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研究生:黃嘉林
研究生(外文):HUANG,CHIA-LIN
論文名稱:金融從業人員之工作投入與工作滿意度之研究
論文名稱(外文):A Study on the Job Engagement and Job Satisfaction of Financial Practitioners
指導教授:林欣美林欣美引用關係
指導教授(外文):LIN,HSIN-MEI
口試委員:張國雄黃延聰
口試委員(外文):CHANG,KUO-HSIUNGHUANG,YEN-TSUNG
口試日期:2023-12-08
學位類別:碩士
校院名稱:國立暨南國際大學
系所名稱:管理學院經營管理碩士學位學程碩士在職專班
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:2023
畢業學年度:112
語文別:中文
論文頁數:90
中文關鍵詞:心理所有權心理契約違反完美主義師徒關係工作投入工作滿意度 
外文關鍵詞:psychological ownershipperfectionismmentoring relationshippsychological contract violationjob engagementjob satisfaction
DOI:doi:10.6837/ncnu202300053
相關次數:
  • 被引用被引用:1
  • 點閱點閱:98
  • 評分評分:
  • 下載下載:47
  • 收藏至我的研究室書目清單書目收藏:0
摘要
在金融產業快速變化與同業競爭下,金融從業人員背負著個人業務目標及各種不同的業務項目,並且需具備各項相關專業證照與專業知識,事實上正確的認識金融從業人員的性格,了解透過師徒關係在居中所扮演的效果是否產生不同的作用力,金融從業人員之性格是否會透過師徒關係之因素而對工作滿意度及工作投入產生進一步的影響,因此這些變數之間的因果關係很重要。
本研究的目的在探討心理所有權與完美主義對工作投入及工作滿意度之間的影響關係之研究,並進一步以金融從業人員的師徒關係與心理契約違反對心理所有權、完美主義與工作投入、工作滿意度之因果關係是否具有中介效果做為深入探索。採用問卷調查法進行調查,並針對在金融機構之從業人員為本研究之研究對象,採用Line APP進行網路發放以收集本研究問卷數據。於2023年7~8月共得取218份樣本,再予以整理其數據資料,經整理將遺漏資料處理完成,共回收有效問卷211份作為本研究模型之數據資料,問卷回收率達97%。
本研究使用PLS進行分析,其研究結果顯示,心理所有權對師徒關係有正向影響,心理所有權對心理契約違反有負向影響;完美主義對師徒關係及心理契約違反有正向影響;師徒關係對工作投入、工作滿意度皆呈現正向影響;心理契約違反對工作投入、工作滿意度皆呈現負向影響。師徒關係在心理所有權與工作投入、工作滿意度以及完美主義與工作投入、工作滿意度皆具有部份中介效果;而心理契約違反只在心理所有權與工作投入、工作滿意度具部份中介效果。最後,依據研究結果以提供金融相關產業對於金融從業人員在管理上之實務建議,同時也讓後續研究學者做為研究參考。

Abstract
Under the rapid changes and competition in the financial industry, financial practitioners are burdened with personal business goals and various business projects, and are required to possess various relevant professional licenses and professional knowledge. In fact, they must correctly understand the character of financial practitioners and understand them. Whether the mentoring relationship plays a different role in the middle, and whether the personality of financial employees will have a further impact on job satisfaction and work engagement through the mentoring relationship. Therefore, the causal relationship between these variables are very important.
The purpose of this study is to explore the relationship between psychological ownership and perfectionism on work engagement and job satisfaction, and to further explore the relationship between mentoring and apprenticeship relationships and psychological contract violations among financial practitioners on psychological ownership, perfectionism and work engagement, Whether the causal relationship of job satisfaction has a mediating effect will be further explored. The questionnaire survey method was used to conduct the survey, and Line APP was used to distribute the questionnaire online to collect the questionnaire data for this study, targeting employees working in financial institutions as the research objects of this study. A total of 218 samples were obtained from July to August 2023, and their data were sorted. After sorting and processing the missing data, a total of 211 valid questionnaires were recovered as data for this research model, and the questionnaire recovery rate reached 97%.
This study adopts PLS for analysis. The results show that psychological ownership has a positive impact on the mentoring relationship, and psychological ownership has a negative impact on psychological contract violation; perfectionism has a positive impact on the mentoring relationship and psychological contract violation; Apprenticeship relationships have a positive impact on job engagement and job satisfaction; psychological contract violation also has a negative impact on job engagement and job satisfaction. The mentoring relationship has a partial mediating effect on psychological ownership and job engagement, job satisfaction, perfectionism and job engagement, and job satisfaction; while psychological contract violation only has a partial mediating effect on psychological ownership, job engagement, and job satisfaction. Finally, based on the research results, practical management suggestions for financial practitioners in finance-related industries are provided, and it also serves as a reference for subsequent research scholars.

目次
致謝辭 i
摘要 ii
Abstract iv
目次 vi
表目次 viii
圖目次 ix
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究步驟與流程 4
第二章 文獻回顧 6
第一節 工作投入與工作滿意度 6
第二節 心理所有權 8
第三節 完美主義 10
第四節 師徒關係 13
第五節 心理契約違反 16
第三章 研究方法 19
第一節 研究架構 19
第二節 研究假說建立 19
第三節 操作型定義與衡量 27
第四節 問卷設計與抽樣方法 35
第四章 實證分析與結果 37
第一節 資料蒐集與結果 37
第二節 敘述性統計分析 37
第三節 因素分析 47
第四節 信效度分析 52
第五節 實證分析 55
第五章 結論與建議 62
第一節 研究結論 62
第二節 實務貢獻 64
第三節 本研究限制與研究建議 65
參考文獻 67
一、中文部分 67
二、英文部分 68
三、網路資料 82
附錄 83
附錄一 金融統計指標 83
附錄二 問卷 85


表目次
表3 1 心理所有權操作型定義與衡量題項 27
表3 2 完美主義操作型定義與衡量題項 29
表3 3 師徒關係操作型定義與衡量題項 30
表3 4 心理契約違反操作型定義與衡量題項 31
表3 5 工作投入的操作型定義與衡量題項 32
表3 6 工作滿意度的操作型定義與衡量題項 33
表3 7 人口統計變項之衡量量表與衡量題項 33
表4 1 受訪員資料及調查問項之基本統計量 44
表4 2 衡量題項標準化因素負荷量 49
表4 3 信度分析 53
表4 4 相關係數矩陣與AVE平方根 54
表4 5 HTMT區別效度 55
表4 6 模型適配度 56
表4 7 研究假說驗證結果 58
表4 8 中介效果檢定結果 60
表4 9 研究結果彙整(中介效果) 61


圖目次
圖1 1 研究流程圖 5
圖3 1 研究架構圖 19
圖4 1 敘述性統計結果-性別 38
圖4 2 敘述性統計結果-年齡 39
圖4 3 敘述性統計結果-年資 40
圖4 4 敘述性統計結果-教育程度 41
圖4 5 敘述性統計結果-工作機構屬性 41
圖4 6 敘述性統計結果-工作類別 42
圖4 7 敘述性統計結果-職位階級 43
圖4 8 研究模型之路徑係數 57



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三、網路資料
TVBS新聞網(2005/11/15)。〈獨家〉變相逼退?中商銀三十餘經理降調。取自:https://news.tvbs.com.tw/politics/419036

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