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研究生:陳思逸
研究生(外文):Szu-Yi Chen
論文名稱:Y世代員工堅毅人格、生涯復原力與工作滿意之研究
論文名稱(外文):An Investigation of the Relationships among Hardiness , Career Resilience, and Job Satisafction in Generation Y
指導教授:黃佳純黃佳純引用關係
指導教授(外文):Jie-Tsuen Huang
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:105
畢業學年度:100
語文別:中文
論文頁數:132
中文關鍵詞:堅毅人格生涯復原力工作滿意Y世代員工
外文關鍵詞:HardinessCareer ResilienceJob satisfactionGeneration Y
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從2010年至2011年,投入職場的Y世代員工(22歲~34歲)約有六百八十萬人,將成為台灣勞動力戰場上的主力球員。企業應重視Y世代員工工作滿意(如薪酬、主管與同儕關係、晋升制度、工作本身),因工作滿意將是留住Y世代人才的關鍵。由於員工的人格特質與心理因素,都是員工於追求工作滿意時的重要影響因素。是故,本研究目的主要在探討Y世代員工之堅毅人格與工作滿意之間的關係,並進一步檢驗生涯復原力在Y世代員工之堅毅人格與工作滿意間是否具有中介效果。

本研究以企業組織之Y世代員工為主要研究對象,透過紙本問卷收集所需之資料,共計發放420份問卷,回收有效問卷共304份,有效回收率為72%,經迴歸分析後,實證研究結果如下:
ㄧ、Y世代員工之堅毅人格對工作滿意(同儕關係、主管關係、工作本身及晋升制度)具正向影響。
二、Y世代員工之堅毅人格對生涯復原力具正向影響。
三、Y世代員工之生涯復原力對工作滿意(同儕關係、主管關係及工作本身)具正向影響。
四、生涯復原力在Y世代員工堅毅人格與工作滿意(主管關係及工作本身)間具中介效果。
From 2010 to 2011, there were about 68 million generation Y (age 22 to 34) in the workplace. They will become the main laborforce in the future labor market. The enterprises need to know what they want, what they need and how they can be satisfactied with job(including pay, promotion, co-work, supervisor, and work itself). Job satisfaction is an important factor in retaining the generation Y employees. Both the personality of the employee and the personal psychology are crucial factors for the employee’s job satisfaction. Consequently, this study aimed to examine the influence of hardiness, career resilience and job satisfaction among generation Y employees. In the mean time, the study examines mediating effects of career resilience on the relationship of hardiness and job satisfaction.

The present research is based on questionnaire survey from generation Y employees. 420 questionnaires were sent out and 304 valid ones were returned. The effective returned rate is 72%. Through regression analysis, the empirical results of this study are:
1. Generation Y employees’ hardiness have a significant positive effect on job satifaction(co-work, supervisor, work it, and promotion).
2. Generation Y employees’ hardiness have a significant positive effect on career resilience.
3. Generation Y employees’ career resilience have a significant positive effect on job satifaction(co-work, supervisor, and work it).
4. Career resilience has mediating effect on the relationship between generation Y employees’ hardiness and job satisfaction.
目錄
摘要
目錄
表目錄
圖目錄
第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第三節 研究流程
第二章 文獻探討
第一節 Y世代工作者
第二節 堅毅人格
第三節 生涯復原力
第四節 工作滿意
第五節 各研究變項關係之推論
第三章 研究方法
第一節 研究架構
第二節 研究假設
第三節 研究變項之操作型定義與衡量工具
第四節 研究對象選擇與資料收集過程
第五節 資料分析方法
第四章 實證分析
第一節 描述性統計分析
第二節 量表之信、效度分析
第三節 相關分析
第四節 迴歸分析
第五節 中介效果驗證
第六節 研究結果假設彙整
第五章 結論與建議
第一節 研究結論
第二節 學術與管理意涵
第三節 研究建議
第四節 研究限制與後續研建議
參考文獻
一、中文部分
二、英文部分
附錄 問卷
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