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研究生:張致文
研究生(外文):Chih-Wen Chang
論文名稱:組織成員職業自我效能、主動性人格特質與工作績效關係之研究-以就業力為中介變項
論文名稱(外文):The Study on The Relationship of Organizational Members' Occupational Self-Efficacy, Proactive Personality, and Performance: Employability as Mediating Variable
指導教授:王湧泉 博士
指導教授(外文):Yung-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
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:118
中文關鍵詞:職業自我效能主動性人格特質就業力工作績效
外文關鍵詞:occupational self-efficacyproactively personalityemployabilityperformance
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全球化、知識經濟、以及科技的迅速改變,使得企業對於組織成員的彈性化和適應力需求也日益增加,組織成員的就業力也變成了企業主要所關切之議題。對於企業而言,組織成員的職業自我效能、主動性人格特質與就業力顯得十分重要,因為這些都被視為影響工作績效之因素。而工作績效表現也攸關於企業組織之生存。因此,本研究旨在探討組織成員職業自我效能、主動性人格特質、就業力以及工作績效間之關係,並檢驗職業自我效能與主動性人格特質是否會透過就業力之中介作用影響工作績效。
本研究以組織內之主管與員工為研究對象,採取主管─員工配對的方式進行,透過問卷調查法來收集本研究資料,共回收282組有效樣本,實證結果如下:
1.組織成員的職業自我效能程度越高,工作績效表現越好。
2.組織成員的主動性人格特質越高,工作績效表現越好。
3.組織成員的就業力越高,工作績效表現越好。
4.組織成員的職業自我效能程度越高,其就業力越高。
5.組織成員的主動性人格特質越高,其就業力越高。
6.職業自我效能會透過就業力之中介效果,影響工作績效表現。
7.主動性人格特質會透過就業力之中介效果,影響工作績效表現。
8.不同產業與職務在組織成員職業自我效能、就業力與工作績效上有顯著差異,
而年齡與教育程度則是在職業自我效能、主動性人格特質、就業力與工作績
效上皆有顯著差異。
Globalization, knowledge economy, and rapid technological changes make the demand for organizational members’ flexibility and adaptability in enterprise organization is increasing. Therefore, organizational members’ employability has become a major concern for enterprises. As to the enterprises, organizational members’ occupational self-efficacy, proactive personality, employability, and performance has become crucial because these factors are considered to be factors that will affect performance. Performance is relevant to the survival of enterprise organizations. Therefore, this study explores the relationship among organizational members’ occupational self-efficacy, proactive personality, employability, and performance. In the mean time, the study examines the mediating effects of employability on the relationship of occupational self-efficacy, proactively personality, and performance.
The present research is based on questionnaire survey and the investigated samples are dyad relations (e.g., supervisor and employee). Two hundred and eighty two pairs of effective questionnaires were received via surveys. The empirical results of this study are:
1.The more organizational members’ occupational self-efficacy, the more performance they display.
2.The higher proactive personality that organizational members demonstrate, the more performance they display.
3.The more organizational members’ employability, the more performance they display.
4.The more organizational members’ occupational self-efficacy, the more employability they exhibit.
5.The more organizational members’ proactive personality, the more employability they exhibit.
6.Organizational members’ employability has mediating effect on the relationship of occupational self-efficacy and performance.
7.Organizational members’ employability has mediating effect on the relationship of proactive personality and performance.
8.Organizational members’ who were different in industry and position had significant different on occupational self-efficacy, employability, and performance. In addition, organizational members’ who were different in age and education had statistically significant on occupational self-efficacy, proactive personality, employability, and performance.
目錄
中文摘要 I
英文摘要 II
目錄 III
表目錄 V
圖目錄 VII
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 6
第一節 就業力 6
第二節 工作績效 16
第三節 職業自我效能 24
第四節 主動性人格特質 34
第五節 各研究變項關係之推論 43
第參章 研究方法 48
第一節 研究架構 48
第二節 研究假設 49
第三節 研究變項之操作性定義與衡量工具 50
第四節 研究對象 56
第五節 統計方法 61
第六節 驗證性因素分析 63
第肆章 資料分析與結果 69
第一節 敘述性統計 69
第二節 組織成員人口統計變項對職業自我效能、主動性人格特質、就業力與工作績效之差異性分析 74
第三節 職業自我效能、主動性人格特質、就業力與工作績效之相關分析 81
第四節 迴歸分析 82
第伍章 結論與建議 88
第一節 研究結論 88
第二節 研究建議與限制 94
參考文獻 97
中文文獻 97
英文文獻 99

附錄…………………………………………………………………………………114
附錄一 主管問卷 114
附錄二 員工問卷 115




























表目錄
表2-1 就業力之定義 7
表2-2 就業力技能之意涵 12
表2-3 就業力的相關研究 13
表2-4 工作績效之定義 16
表2-5 影響工作績效各構面之變數 18
表2-6 影響工作績效影響的因子構成部分 18
表2-7 工作績效的衡量 21
表2-8 工作績效之相關研究 23
表2-9 職業自我效能之相關研究 32
表2-10 人格特質之定義 34
表2-11 主動性人格特質之相關研究 41
表3-1 職業自我效能量表 50
表3-2 主動性人格特質量表 51
表3-3 就業力量表 52
表3-4 工作績效量表 55
表3-5 問卷回收情形 57
表3-6 研究樣本結構分析表 57
表3-7 職業自我效能變項驗證性因素分析與Cronbach’sα信度係數 64
表3-8 主動性人格特質變項驗證性因素分析與Cronbach’sα信度係數 65
表3-9 就業力變項驗證性因素分析與Cronbach’sα信度係數 65
表3-10 工作績效變項驗證性因素分析與Cronbach’sα信度係數 67
表3-11 模式適合度指標 68
表4-1 職業自我效能量表平均數與標準差 69
表4-2 主動性人格特質量表平均數與標準差 70
表4-3 就業力量表平均數與標準差 70
表4-4 工作績效量表平均數與標準差 73
表4-5 人口統計變項在「職業自我效能」的差異性分析 75
表4-6 人口統計變項在「主動性人格特質」的差異性分析 76
表4-7 人口統計變項在「就業力」的差異性分析 78
表4-8 人口統計變項在「工作績效」的差異性分析 79
表4-9 研究變數之相關分析 81
表4-10 職業自我效能對工作績效之迴歸分析表 82
表4-11 主動性人格特質對工作績效之迴歸分析表 83
表4-12 就業力對工作績效之迴歸分析表 83
表4-13 職業自我效能對就業力之迴歸分析表 84
表4-14 主動性人格特質對就業力之迴歸分析表 84
表目錄(續)
表4-15 就業力對職業自我效能與工作績效中介效果迴歸分析表 86
表4-16 就業力對主動性人格特質與工作績效中介效果迴歸分析表 87
表5-1 假設驗證結果彙整表 88

































圖目錄
圖1-1 本研究流程 4
圖2-1效能預期和結果預期之間的關係 25
圖3-1 研究架構圖 48
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