臺灣博碩士論文加值系統

在現代組織中，績效壓力常使主管感到焦慮，因此，他們日益傾向於在工作之外的時間使用社交軟體來分派任務。雖然可以提高溝通效率和任務分配方面帶來好處，因此需要深入探討主管的角度。此外，本研究還探討了主管時間緊迫性格對主管績效壓力與焦慮關係之間的調節作用。本研究透過問卷調查方式，蒐集171份主管階級的樣本。透過階層迴歸分析，發現焦慮在績效壓力與通訊軟體交辦工作之間具有中介作用，績效壓力會通過增加焦慮來影響非工作時間使用通訊軟體交辦工作的頻率。然而，主管時間緊迫性格未能顯著調節績效壓力與焦慮之間的正向關係。基於研究結果，本研究提出了相關的管理實務建議，如提供心理支持、設置壓力管理課程等，以緩解主管的焦慮和績效壓力。

In modern organizations, performance pressure often leads supervisors to feel anxious, prompting them to increasingly rely on social media platforms to assign tasks outside of working hours. While this practice can enhance communication efficiency and task allocation, it also brings potential issues. This study explores the moderating effect of supervisors time urgency on this phenomenon, focusing on the tendency of supervisors to assign tasks via social media platforms during non-working hours due to anxiety. Using a questionnaire survey, data were collected from 171 supervisors. Hierarchical regression analysis revealed that anxiety mediates the relationship between performance pressure and task assignment via communication software. However, supervisors' time urgency did not significantly moderate the relationship between performance pressure and anxiety. Based on the research findings, this study proposes relevant managerial implications, such as providing psychological support and stress management courses to alleviate supervisors' anxiety and performance pressure.

目錄
書名頁 i
審定書 ii
中文摘要 iii
英文摘要 iv
誌謝 v
目錄 vi
表 目 錄 viii
圖 目 錄 ix
第一章、 緒論 1
第一節、 研究動機 1
第二節、 研究目的 1
第三節、 研究流程 2
第二章、 文獻回顧與假設 4
第一節、 主管的績效壓力與通訊軟體交辦工作之關係 4
壹、 績效壓力 4
貳、 主管的績效壓力所引發出的負面情緒 4
參、 主管對於壓力的應對方式會產生不同的行為 5
肆、 通訊軟體是主管交辦工作的便捷方式 5
伍、 所以感到焦慮的主管下班後會使用通訊軟體交辦工作 6
第二節、 績效壓力 6
第三節、 主管績效壓力與非工作時間通訊軟體交辦工作：焦慮的中介效果 6
第三章、 研究方法 10
第一節、 研究架構與假設 10
第二節、 研究樣本與施作程序 10
第三節、 研究變項與測量 11
壹、 績效壓力分析 11
貳、 主管時間緊迫性格 11
參、 焦慮 11
肆、 通訊軟體交辦工作 11
第四節、 統計分析方法 11
第四章、 資料分析與結果 13
第一節、 各變數間敘述統計與相關係數 13
第二節、 驗證性因素分析 13
壹、 績效壓力對主管焦慮之關係(假設1 之驗證) 14
貳、 焦慮與通訊軟體交辦工作之關係(假設2 之驗證) 15
參、 焦慮的中介效果(假設3之驗證) 15
肆、 主管時間緊迫性格的調節效果(假設4之驗證) 16
第五章、 結論與建議 17
第一節、 理論模型發展的整體價值 17
壹、 理論整體貢獻 17
貳、 焦慮的中介效果 17
參、 主管時間緊迫性格的調節效果 17
第二節、 管理實務貢獻 18
第三節、 研究限制與未來研究方向 19
壹、 研究限制 19
貳、 未來研究方向 20
參考文獻 22
壹、 中文文獻 22
貳、 英文文獻 22
附錄A研究問卷 26
附錄B研究樣本圓餅圖 32

表 目 錄
表1、敘述性因素模型比較圖表 13
表2、驗證性因素模型比較圖表 14
表3、階層回歸分析結果 15

圖 目 錄
圖1、研究流程圖 3
圖2、研究架構與研究假設 10

壹、中文文獻
一、期刊：
1.林姿葶、鄭伯壎（2014），「鑒往知來：領導研究中的時間議題」，中華心理學刊，56 卷：頁237-255。
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貳、英文文獻
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三、一般網路資料：
1.McKinsey & Company. (2023). Addressing Employee Burnout: Are You Solving The Right Problem? Https://Www.Mckinsey.Com.