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研究生:陳潔心
研究生(外文):Chieh-Hsin Chen
論文名稱:組織認同如何影響員工建言行為? 建言效能感的中介效果與主管建言徵詢的調節效果
論文名稱(外文):How Organizational Identification Impacts Voice Behaviors? The Mediating Role of Voice Self-Efficacy and The Moderating Role of Voice Solicitation
指導教授:王豫萱王豫萱引用關係
指導教授(外文):Wang,Yu-Hsuan
學位類別:碩士
校院名稱:國立中山大學
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:64
中文關鍵詞:組織認同建言效能感建言頻率公開場合建言主管建言徵詢
外文關鍵詞:Organizational IdentificationVoice Self-EfficacyVoice FrequencyPublic VoiceVoice Solicitation
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本研究以社會認定理論為基礎,探討組織認同能否透過提升建言效能感,進而增加建言頻率和影響建言展現的場合,並檢驗主管建言徵詢是否對前述中介關係具有調節效果。本研究以全職工作者為研究對象,採用兩階段資料收集方式,問卷發放時間間隔兩週,共計回收258筆資料。路徑分析之結果顯示: (1) 組織認同對建言效能感有正向影響; (2) 組織認同可透過建言效能感增加挑戰性及支持性建言之頻率; (3) 組織認同可透過建言效能感的中介,增加個體在公開場合的挑戰性及支持性建言; (4) 當主管建言徵詢越多時,相較於越少時,組織認同透過建言效能感增加挑戰性及支持性建言頻率的間接效果會增強; (5) 同時,當主管建言徵詢越多時,相較於越少時,組織認同透過建言效能感增加公開場合的挑戰性及支持性建言的間接效果也會增強。最後,根據本研究的結果,提出實務與後續研究建議。
Based on social identity theory, the current study examines the mediating effect of voice self-efficacy on the relationship between organizational identification, voice frequency, and voice privately or publicly. Furthermore, this study tests the moderating role of voice solicitation on the above indirect effects. This study reports a time-lagged study that surveyed 258 employees at two points over two weeks and provides substantial support for the hypotheses. Results indicated that: (1) Employees'' organizational identification is positively related to voice self-efficacy; (2) Employees'' organizational identification enhances individual''s voice self-efficacy, which in turn raised the frequency of both challenging and supportive voice; (3) Employees'' organizational identification increases the voice self-efficacy, which in turn raised the public challenging and supportive voice; (4) Voice solicitation moderates the mediating relationship between employees'' organizational identification and challenging/supportive voice frequency via voice self-efficacy, such that the indirect relationship is stronger when voice solicitation is higher.; (5) Voice solicitation moderates the mediating relationship between employees'' organizational identification and public (vs. private) challenging/supportive voice via voice self-efficacy such that this relationship is stronger when voice solicitation is higher. Finally, based on the results of this research, in-depth theoretical and practical suggestions are provided.
論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖目次 vi
表目次 vii
第一章 緒論 1
第二章 文獻與假設 5
第一節 組織認同和建言效能感之關係 5
第二節 建言效能感對組織認同與挑戰性/支持性建言頻率的中介效果 7
第三節 建言效能感對組織認同與挑戰性/支持性建言場合的中介效果 10
第四節 主管建言徵詢的調節式中介效果 12
第五節 研究架構圖 15
第三章 研究方法 16
第一節 研究樣本與施測程序 16
第二節 測量變項 19
第三節 資料分析方法 22
第四章 研究結果 23
第一節 驗證性因素分析 23
第二節 相關分析 24
第三節 假設檢定 26
第五章 研究結論與建議 32
第一節 研究結論、發現與討論 32
第二節 實務管理意涵 35
第三節 研究限制與未來研究建議 37
參考文獻 39
附錄 45
附件一 兩階段問卷 45
附件二 單一題項驗證性因素分析 52
附件三 量表題項修正建議 56
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