析
表4-1-1各研究變項之相關分析表
表4-2-1個人當責對核心自我評價與員工敬業度之中介分析表
表4-3-1極端值檢驗表
表4-3-2變項違犯估計檢定表
表4-3-3初始模式與修正後模式配適度對照表
表4-3-4各變項之直接效果、間接效果及總效果表
表5-1-1研究假設驗證結果彙整表


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