臺灣博碩士論文加值系統

本研究探討工作熱情(包含和諧式熱情與強迫式熱情)對工作敬業的影響路徑，與調節焦點(包含促進焦點與預防焦點)的中介作用。研究方法為調查法，引用熱情量表、工作調節焦點量表及工作與健康狀況調查量表，以高雄市政府所屬人事人員為研究對象，總計發出636份問卷，回收有效樣本計512份(80.5%)，以描述性統計、Pearson積差相關分析、獨立樣本t檢定、單因子變異數分析分析調查資料，並以結構方程模式及中介分析驗證本研究模型與假設。研究結果顯示：和諧式熱情對促進焦點與工作敬業有顯著正向影響，與預防焦點有較低的關聯性；強迫式熱情對促進焦點與預防焦點具相等顯著影響，對工作敬業狀態僅具統計上顯著的低度影響；促進焦點對工作熱情與工作敬業間關係具中介作用，預防焦點與工作敬業無因果關係。另外，依工作年資區分不同世代群體，比較並討論變數間的關聯性。針對上述結果，本研究提出研究結論與未來研究建議。

This study investigated the impact of work passion, including harmonious passion and obsessive passion, on work engagement. We also shed light on the regulatory focus, including promotion focus and prevention focus, as the intervening variables. The instruments of this investigation comprised three sets of questionnaires concerning the Passion Scale, Work Regulatory Focus Scale and UWES-9. Personnel staffs working in Kaohsiung City Hall were considered as the study subjects. 636 questionnaires were distributed, and there were 512 valid questionnaires received, returning rate of valid questionnaires is 80.5%. The questionnaires were analyzed with descriptive statistics, Pearson product-moment correlation, Independent T-test and One-way ANOVA. Structural Equation Modeling and PROCESS macro were employed to test the hypothesis. Results showed that harmonious passion positively predict promotion focus and work engagement, but less corresponded with obsessive passion. The influence of obsessive passion both on promotion focus and prevention focus were significant and equivalent, on work engagement, only a significant low effect in statistically. Promotion focus mediated the relationship between work passion and work engagement. There was no association between prevention focus and work engagement. We also extraction two subgroups from the valid samples based on organizational tenure and compare the relationships between latent variables within groups. Conclusions and suggestions for future research were proposed according to research results in this study.

目次
摘要 i
Abstract ii
目次 iii
表次 v
圖次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 6
第三節 名詞釋義 6
第四節 研究流程 7
第二章 文獻探討 9
第一節 工作熱情 9
第二節 調節焦點 15
第三節 工作敬業 20
第四節 研究變數間關聯性推演 26
第三章 研究方法 31
第一節 研究架構 31
第二節 研究對象與資料蒐集方法 32
第三節 研究工具 32
第四節 資料處理與分析方法 33
第四章 研究結果 41
第一節 有效樣本與觀察變數描述性統計 41
第二節 驗證性因素分析 43
第三節 結構方程模式與中介分析結果 48
第四節 相關分析與差異性檢定 54
第五章 研究結論與建議 59
第一節 研究發現與理論意涵 59
第二節 管理意涵 63
第三節 研究限制與對未來研究之建議 64
參考文獻 69
中文部分 69
英文部分 71
附錄 89
附錄一 原文量表授權函 89
附錄二 量表譯文初稿與正式問卷題項用語對照表 90
附錄三 正式問卷 91
附錄四 參與者屬性描述性統計 95
附錄五 觀察變數共變矩陣 97
附錄六 結構方程模式徑路分析完全標準化係數 98
表次
表2-1 工作熱情實證文獻 13
表2-2 促進焦點與預防焦點差異比較 17
表2-3 調節焦點概念評量工具比較 18
表2-4 調節焦點理論實證文獻 18
表2-5 敬業概念評量工具比較 24
表2-6 工作敬業實證文獻 24
表3-1 本研究所採概念評量工具與原始量表因素結構、信度 33
表4-1 觀察變數之編碼、平均數、標準差及常態性考驗 42
表4-2 熱情量表因素模式適配指標摘要表 44
表4-3 工作調節焦點量表因素模式適配指標摘要表 44
表4-4 工作敬業因素模式適配指標摘要表 45
表4-5 共同方法變異檢查因素模式適配指標摘要表 45
表4-6 複核效化第一階段—單樣本CFA適配指標摘要表 46
表4-7 複核效化第二階段—跨樣本CFA適配指標摘要表 46
表4-8 因素結構、組合信度及平均變異萃取 46
表4-9 測量模式因素區辨力檢驗摘要表 48
表4-10 理論剪裁前、後研究模型適配指標摘要表 49
表4-11主要變數平均數、標準差與Pearson相關 50
表4-12 主要研究變數間標準化徑路係數 51
表4-13 研究假設與實證結果對照表 51
表4-14 中介模型一強迫式熱情中介效果分析表 52
表4-15 中介模型二和諧式熱情中介效果分析表 52
表4-16 強迫式熱情與和諧式熱情中介效果比較表 53
表4-17 性別與研究變數之差異性分析 55
表4-18 年齡與研究變數之差異性分析 56
表4-19 銓審人事人員年資與研究變數之差異性分析 58
表5-1 熱情準則對實證研究樣本篩選與徑路分析結果的影響 61
圖次
圖1-1 研究流程 7
圖2-1 自我決定理論的動機分類 10
圖2-2 職場幸福感概念對照 22
圖3-1 研究架構 31
圖3-2 中介模型類型示意圖 38
圖4-1 修正模型結構模式簡化示意圖 49
圖4-2 本研究中介模型 53
圖5-1 跨群體分析(依工作年資區分) 62
圖5-2 跨群體分析(依性別區分) 63

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