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研究生:李幸璉
研究生(外文):Hsin-Lien Li
論文名稱:帶人要帶心: 探討知覺主管支持對工作敬業心之影響-以心理資本為中介變項
論文名稱(外文):Impact of Perceived Supervisor Support on Work Engagement : Mediating Role of Psychological Capital
指導教授:陳建男陳建男引用關係
指導教授(外文):Chien-Nan Chen
口試委員:郭又銘陳淑玲
口試委員(外文):Yu-Ming KuoShu-Ling Chen
口試日期:2020-07-09
學位類別:碩士
校院名稱:國立東華大學
系所名稱:企業管理學系
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:2020
畢業學年度:108
語文別:中文
論文頁數:48
中文關鍵詞:社會交換理論知覺主管支持工作敬業心心理資本
外文關鍵詞:Social Exchange TheoryPerceived Supervisor SupportPsychological CapitalWork Engagement
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於工作場合中,主管提倡「帶人要帶心」,然而員工何以能理解主管的心意,透過什麼方式讓自我的工作效能提高?本研究以「社會交換理論」為基礎,試圖了解知覺主管支持可否藉由心理資本之中介提高員工之工作敬業心。本研究施測對象為台灣的全職員工,共251筆問卷調查資料,經實證結果顯示,知覺主管支持與心理資本為正相關;心理資本與工作敬業心為正相關;以及知覺主管支持會透過心理資本之中介效果,正向影響員工工作敬業心,本研究最後亦提出相關的理論與實務管理意涵。
It is said that “ To mange people is to mange their minds. “ But how can employees understand the supervisor's mind and how to improve their work efficiency? This study is based on "social exchange theory" trying to figure out the mediating role of psychological capital between perceived supervisor support and work engagement. This study analyzed 251 questionnaires from full-time employees in Taiwan. The empirical results revealed that perceived supervisor support positively affected psychological capital, psychological capital positively affected work engagement, and perceived supervisor support will positively affect employees’ work engagement through the mediating effect of psychological capital. At the end of this study, relevant theoretical and practical management implications are also proposed.
第一章 緒論 1
第二章 文獻回顧與研究假設 5
第三章 研究方法 19
第四章 研究結果 27
第五章 結論與建議 35
中文
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張國義、陳淑玲、呂依璇,2015。團隊競爭氣候對業務人員任務績效之影響歷程:察覺-動機-能耐觀點。臺大管理論叢,25(3),133-162。
陳映潔,2015。個人與組織適配、知覺主管支持對敬業貢獻與組織公民行為之影響。國立臺灣師範大學科技應用與人力資源發展學系碩士論文。
陳淑玲、黃讌茹,2014。轉換型領導對工作敬業心的影響歷程:心理資本與服務氣候之跨層次中介觀點。臺大管理論叢,25(1),129-156。
陳靜華,2016。工作家庭福利溝通、工作家庭措施可使用性與工作家庭福利滿意及工作滿意之關聯 探討知覺主管支持之干擾效果。國立中央大學人力資源管理研究所碩士論文。
郭建志、曹常成,2004。內外控信念、主管支持與不安全行為:臺灣營造業之研究。中華心理學刊,46(4),293-305。
謝耀瑩,2012。主管真誠領導與員工心理資本對工作敬業心之影響-工作意義的中介效果。國立東華大學企業管理學系碩士論文。
譚美金、毛晉平,2013。心理資本:概念、結構及前因變量。社會心理科學,28(6),
28-33。
羅新興、周慧珍,2006。組織成員知覺主管支持對其離職傾向之影響-探探工作負荷與成就動機之干擾作用。人力資源管理學報,6(4),67-80。
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1. 主管真誠領導與員工心理資本對工作敬業心之影響─工作意義的中介效果
2. 個人與組織適配、知覺主管支持對敬業貢獻與組織公民行為之影響
3. 主管職涯滿意對員工工作敬業心的影響-主管心理資本為中介效果
4. 柔性領導與角色績效之研究─知覺主管支持的中介效果
5. 工作家庭福利溝通、工作家庭措施可使用性與工作家庭福利滿意及工作滿意之關聯-探討知覺主管支持之干擾效果
6. 國小教師組織支持、心理資本與工作投入關係之研究
7. 運用結構方程式模型探討保險從業人員知覺主管支持、心理資本、工作滿意、組織承諾與工作績效關聯性之研究
8. 職場靈性、工作敬業心、正念、心理資本與幸福感之關聯性研究—以天主教組織為例
9. 心理資本對於工作壓力、員工幸福感與敬業精神影響之研究
10. 高科技產業員工心理資本與工作績效關係之研究-以工作壓力、知覺主管支持為調節變項
11. 影響工作敬業心前因與後果之跨層次分析-正向組織行為與正向組織學識觀點
12. 心理契約違反、工作敬業心與服務品質關係之研究-心理資本干擾角色
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