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研究生:陳靜梅
研究生(外文):Ching-Mel Chen
論文名稱:探討情緒調節與組織認同之關係:正向情緒與領導者-成員交換之中介與調節作用
論文名稱(外文):Exploring the Relationship between Regulation Emotion and Organizational Identification: The Mediating and Moderating Effect of Positive Emotions and Leader-Member Exchange
指導教授:黃瓊慧黃瓊慧引用關係
指導教授(外文):Dr. Chiung-Hui Huang
口試委員:黃培文張肇松杜佩蘭
口試日期:2014-05-30
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:2014
畢業學年度:102
語文別:中文
論文頁數:83
中文關鍵詞:情緒調節、組織認同、正向情緒、領導者-成員交換
外文關鍵詞:Regulation Emotion, Organizational Identification, Positive Emotions, Leader-Member Exchange
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面對現今環境競爭與挑戰,組織欲保有競爭優勢,需避免人員流失,而組織成員能認同組織,則攸關企業之穩定發展。本研究以情緒調節為自變項,組織認同為依變項,正向情緒為中介變項,領導者-成員交換為調節變項,探討研究變項間之相關性。總計收集國內製造業、科技業、服務業等295位員工有效樣本,經由相關分析及迴歸分析之結果發現:情緒調節與組織認同之間具有顯著正向關係,情緒調節與正向情緒之間具有顯著正向關係,正向情緒與組織認同之間具有顯著正向關係,正向情緒在情緒調節與組織認同之間具有中介效果,領導者-成員交換(LMX)在正向情緒與組織認同之間具有調節效果,領導者-成員交換會加強正向情緒與組織認同間的正向關係。
Facing today's competitive environment and challenging, organizations have to avoid the movement of personnel to maintain competitive advantages. In addition, the members of organizations identify organizations were relevant to the stable development of enterprises. In this study, the researcher took regulation emotion as independent variable, organizational identification as dependent variable, positive emotion as mediator, leader-member exchange as moderator, in order to investigate the correlation between variables. The researcher collected 295 valid samples of personnel from native manufacturing industry, hi-tech industry and service industry. The researcher summarized the conclusions of this study via correlation analysis and regression analysis as follows: There was a significant positive relationship between regulation emotion and organizational identification; There was a significant positive relationship between regulation emotion and positive emotion; There was a significant positive relationship between positive emotion and organizational identification. Positive emotion had a mediating effect between regulation emotion and organizational identification. Leader-member exchange had a moderating effect between positive emotion and organizational identification. Leader-member exchange could enhance the positive relationship between positive emotion and organizational identification.
摘要 I
ABSTRACT II
誌 謝. III
目 錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 4
第二章 文獻探討 5
第一節 情緒調節 5
第二節 正向情緒 13
第三節 領導者-成員交換 19
第四節 組織認同 24
第五節 各研究變項間關係的推論 30
第三章 研究設計與方法 34
第一節 研究架構 34
第二節 研究假設 35
第三節 研究變項操作性定義與衡量工具 36
第四節 研究樣本與資料收集方法 44
第五節 樣本特性分析 45
第六節 資料處理與分析方法 46
第四章 研究結果 47
第一節 研究變項之描述性分析 47
第二節 各研究變項之間相關分析 48
第三節 各研究變項間之迴歸分析 50
第四節 研究假設結果彙整 59
第五章 討論與建議 60
第一節 理論意涵 60
第二節 實務建議 63
第三節 研究限制與未來研究建議 64
參考文獻 66
一、中文部分 66
二、英文部分 71
三、電子、網路資料 84


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三、電子、網路資料
1111人力銀行(2011)。職場入錯行,職涯路瞎忙。http://career.1111.com.tw/focus1.asp?sno=2008
郭淑珍(2010)。銘傳教育電子期刊,2,56-72。

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