角色壓力源、焦崩對組織承諾的影響－兩岸資訊從業人員之比較研究

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林元吉(Yua-Ji Lin) 查詢紙本館藏

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論文名稱

角色壓力源、焦崩對組織承諾的影響－兩岸資訊從業人員之比較研究

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摘要(中)

經由當前學術研究及經營實務上的理解發現，資訊從業人員流動率過高及向心力不足是普遍存在的問題。歸咎其原因，在資訊從業人員的工作特性當中，「角色壓力源」註1、「焦崩」註2及「組織承諾」註3將可為此現象提供關鍵的解釋。近來由於台灣和中國大陸資訊產業的依存度越來越高，因此如何有效管理來自海峽兩岸的幹部及員工，將會是相當關鍵之議題。
　　過去學者所提出之國際企業管理及組織行為相關的理論模式，大部份都源自於歐美國家，這些研究在不同文化背景下的適域性已有許多學者加以懷疑及批評。加上台灣和中國大陸子文化的差異的因素，在比較管理的議題上，實有必要深入探討東西方及兩岸的異同，並提出其源由解釋和解決之道。
　　因此，本研究首先探討兩岸資訊從業人員在角色壓力源、焦崩及組承諾的差別，繼而探究其差異的來源。本研究結果發現，兩岸的差異原因不僅止於人的不同，而文化傾向的分野，可以解釋兩岸在組織行為上的差異。此外，研究也發現，資訊人員在不確定性規避及個人主義傾向，和一般人員有顯著的不同。最後，在驗證角色壓力源、焦崩及組織承諾的前後因果關係方面，本研究採用壓力形成的觀點，探討其間的直接影響及交互作用。
　　本篇定位於實徵性研究，採用問卷調查的方式進行資料蒐集，樣本涵蓋兩岸六個城市、三十一家公司註4，有效樣本數共計515份，包括台灣190份和大陸325份。
註1 角色壓力源(role stressor)是指角色間期望不一致所產生的壓力，　　包含角色模糊、衝突和負荷。
註2 焦崩(burnout)是指情緒耗竭、乏人性化以及個人成就感低落的現　　　象，亦有譯為工作倦怠。
註3 組織承諾(organizational commitment)是成員對組織主動積極的認　　同、投入的態度，包括情感性、規範性和持續性的組織承諾。
註4 感謝中華發展基金會，獎助本研究於八十九年一~二月赴大陸實地蒐　　集資料。

關鍵字(中)

★ 比較管理
★ 角色壓力源
★ 焦崩
★ 組織承諾
★ 資訊從業人員
★ 文化

關鍵字(英)

論文目次

第一章　緒論
第二章　文獻探討
第三章　研究方法
第四章　資料分析
第五章　結論

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指導教授

宋鎧(Kai Sung)

審核日期

2000-6-17

推文