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研究生:柯明志
論文名稱:內外控人格對勞力辯證對與組織認同之影響
論文名稱(外文):The Influence of Effort Justification to Locus of Control and Organizational Identification
指導教授:鄭國枝鄭國枝引用關係
口試委員:鄭國枝謝存瑞林蘭惠
口試日期:2022-06-22
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:會計學系企業高階管理碩士在職專班
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:42
中文關鍵詞:勞力辯證組織認同內外控人格
外文關鍵詞:Effort JustificationLocus of ControlOrganizational Identifi-cation
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對民間社團而言,其成立目的主要為連繫社團間社員之間情誼。根據勞力辯證理論,組織成員投入心力越多,組織成員會改原來想法更認同該組織。本研究探討中部民間社團內外控人格特質對組織認同之影響,並使用勞力辯證為中介變數。本研究採用中介模型來檢驗假說模型,研究樣本取自台灣國立彰化師範大學EMBA學員,隨機抽樣並透過問卷調查的方式。研究結果顯示勞力辯證的中介效果能獲得支持,勞力辯證扮演著內外控人格與組織認同的中介角色,但內外控人格並不能直接影響不當行為,而是間接透過勞力辯證中介影響社團社員的組織認同,形成完全中介效果。本文的研究結果提供了管理意涵與未來的研究方向。
For civil society, the main purpose of its establishment is to connect the friendship between members of the society. According to the theory of effort justification, the more effort an organization members put in, the more they will change their minds and identify with the organization. This study explores the influence of locus of control on organizational identity in the central civil society, using effort justification as a mediating variable. This study uses the mediation model to test the hypothesis model. The sample is taken from the EMBA students of National Changhua Normal University in Taiwan, randomly sampled and conducted through a ques-tionnaire survey. The research results show that the mediating effect of effort justification can be supported. The effort justification plays an in-termediary role between locus of control and organizational identity. However, locus of control does not directly affect misconduct, but indi-rectly affects the organizational identity of community members through the intermediary of effort justification forming a complete mediation effect. The findings of this paper provide managerial implications and future re-search directions.
Keywords: Effort Justification, Locus of Control, Organizational Identifi-cation

摘要 I
Abstract II
謝誌 III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第四節 研究流程 4
第二章 文獻探討與假說建立 6
第一節 組織認同概念 6
第二節 勞力辯證與內外控人格之關係 8
第三節 內外控人格對勞力辯證與組織認同之中介效果 11
第三章 研究方法 14
第一節 研究對象與樣本回收 14
第二節 變項衡量 16
第三節 分析方法 17
第四章 研究結果與分析 21
第一節 衡量變數之敘述統計量 21
第二節 各變數的相關矩陣 21
第三節 路徑分析與結果 22
第五章 結論與建議 25
第一節 研究結論 25
第二節 管理意涵 25
第三節 研究貢獻與建議 26
第四節 未來研究建議與研究限制 27
參考文獻 29
壹、中文部分 29
貳、英文部分 31
附錄:研究問卷 35

表目錄
表3-1 受訪者基本資料分布 15
表4-1 各變數敘述統計量 21
表4-2 各變數統計量相關 22
表4-3 路徑分析的結果 23
表4-4 研究假說檢驗結果歸納表 24

圖目錄
圖1-1 研究流程圖 5
圖2-1 內外控人格、勞力辯證組織認同與之中介模型 13
圖4-1 路徑分析模型關係圖 23
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