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研究生:林嘉勤
研究生(外文):Jia-Chin Lin
論文名稱:工作滿意與工作績效之研究-調節配適觀點
論文名稱(外文):The Research of Job Satisfaction and Performance-Regulatory Fit Perspective
指導教授:廖本哲廖本哲引用關係
指導教授(外文):Pen-Che Liao
學位類別:碩士
校院名稱:中原大學
系所名稱:企業管理研究所
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:2009
畢業學年度:97
語文別:中文
論文頁數:70
中文關鍵詞:工作績效工作滿意工作動機工作特性調節焦點調節配適人格特質
外文關鍵詞:regulatory focusregulatory fitjob characterjob satisfaction and job achievementjob motivepersonality character
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人力是企業組織中重要的組成份子以及資源。在當今企業競爭激烈的環境下,企業管理的挑戰在於如何有效的甄選運用人力,以提升生產及服務效能。因此,如何選用適當人員,擺在適任位置,擔任適當工作,是人力資源管理一項重要的任務與課題。優良人力必須適才適所,方能使其樂在工作,功在工作。然而,不可忽略的是,工作動機是影響後續工作表現的一重要因素,管理者除將組織成員人格與工作做最佳配適外,並應洞察影響到工作表現結果的改變,適時調整職務,改變工作環境,運用激勵方式,以滿足員工並獲工作績效,達企業組織競爭力。
人格特質是企業甄選人才的一重要依據,其如何能與每天所從事的工作內容相配適,以期能獲致最高之滿意與績效,是本研究的目的。本研究根據Higgins(1997)年提出的調節配適概念(regulatory fit),將個體區分成兩種不同的目標導向,分別為求成(promotion)與避敗(prevention)導向。由於人格特質導向與工作特性需求的配適與否,會影響到員工的工作態度與成果,因此企業應針對不同目標導向的員工,給予適任之工作,並留意員工的後續工作成果改變,適時給予激勵,以期工作效能得以長期發揮。
本研究以「調節焦點」作為研究理論基礎。過去的學者,大多將調節焦點運用在「消費者行為」對購買動機、意圖的研究上,並因此證實可增進較強之說服效果;本研究首度嘗試以調節焦點之求成/避敗理論觀點,試圖運用在與其相對應的工作特性積極/保守工作類型,探討兩種不同目標導向的員工,在配適/無配適的狀況下,是否會對工作成果產生影響,並進一步探討工作動機對工作成果的干擾作用。
研究結果發現,人格特質導向與工作特性需求配適,對工作成果有顯著性影響。因此,企業應針對員工人格特質類型,與其相對應之工作特性作配置;且依工作動機,給予適當之激勵,期能在人力資源選、訓、用、留之實務設計、規劃、運用上更為精進。
Employees are significant parts and resource of a corporation. Under today’s competitive environment, selecting talents effectively to improve production and service efficiency is now a challenge to corporate management. Outstanding employees must be handled properly to let them enjoy their work while making contributions to the job. Therefore, how to select proper staffs and positioning the talents for the appropriate tasks has become an important mission and assignment of human resource management. Moreover, one thing that cannot be neglected is that job motive is an important factor affecting subsequent job performance. Managers should make best matches of staff personalities and jobs, and observe closely the changes affecting job performance, make suitable adjustment of job function, change working environment, and utilize incentive programs to satisfy the employees, while achieving job performance and organization competiveness.
Personality is a major basis for corporate recruitment. The main purpose of this paper is to study how properly matched job content would bring out greatest satisfaction and performance. According to regulatory fit concept raised by Higgins (1997), dividing samples into two different goal oriented groups, which are promotion oriented and prevention oriented. Whether staff personalities fit job nature would influence employees’ work attitude and result, therefore, employer should authorize different goal oriented employees with suitable jobs, and keep an eye on the subsequent result changes, while offer proper stimulation to develop long term job efficiency.
This paper is based on “adjustment focus” as research basis. Most scholars use it for purchasing motives and intention researches that can be proofed to enhance stronger convincing effects. This research is the first attempt, which applies promotion/prevention theory viewpoint to corresponding job nature, proactive and conservative respectively, and studies the influences on working result from two groups of different goal oriented employees under fit/non-fit situation. Further find out how working results are interfered by job motives.
We can draw to the conclusion that personality and job nature matching have obvious effect on working results. Therefore, corporate should arrange their employees according to their personalities with corresponding job nature, and give appropriate inspiration based on job motives. Thus, make improvement on the design, planning and application towards human resource recruiting; training; job arrangement and employment.
目錄
摘要........................................................................................................................................I
Abstract..................................................................................................................................... II
謝誌..................................................................................................................................... III
目錄.....................................................................................................................................IV
表目錄......................................................................................................................................V
圖目錄.....................................................................................................................................VI
第一章緒論............................................................................................................................1
第一節研究動機............................................................................................................1
第二節研究目的............................................................................................................2
第三節研究範圍............................................................................................................2
第四節研究流程............................................................................................................2
第二章文獻探討....................................................................................................................4
第一節人格特質............................................................................................................4
第二節工作特性............................................................................................................8
第三節人與工作配適.................................................................................................. 11
第四節工作滿意..........................................................................................................14
第五節工作績效..........................................................................................................16
第六節工作動機..........................................................................................................18
第三章研究方法..................................................................................................................22
第一節研究架構..........................................................................................................22
第二節研究假設..........................................................................................................23
第三節變數操作及衡量方式......................................................................................23
第四章資料分析..................................................................................................................26
第一節問卷設計..........................................................................................................26
第二節問卷分析..........................................................................................................27
第三節信度分析..........................................................................................................28
第四節資料分析與假設驗證......................................................................................29
第五章結論與建議..............................................................................................................49
第一節研究結果..........................................................................................................49
第二節理論貢獻與實務建議......................................................................................54
第三節研究限制與後續建議......................................................................................55
參考書目.................................................................................................................................56
附錄.....................................................................................................................................61
表目錄
表2-1 求成與避敗傾向的自我調節法則.............................................................................7
表2-2 人格與職業配適行為表現.......................................................................................13
表2-3 工作動機理論比較...................................................................................................19
表4-1 問卷發放回收情況...................................................................................................27
表4-2 問卷樣本結構...........................................................................................................27
表4-3 工作滿意度之信度分析...........................................................................................28
表4-4 工作績效之信度分析...............................................................................................28
表4-5 工作動機涉入之信度分析.......................................................................................28
表4-6 配適與否對於工作滿意度影響之敘述統計分析表...............................................29
表4-7 配適與否對於工作滿意度影響之變異數分析表...................................................30
表4-8 配適與否對於工作績效(主管評論)影響之敘述統計分析表...........................31
表4-9 配適與否對於工作績效(主管評論)影響之變異數分析表...............................32
表4-10 配適與否對於工作績效(員工自評)影響之敘述統計分析表...........................33
表4-11 配適與否對於工作績效(員工自評)影響之變異數分析表...............................33
表4-12 工作動機對配適的干擾-工作滿意(Q1 至Q6)..................................................34
表4-13 工作動機對工作滿意配適的干擾-這份工作可幫助我未來發展Q1.................35
表4-14 工作動機對工作滿意配適的干擾-這份工作有獨自發揮能力的機會Q2.........36
表4-15 工作動機對工作滿意配適的干擾-這份工作在親朋好友間得到佳評Q3.........37
表4-16 工作動機對工作滿意配適的干擾-若工作表現良好會得讚許Q4.....................38
表4-17 工作動機對工作滿意配適的干擾-可從工作中得到成就感Q5.........................39
表4-18 工作動機對工作滿意配適的干擾-可用自己的方法去處理事情Q6.................40
表4-19 工作動機對工作績效配適的干擾-主管評論Q1 至Q6......................................41
表4-20 工作動機對工作績效配適的干擾(主管評論)-具工作技能Q1.....................42
表4-21 工作動機對工作績效配適的干擾(主管評論)-具工作熱忱Q2.....................43
表4-22 工作動機對工作績效配適的干擾(主管評論)-具工作效率Q3.....................44
表4-23 工作動機對工作績效配適的干擾(主管評論)-具強烈進取心Q4.................45
表4-24 工作動機對工作績效配適的干擾(主管評論)-具發展潛力Q5.....................46
表4-25 工作動機對工作績效配適的干擾(主管評論)-整體績效良好Q6.................47
表4-26 工作動機對工作績效配適的干擾-員工自評部份(Q1)..................................48
表5-1 H1 假設檢定結果彙總表.........................................................................................52
表5-2 H2 假設檢定結果彙總表.........................................................................................53
圖目錄
圖1-1 研究流程圖.................................................................................................................3
圖2-1 冰山模型.....................................................................................................................4
圖2-2 同心圓模型.................................................................................................................5
圖2-3 工作特性模式.............................................................................................................9
圖2-4 HOLLAND 人格與職業類型......................................................................................12
圖2-5 動機行為基本模式...................................................................................................18
圖3-1 研究架構圖...............................................................................................................22
圖4-1 工作動機對工作滿意配適的干擾-這份工作可幫助我未來發展Q1 .................35
圖4-2 工作動機對工作滿意配適的干擾-這份工作有獨自發揮能力的機會Q2 .........36
圖4-3 工作動機對工作滿意配適的干擾-這份工作在親朋好友間得到佳評Q3 .........37
圖4-4 工作動機對工作滿意配適的干擾-若工作表現良好會得讚許Q4 .....................38
圖4-5 工作動機對工作滿意配適的干擾-可從工作中得到成就感Q5 .........................39
圖4-6 工作動機對工作滿意配適的干擾-可用自己的方法去處理事情Q6 .................40
圖4-7 工作動機對工作績效配適的干擾(主管評論)-具工作技能Q1 .....................42
圖4-8 工作動機對工作績效配適的干擾(主管評論)-具工作熱忱Q2 .....................43
圖4-9 工作動機對工作績效配適的干擾(主管評論)-具工作效率Q3 .....................44
圖4-10 工作動機對工作績效配適的干擾(主管評論)-具強烈進取心Q4.................45
圖4-11 工作動機對工作績效配適的干擾(主管評論)-具發展潛力Q5.....................46
圖4-12 工作動機對工作績效配適的干擾(主管評論)-整體績效良好Q6 ......................47
圖4-13 工作動機對工作績效配適的干擾-員工自評部份(Q1)..................................48
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1. 自我建構與調節焦點配適對健康食品廣告的說服效果─風險認知的干擾影響
2. 公司職能需求、員工技能評量、員工興趣評量以及員工工作滿意之關聯性研究
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