海峽兩岸管理人員之核心自我評估與信任對工作滿意與生活滿意之影響-以金融風暴對W公司之影響為例

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徐耀德(Yao-te Hus) 查詢紙本館藏

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論文名稱

海峽兩岸管理人員之核心自我評估與信任對工作滿意與生活滿意之影響-以金融風暴對W公司之影響為例

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摘要(中)

優秀的人才是企業成功的關鍵因素，而真正優秀的人才除了專業領域的能力外，更重要的是他們的心理素質。擁有正面的態度使員工和企業能夠面對各種的挑戰與挫折。
海峽兩岸現在都面臨著工作超量、超時以及承受過量工作壓力的情況。這樣的情況若不正視，可能進而導致精神耗弱、產生各種生理以及心理的疾病。無限制地延長工作時間、欠缺個人生活的不健全狀態，普遍存在與兩岸各行各業中，且隨著全球化的競爭加劇、科技的日新月異而日益惡化。
高科技產業的從業人員擁有較高的所得和較高的物質水準，因而獲得了「科技新貴」的稱號。在研究上這些科技新貴為了獲得更多的競爭優勢、物質報酬而付出的工作時間、承受的工作與家庭壓力卻常被忽略。
核心自我評估與信任，一個是對自己的看法、一個是對他人的看法，在過去的研究中均有文獻支持這兩種特質可以提升個人在工作上的表現。本研究欲探討金融風暴對於個案公司的影響。進一步透過核心自我評估與信任同仁的特質進行相關的分析與研究，希望可以建構出兩者之間和工作滿意與生活滿意相關的模式，並且比較在個案公司中，海峽兩岸管理人員在兩者上的差異，做為日後公司進行員工教育或選才之依據。

摘要(英)

Both Taiwan and the Mainland China are faced with the problem of working overtime. Workers in these two places are faced with great pressure and the problem of lack of leisure life. This situation is still worsening now.
Workers in hi-tech industry have relatively higher salary. But they also must pay their private life for it.
Core self-evaluation is the belief of oneself and trust is the belief of others. In the previous literature, both believes will influence personal performance in job. Furthermore, the analysis of core self-evaluation and trust can indicate the influence of satisfaction of life and job.This study is to find the influence stated above.
Keywords : Trust, core self-evaluation, worker in the Mainland China

關鍵字(中)

★ 核心自我評估
★ 信任
★ 兩岸管理人員
★ 金融風暴

關鍵字(英)

★ core self-evaluation
★ Trust
★ worker in the Mainland China

論文目次

摘要 I
ABSTRACT II
致謝 III
目錄 IV
圖目錄 VI
表目錄 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 - 3 -
第二章文獻探討 - 4 -
第一節核心自我評估(CORE SELF EVALUATION) - 4 -
一、核心自我評估意涵 - 4 -
二、核心自我評估與管理之議題 - 12 -
第二節職業自我效能(OCCUPATIONAL SELF-EFFICACY) - 14 -
一、職業自我效能意函 - 14 -
二、提昇職業自我效能 - 18 -
三、職業自我效能與人力資源相關議題 - 20 -
四、職業自我效能相關研究與測量 - 21 -
五、一般性自我效能與職業自我效能衡量方式之差異 - 21 -
第四節信任 - 22 -
一、信任的意涵 - 22 -
二、企業組織中的信任 - 25 -
三、領導者-成員交換論 - 26 -
四、中國的信任文化 - 28 -
五、信任的測量 - 28 -
第三節工作滿意 - 29 -
一、工作滿意的定義 - 29 -
二、影響工作滿意之因素 - 30 -
第五節生活滿意 - 32 -
一、生活滿意之定義 - 32 -
二、生活滿意的相關研究 - 33 -
第六節小結 - 34 -
第三章研究設計 - 35 -
第一節研究架構 - 35 -
第二節研究對象 - 36 -
一、公司概況介紹 - 36 -
第三節研究假設與模式 - 39 -
第四節問卷設計 - 42 -
一、信任 - 42 -
二、核心自我評估 - 43 -
三、工作滿意 - 47 -
四、生活滿意 - 47 -
第五節檢定方式與使用工具 - 48 -
第四章資料分析 - 49 -
第一節調查對象簡介與問卷回收狀況 - 49 -
第二節樣本敘述性統計資料分析 - 49 -
一、性別 - 49 -
二、年齡 - 50 -
三、出生地及籍貫 - 51 -
四、居住地區 - 52 -
五、教育程度 - 53 -
六、主修科系 - 54 -
七、在W公司任職年資與總工作年資 - 55 -
八、目前職務 - 57 -
九、目前工作內容 - 58 -
第二節測量工具信效度檢測 - 59 -
第三節問卷敘述性統計 - 60 -
第四節模式檢定 - 62 -
第五節兩岸管理人員在七項變數上之平均數差異檢定 - 64 -
一、受測者「信任」程度平均分數檢定 - 64 -
二、受測者「自尊」程度平均數檢定 - 65 -
三、受測者「神經質」程度平均分數檢定 - 66 -
四、受測者「職業自我效能」程度平均數檢定 - 66 -
五、受測者「控制源」程度平均數檢定 - 67 -
六、受測者「工作滿意」程度平均分數檢定 - 67 -
七、受測者「生活滿意」程度平均分數檢定 - 68 -
第六節金融風暴對W公司的影響 - 70 -
第五章討論與研究建議 - 72 -
第一節研究結論 - 72 -
一、兩岸人員比較 - 72 -
二、金融風暴的影響 - 74 -
第二節研究貢獻 - 75 -
第三節對未來研究之建議 - 76 -
第四節研究限制 - 76 -
參考文獻 - 77 -
附錄 A 本研究採用之問卷 - 85 -

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指導教授

林子銘

審核日期

2009-7-2

推文