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研究生:林聖薇
研究生(外文):Lin Sheng Wei
論文名稱:知覺組織支持、生涯自我效能與主觀幸福感關係之研究:以因應策略為中介變項
論文名稱(外文):The Relationship of Perceived Organization Support, Career Self-Efficacy and Subjective Well-Being : Coping Strategy as Mediating Variable
指導教授:黃佳純黃佳純引用關係王湧泉王湧泉引用關係
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
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:2010
畢業學年度:98
語文別:中文
論文頁數:150
中文關鍵詞:知覺組織支持生涯自我效能主觀幸福感因應策略
外文關鍵詞:Perceived Organization SupportCareer Self-EfficacySubjective Well-BeingCoping Strategy
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面對全球經濟大環境的瞬息萬變,企業要如何有效運用企業內外部的人力與資源,如何累積企業能量以達成永續經營,已成為人力資源管理與發展的重要議題。而企業差異化的基礎是人,所以「有效的人力資源管理是每個企業最重要的議題」(Huselid, M. A., Jackson, S. E., & Schuler, R. S., 1997);也因為員工是企業最大的資產,所以企業經營者為了有效推動組織策略,如何使員工感受到企業對員工的重視與支持,吸引並留住優秀之人才為企業效力,成為企業永續經營的重要方針。近30年來全球經濟快速的發展,由於社會經濟蓬勃發展的結果,人民的平均收入及財富大幅成長,相對在生活品質上的追求亦趨提高,人們對於生活不再只是單純的提高收入所得及追求富裕的物質生活而已,而是愈來愈重視的個人的幸福生活滿意度,因此,主觀幸福感的研究因應而生。相對與生活滿意度息息相關的工作職涯亦受到一定程度的影響,本研究目的在於探討知覺組織支持對主觀幸福感間之關係;生涯自我效能對主觀幸福感間之關係;因應策略對於主觀幸福感間之關係;因應策略在知覺組織支持及主觀幸福感之關係上具有中介效果;因應策略在生涯自我效能及主觀幸福感之關係上具有中介效果;不同性別、年齡、婚姻、學歷、年資、職位及任職機構的員工在知覺組織支持、生涯自我效能、因應策略及主觀幸福感上具有顯著差異。
本研究以目前任職於台灣地區公民營企業之在職員工為研究對象,於2009年3月10日至4月20日期間,對公民營企業之在職員工發放900份書面問卷調查,回收有效問卷814份,經統計分析發現:
1. 知覺組織支持對於主觀幸福感有顯著影響;
2. 生涯自我效能對於主觀幸福感有顯著影響;
3. 因應策略對於主觀幸福感有顯著影響;
4. 知覺組織支持對於因應策略有顯著影響;
5. 生涯自我效能對於因應策略有顯著影響;
6. 因應策略在生涯自我效能與主觀幸福感之間具有中介效果;
7. 因應策略在知覺組織支持與主觀幸福感之間具有中介效果;
8. 不同性別、年齡、婚姻、教育程度、工作年資、擔任職位以及任職機構行業別的在職員工,在知覺組織支持、生涯自我效能、因應策略與主觀幸福感上皆有顯著差異。

關鍵字:知覺組織支持、生涯自我效能、因應策略、主觀幸福感
As the global economy varies anytime; how to use internal and external human power and resources, and cumulate energy to achieve sustainable operation have become a critical issue of human resource management and development for corporations. The basic differentiation between corporations is about people; therefore, effective human resource management is a significant issue of every corporation (Huselid, M. A., Jackson, S. E., & Schuler, R. S., 1997). Furthermore, as employees are corporations’ greatest assets, corporation owners advance organization strategy, how to make employees perceive corporation’s attention and support, and attract and retain talent employees are corporations’ sustainable guiding principle. The global economy developed fast for the latest three decades, and the mean income and property had increased. In contrast, the request for life quality had increased as well. People are not satisfied with ample material life; they also emphasize individual’s satisfaction of well-being. Therefore, the research on subjective well-being rose. In contrast, the career related with satisfaction of well-being is influenced. The purpose of this study is to explore the relationship between perceived organization support and subjective well-being, the relationship between career self-efficacy and subjective well-being, the relationship between coping strategy and subjective well-being, the mediating effect of coping strategy on the relationship between perceived organization support and subjective well-being, and the mediating effect of coping strategy between the relationship of career self-efficacy and subjective well-being. Different gender, age, marriage, education, tenure, position and sectors vary in perceived organization support, career self-efficacy, coping strategy and subjective well-being.
This study adopted a sample from incumbent of government and private corporations in Taiwan. 900 questionnaires were distributed from March 10 through April 20, 2009; in which, 814 usable were returned. The results via SPSS analysis indicate:
1. Perceived organization support has significant influence on subjective well-being.
2. Career self-efficacy has significant influence on subjective well-being.
3. Coping strategy has significant influence on subjective well-being.
4. Perceived organization support has significant influence on coping strategy.
5. Career self-efficacy has significant influence on coping strategy.
6. Coping strategy has mediating effect on the relationship between career self-efficacy and subjective well-being.
7. Coping strategy has mediating effect on the relationship between perceived organization support and subjective well-being.
8. Employees with different gender, age, marriage, education, tenure, position and sectors vary in perceived organization support, career self-efficacy, coping strategy and subjective well-being.

Key words: perceived organization support, career self-efficacy, coping strategy, subjective well-being
誌謝 …………..……………………………………………………………I
中文摘要 ………….………………………………………………………….. II
英文摘要 ..……….…………………………………...………………………III
目錄 …………..……………………………………………………………V
表目錄 ………….………………………………………………………….. VII
圖目錄 ..……….…………………………………...………………………IX
第壹章 緒論……………………………………………………………………… 1
第一節 研究背景與動機…………………………………………………1
第二節 研究目的…………………………………………………………3
第三節 研究流程…………………………………………………………4
第貳章 文獻探討………………………………………………………………5
第一節 知覺組織支持………………………………………………………5
第二節 生涯自我效能……………………………………………………15
第三節 因應策略…………………………………………………………25
第四節 主觀幸福感…………………………………………………………41
第五節 各研究變項之關係 ……………………………………………………59
第參章 研究方法………………………………………………………………64
第一節 研究架構…………………………………………………………64
第二節 研究假設…………………………………………………………65
第三節 研究變項之操作性定義與衡量工具……………………………65
第四節 研究對象…………………………………………………………70
第五節 資料分析方法……………………………………………………70
第六節 各研究構面之因素分析與信度檢定……………………………72
第肆章 研究分析與結果………………………………………………………76
第一節 樣本描述性統計分析…………………………………………76
第二節 各研究構面之整體性資料分析…………………………………78
第三節 相關分析…………………………………………………………84
第四節 迴歸分析…………………………………………………………88
第五節 中介分析……………………………………………………………92
第六節 差異性分析…………………………………………………………96
第伍章 結論與建議………………………………………………………………104
第一節 研究發現…………………………………………………………104
第二節 研究建議…………………………………………………………116
第三節 研究限制與後續研究建議………………………………………119
參考文獻…………………………………………………………………………120
中文部分 ………………………………………………………………….120
英文部分 …………………………………………………………………125
附錄 研究問卷 …………………………………………………………………136
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