新世代，有你們不一樣！ 工作特性、組織自尊與員工創造力之關係— 探討獎酬與認可的調節式中介作用

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李庭(Ting Li) 查詢紙本館藏

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論文名稱

新世代，有你們不一樣！工作特性、組織自尊與員工創造力之關係— 探討獎酬與認可的調節式中介作用
(A new generation, different because of you! A Study of Relationship among Job Characteristics, Organization-based Self-esteem, and Employee Creativity: The Moderated Mediation Effect of Rewards and Recognition.)

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摘要(中)

在當前這個充滿複雜與變化的世代，科技和市場的發展速度遠超過以往，人才的創造力已成為組織競爭的關鍵因素之一，同時Y世代與Z世代對於企業而言日漸重要，這不僅因為Y、Z世代是當前職場中最龐大的一群人，也因他們從小在新興科技的環境中成長，更善於利用網路技術且能夠快速獲取資訊，展現他們能夠迅速適應變化，這兩個世代所帶來的創造力將是企業競爭力的關鍵因素。因此，為使企業找到更符合新世代工作者特性的工作設計與管理方法，本研究將出生於1980年至2010年間的Y、Z世代定義為新世代，並以新世代所重視的內在與外在要素為研究變項，且將工作特性細分為五個構面進行研究，旨在探討該族群是否能透過知覺工作特性後，提高他們的組織自尊並激發創造力，以及獎酬與認可是否在工作特性、組織自尊及員工創造力間具有調節效果。

　　本研究以台灣地區全職的新世代工作者為研究對象，採用線上問卷進行資料蒐集，最後共回收315份有效問卷，研究結果發現，對於新世代工作者而言，工作特性的五個構面皆與員工創造力具正向關係，其中以工作重要性最具有預測力；組織自尊在工作特性的五個構面與員工創造力間具有中介效果；獎酬與認可在工作特性與組織自尊並無調節效果，同時無法調節工作特性透過組織自尊影響員工創造力的中介效果。

摘要(英)

In the complex and rapidly changing world, the pace of technological and market development far exceeds that of the past, and creativity has become one of the key factors in corporate competitiveness. Generations Y and Z are becoming increasingly important to organizations due to their adaptability and technological savviness. This study defines Generations Y and Z who were born between 1980 and 2010 as “new generation” and examines the relationship between their perception of job characteristics and their organization-based self-esteem(OBSE) and employee creativity. The study also investigates the moderating effects of rewards and recognition(R&R) on the relationships between job characteristics, OBSE, and employee creativity. The results will help organizations design works and management that better suit the characteristics of new generation workers and ultimately improve their competitiveness.

In this study, full-time new generation workers in Taiwan were the main target of the survey, and a total of 315 valid questionnaires were collected through online questionnaire surveys. The results revealed that all five dimensions of job characteristics have a positive impact on employee creativity for the new generation workers, with task significance being the most predictive. OBSE has a mediating effect between the five dimensions of job characteristics and employee creativity. R&R have no moderating effect between job characteristics and OBSE. Besides, R&R and OBSE have no moderated mediating effect between job characteristics and employee creativity.

關鍵字(中)

★ 新世代
★ 工作特性
★ 組織自尊
★ 員工創造力
★ 獎酬與認可

關鍵字(英)

★ new generation
★ job characteristics
★ organization-based self-esteem
★ employee creativity
★ rewards and recognition

論文目次

摘要 i
Abstract ii
致謝 iii
目錄 iv
圖目錄 v
表目錄 v
第一章緒論 1
1-1 研究背景與動機 1
1-2 研究目的 2
1-3 研究流程 3
第二章文獻探討 4
2-1 員工創造力 4
2-2 工作特性 5
2-3 組織自尊 8
2-4 獎酬與認可 10
第三章研究方法 13
3-1 研究架構與假設 13
3-2 研究對象與資料收集方法 14
3-3 研究變項之衡量 15
3-4 資料分析方法 19
第四章研究結果 20
4-1 樣本之描述性統計分析 20
4-2 驗證性因素分析 22
4-3 信度與效度分析 23
4-4 相關分析 24
4-5 假說檢定 26
4-5-1 總效果與中介效果檢驗 26
4-5-2 調節效果及調節式中介效果檢驗 32
4-6 研究假設實證結果彙整 38
第五章結論與建議 39
5-1 研究意涵 39
5-2 管理意涵 40
5-3 研究限制與建議 41
參考文獻 43

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指導教授

王群孝(Chun-Hsiao Wang)

審核日期

2023-6-27

推文