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研究生:張馨予
研究生(外文):CHANG, HSIN-YU
論文名稱:主管家庭支持與工作績效:成就動機之中介與外在工作動機之調節
論文名稱(外文):The Relationship between Family Supportive Supervisor Behaviors and Employee’s Work Performance: The Mediation of Achievement Motivation and the Moderation of Extrinsic Work Motivation
指導教授:蔡啟通蔡啟通引用關係
指導教授(外文):TSAI, CHI-TUNG
口試委員:高泉豐鄭瀛川蔡啟通
口試委員(外文):KAO, CHUAN-FENGCHENG, YING-CHANTSAI, CHI-TUNG
口試日期:2022-08-23
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2022
畢業學年度:110
語文別:中文
論文頁數:102
中文關鍵詞:社會交換理論主管家庭支持行為成就動機工作績效外在工作動機
外文關鍵詞:Social exchange theoryFamily supportive supervisor behaviorsAchievement motivationWork performanceExtrinsic work motivation
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過去有以社會學習與社會訊息的觀點探討主管家庭支持行為(Family Supportive Supervisor Behaviors)與員工工作績效之研究,本研究則是以社會交換理論的角度,探討主管家庭支持行為是否透過員工之成就動機提升其工作績效,並進一步檢視當員工外在工作動機是否調節前述中介歷程。
本研究以主管-部屬配對之方式,共收集180對配對樣本。研究結果顯示:員工知覺主管家庭支持行為越高,會透過個我取向之成就動機之中介對員工之工作績效產生正向的影響;高外在工作動機會減弱員工知覺主管家庭支持行為透過個我取向之成就動機對工作績效產生的正向影響,並且依此提出理論貢獻與實務管理意涵加以討論。

In the past, there were studies on the relationship between family supportive supervisor behaviors and employee's work performance from the perspective of social learning and social information. In this study, from the perspective of social exchange theory, we explored whether the family support behavior of supervisors can improve employee's work performance through employee's achievement motivation, and further examine whether employee's extrinsic work motivation moderates the aforementioned mediation process.
In this study, a total of 180 paired samples were collected using supervisor-subordinate pairing. The research result shows that the higher the employee perceived family supportive supervisor behavior, the higher the employee will positively impact work performance through individual oriented achievement motivation; The higher extrinsic work motivation will weaken the relationship between family supportive supervisor behavior and work performance through the individual oriented achievement motivation. Based on this, the theoretical contribution and practical management implications are discussed.

目錄
中文摘要 I
Abstract II
目錄 III
表目錄 V
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第三節 名詞釋義 6
第二章 文獻探討 8
第ㄧ節 成就動機對主管家庭支持行為與工作績效之中介效果 8
第二節 外在工作動機對成就動機與工作績效之調節效果 23
第三章 研究方法 31
第一節 研究架構與假設 31
第二節 研究對象 33
第三節 研究工具 33
第四節 調查實施 43
第五節 資料分析 43
第四章 研究結果 46
第一節 樣本描述 46
第二節 相關分析 50
第三節 成就動機對「主管家庭支持行為對工作績效」之中介效果分析 52
第五節 外在工作動機之調節效果分析 64
第五章 結論與建議 71
第一節 理論貢獻 73
第二節 實務意涵 76
第三節 研究限制與未來建議 78
參考文獻 82
附錄:主管問卷 96
附錄:部屬問卷 99


表目錄
表2-1 IOAM與SOAM之比較 14
表3-1主管家庭支持行為量表之因素分析結果( N=180 ) 35
表3-2成就動機量表之因素分析結果( N=180 ) 37
表3-3工作績效量表之因素分析結果( N=180 ) 39
表3-4外在工作動機量表之因素分析結果( N=180 ) 40
表3-5各量表信度分析結果( N=180 ) 41
表3-6測量模式分析之契合度檢測與契合度指數摘要表 42
表4-1受測者之員工樣本基本背景資料(N=180) 47
表4-2受測者之主管樣本基本背景資料(N=72) 49
表4-3研究變項之平均數、標準差及各變項關係係數( N=180 ) 55
表4-4 主管家庭支持行為對工作績效之迴歸分析( N=180 ) 53
表4-5 主管家庭支持行為對成就動機之迴歸分析( N=180 ) 55
表4-6成就動機對工作績效之迴歸分析( N=180 ) 57
表4-7成就動機對「主管家庭支持行為與工作績效之關係」的中介效果( N=180 ) 64
表4-8 Sobel test檢定模型中介效果檢驗表 61
表4-9主管家庭支持行為、成就動機與工作績效之結構方程模式(考慮直接效果)分析結果( N=180 ) 62
表4-10主管家庭支持行為、成就動機與工作績效之結構方程模式(未直接效果)分析結果( N=180 ) 63
表4-11 外在工作動機對「主管家庭支持行為與個我取向就動機之關係」的調節效果( N=180 ) 66
表4-12 外在工作動機對「主管家庭支持行為與社會取向就動機之關係」的調節效果( N=180 ) 67
表4-13外在工作動機的簡單斜率分析結果 68
表4-14外在工作動機對「主管家庭支持行為與工作績效之關係」的調節效果(透過個我取向成就動機與社會取向成就動機的中介) 70
表5-1研究假設結果彙整 72

圖目錄
圖3-1研究架構 31
圖4-1結構方程模式(考慮直接效果圖示) 62
圖4-2結構方程模式(未考慮直接效果圖示) 63
圖4-3外在工作動機對主管家庭支持行為與個我成就動機之調節效果圖 68

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