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研究生:蔡秉欣
研究生(外文):Biing-Shin Tsay
論文名稱:賦權知覺、成就動機與回饋管理行為關係之研究
論文名稱(外文):The Relationship of Empowerment Perception, Achievement Motivation, and Feedback Management Behavior
指導教授:黃佳純黃佳純引用關係王湧泉王湧泉引用關係
指導教授(外文):Jie-Tsuen HuangYung-Chuan Wang
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:93
中文關鍵詞:賦權知覺成就動機回饋管理行為
外文關鍵詞:empowerment perceptionachievement motivationfeedback management behavior
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回饋(feedback)的激勵性與重要性早已廣泛受到個人及組織的肯定。Moss, Valenzi, and Taggart (2003)指出,績效表現不同的員工會採取三種不同的回饋行為:回饋尋求行為(feedback seeking behavior)、回饋減輕行為(feedback mitigating behavior)與回饋趨避行為(feedback avoiding behavior),統稱為回饋管理行為(feedback management behavior)。而伴隨著經營環境日趨開放、全球市場競爭日益激烈,企業的競爭力取決於員工的能力,組織常透過各項管理活動以影響員工的行為、培養員工的能力與激勵員工達成目標的動機。「賦權」,即為一項影響與激勵員工行為的有效措施。是故,本研究乃針對員工賦權知覺、成就動機與回饋管理行為之關係進行探討,並檢驗賦權知覺是否會透過成就動機之中介作用影響回饋管理行為。

本研究以高雄市大學院校在職進修人士為抽樣對象,採問卷調查法,共蒐集396份有效樣本。經結構方程模式(Structural Equation Modeling, SEM)分析後顯示,本研究整體模式之配適符合可接受之水準,實證結果如下:
1. 賦權知覺對於成就動機有顯著的正向影響。
2. 成就動機對於回饋尋求行為有顯著的正向影響。
3. 成就動機對於回饋減輕行為有顯著的正向影響。
4. 成就動機對於賦權知覺與回饋尋求行為、回饋減輕行為間之關係具有中介效果。
The motivational effect and crucial status of feedback has received considerable recognition from both individuals and organizations. Moss, Valenzi, and Taggart (2003) propose that there existed three types of employee feedback behavior in employees of different performance: feedback seeking behavior, feedback mitigating behavior and feedback avoiding behavior;generally called feedback management behavior. In today’s highly open and competitive business environment, the enterprises’ competitive advantages was depended heavily on employees’ ability. As a consequence, organizations adopt various management practices with an effort to influence employees’ behavior, foster employees’ competencies, and motivate their goal achievement. Empowering, thus becomes an effective intervention to influence and motivate employees’ behavior. Given that situation, this study explore the relationship among employees’ empowerment perception, achievement motivation, and feedback management behavior.

The subjects of this study are sampled from on-the-job students of universities/colleges of Kaohsiung City. Three hundred and ninety six effective questionnaires were received via surveys. Through the analysis of Structural Equation Modeling, the overall model fit was acceptable and the main results are as follows:
1. Empowerment perception has a significant positive effect on achievement motivation.
2. Achievement motivation has a significant positive effect on feedback seeking behavior.
3. Achievement motivation has a significant effect on feedback mitigating behavior.
4. Achievement motivation has a mediating effect on the relationship of empowerment perception, feedback seeking behavior, and feedback mitigating behavior.
摘要 I
Abstract III
目錄 IV
表目錄 VII
圖目錄 VIII
第壹章 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 研究流程 5
第貳章 文獻探討 6
第一節 賦權知覺 6
一、賦權知覺之意義與構面 6
二、賦權知覺之相關研究 8
第二節 回饋管理行為 10
一、回饋管理行為之意義與構面 10
二、回饋管理行為之相關研究 13
第三節 成就動機 16
一、成就動機之意義與構面 16
二、成就動機理論之發展 16
三、成就動機之測量 18
四、成就動機之相關研究 19
第四節 各研究變項關係之推論 21
一、賦權知覺對於回饋管理行為之影響 21
二、賦權知覺與對於就動機之影響 23
三、成就動機對於回饋管理行為之影響 23
第參章 研究方法 26
第一節 研究架構 26
第二節 研究假設 27
第三節 研究變項之操作性定義與衡量工具 28
一、賦權知覺 28
二、回饋管理行為 30
三、成就動機 32
第四節 研究對象、抽樣方法選擇與資料收集過程 34
第五節 資料分析方法 36
一、描述性統計分析 36
二、信度分析 36
三、效度分析 37
四、整體模式檢驗與相關分析 37
五、結構方程模式分析 37
第肆章 實證分析 39
第一節 樣本描述性統計分析 39
ㄧ、在性別方面 39
二、在年齡方面 39
三、在就讀學制方面 39
四、在職務層級方面 39
五、在擔任該職務工作年資方面 40
六、在所屬產業別方面 40
第二節 信度分析與效度分析 41
一、信度分析 41
二、效度分析 47
第三節 整體模式評鑑與相關分析 50
ㄧ、各研究變項相關性及觀察變項之檢驗 50
二、違犯估計檢驗 50
第四節 結構方程模式分析 53
ㄧ、基本的適配度 55
二、整體模式的適配度 56
三、模式內在結構的適配度 58
第五節 假設結果檢定與理論模式修正 60
一、假設路徑檢驗 60
二、理論模式之修正 61
第六節 理論模式之效果分析與中介效果檢定 62
一、理論模式之效果分析 62
二、理論模式之中介效果檢驗 64
第伍章 結論與建議 67
第一節 結論 67
第二節 建議 69
第三節 研究限制及後續研究建議 71
ㄧ、研究限制 71
二、後續研究建議 72
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