「職場友益！」職場友誼與留任意願、工作退縮行為之關聯——以年資、外向性和工作自主性為調節變項

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：63

、訪客IP：18.222.164.66

姓名

王郁(Yu Wang) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

「職場友益！」職場友誼與留任意願、工作退縮行為之關聯——以年資、外向性和工作自主性為調節變項
(The effect of workplace friendship on stay intention and withdrawal behavior: Tenure, extroversion and job autonomy as the moderators.)

相關論文

★ 傳統食品業之轉型與品質升級策略探討-以P公司為例	★ 航空器維修訓練調整策略探討-以C公司為例
★ 企業社會責任ヽ內控內稽制度措施的探討-以T銀行為例	★ 主管管理職能評鑑與驗證-以A公司為例
★ 人力資源部門客戶服務代表角色與功能探討-以某科技公司為例	★ Ｅ公司員工品格教育與工作投入、工作壓力、員工幸福感關係之研究，知覺組織支持之中介效果
★ 工作要求、工作控制與工作生活平衡關係之研究：以主管家庭支持行為為調節變項	★ 如何打造正向的企業志工參與環境-以國內大型電子製造業為例
★ 如何塑造良好的企業志工投入與推薦-以國內大型電子製造業為例	★ 組織自尊、學習目標導向及尋求回饋行為對於員工自我學習之影響
★ 家長式領導與組織認同感之關聯性研究-以信任主管為調節變項	★ 影響在臺產業外籍移工的生活與工作適應程度：從組織及勞工本身之變數探討
★ 尋求更好的解決之道！以正向觀點探討企業進用身心障礙者之問題－以M公司身障進用經驗為例	★ 營業額意圖：組織和個人因素的影響以及企業家意圖在越南語境中的中介作用
★ 如何提升外派人員效能？知覺組織支持與配偶家庭支持對外派人員組織認同、工作投入、工作壓力之影響─以主管家庭支持行為為調節	★ 育嬰的代價?影響育嬰留職停薪復職後個人績效及勞動條件變更之因素分析

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

在這個孤寂且工作佔據人生很大一部份時間的世代，在職場上能否有歸屬感是個影響員工工作表現的因素，故本研究鎖定職場友誼為研究變項，探討其對工作退縮行為與留任意願之關係，並從個人特質、任職時長和工作動機面向分別選定外向性、年資和工作自主性為調節變項，以更全面了解本研究之議題。
本研究以台灣地區之正職員工為對象，採取線上結構性問卷調查，並依實證方式分析回收之 406 份有效問卷。結果顯示:(1)職場友誼與留任意願間具有正向關係。 (2)工作退縮行為分別與職場友誼和留任意願具有負向關係，且工作退縮行為會中介影響職場友誼與留任意願。(3)外向性會負向調節職場友誼與工作退縮行為之間的負向關係。因此，本研究也提出建立職場友誼之相關措施以鼓勵企業打造更為友善的職場環境，藉此提升員工之工作投入與留任意願。

摘要(英)

In this lonely generation where work occupies a large part of life, whether employees have a sense of belonging in the workplace is a factor that affects employees′ work performance. Therefore, this study focuses on workplace friendship and explores its relationship between withdrawal behavior and stay intention. And in order to gain a more comprehensive understanding of the topic, this study also explore the moderating effects of tenure, extroversion and job autonomy on workplace friendship and withdrawal behavior.
A descriptive survey design was adopted and collected 406 responses as the final sample. The results show that (1) Workplace friendship had a positive influence on intention to stay. (2) Withdrawal behavior had a negative relationship with workplace friendship and intention to stay, and withdrawal behavior had a partial mediating effect on workplace friendship and intention to stay. (3) Extroversion had a moderating effect on workplace friendship and withdrawal behavior. Therefore, this study also proposes related human resources practices to establish workplace friendships, and encouraging companies to create a more friendly workplace environment.

關鍵字(中)

★ 職場友誼
★ 工作退縮行為
★ 留任意願
★ 外向性
★ 年資
★ 工作自主性

關鍵字(英)

★ workplace friendship
★ withdrawal behavior
★ intention to stay
★ extroversion
★ tenure
★ job autonomy

論文目次

摘要 I
ABSTRACT II
目錄 III
表目錄 IV
圖目錄 V
一、緒論 1
1-1 研究動機 1
1-2 研究目的 4
二、文獻探討 6
2-1 職場友誼 6
2-2 留任意願 8
2-3 工作退縮行為 11
2-4 年資 13
2-5 外向性 15
2-6 工作自主性 17
三、研究方法 19
3-1 研究架構與研究假設 19
3-2 研究變項量表 20
3-3 研究對象與資料搜集方法 24
3-4 資料分析方法 25
四、研究結果 26
4-1 描述性統計分析 26
4-2 信度與效度分析 28
4-3 相關分析 33
4-4 各研究變項之階層迴歸分析 35
五、結論與建議 41
5-1 研究結果與討論 41
5-2 管理意涵 43
5-3 研究限制與未來建議 46
參考文獻 48

參考文獻

中文文獻

陳郁翔（2018）。核心自我評價、工作壓力、正向情感、工作滿意度、組織公民行為與退卻行為關係之研究。國立中央大學企業管理學系在職專班碩士論文。

黃維德（2018）。為何英國要任命孤獨大臣？。天下雜誌。取自https://www.cw.com.tw/article/5087742

潘柏翰（2021）。日本新設「孤獨事務大臣」盼降低自殺率，如何從「一人樣」文化找到需要幫助的人？。The News Lens關鍵評論。取自https://www.thenewslens.com/article/147697

英文文獻

Barrick, M. R., & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44(1), 1–26.
https://doi.org/10.1111/j.1744-6570.1991.tb00688.x

Beck, M., & Cartwright, D. (1982). Tests of two hypotheses on extraversion. Personality and Individual Differences, 3, 93–95.
https://doi.org/10.1016/0191-8869(82)90082-4

Berman, E. M., West, J. P., & Richter, M. N., Jr. (2002). Workplace relations: Friendship patterns and consequences (according to managers). Public Administration Review, 62(2), 217–230.https://doi.org/10.1111/0033-3352.00172

Blau, G. (1998). On the aggregation of individual withdrawal behaviors into larger multi-item constructs. Journal of Organizational Behavior, 19(5), 437-451.
https://doi.org/10.1002/(SICI)1099-1379(199809)19:5<437::AID-JOB1899>3.0.CO;2-C

Bluedorn, A. C. (1982). The theories of turnover: Causes, effects, and meaning. Research in the Sociology of Organizations, 1(1), 75-128.

Campion, M. A., Medsker, G. J., & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46, 823-850.
https://doi.org/10.1111/j.1744-6570.1993.tb01571.x

Chandler, G. E. (1990). Retention: Has it obstructed nursing′s view?. Nursing Administration Quarterly, 14(4), 70-75.
https://doi.org/10.1097/00006216-199001440-00014

Chung, S., Lount Jr, R. B., Park, H. M., & Park, E. S. (2018). Friends with performance benefits: A meta-analysis on the relationship between friendship and group performance. Personality and Social Psychology Bulletin, 44(1), 63-79.
https://doi.org/10.1177/0146167217733069

Cohen, A. (2021). How to quit your job in the great post-pandemic resignation boom. Bloomberg Businessweek.
https://www.bloomberg.com/news/articles/2021-05-10/quit-your-job-how-to-resign-after-covid-pandemic#xj4y7vzkg

Cross, R. (2019). To be happier at work, invest more in your relationships. Harvard Business Review.
https://hbr.org/2019/07/to-be-happier-at-work-invest-more-in-yourrelationships.

Dalton, D. R., Todor, W. D. & Krackhardt, D. M. (1982), Turnover overstated: The functional taxonomy, Academy of Management Review, 7, pp. 117-123.
https://doi.org/10.2307/257256

Duck, S. (1983). Friends, for life: The psychology of close relationships. Harvester Press.

Fehr, B. (1996). Friendship Processes (Vol. 12). Sage.

Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.
https://doi.org/10.2307/3151312

Ghosh, P., Satyawadi, R., Joshi, J. P., & Shadman, M. (2013). Who stays with you? Factors predicting employees′ intention to stay. International Journal of Organizational Analysis.
https://doi.org/10.1108/IJOA-Sep-2011-0511

Goldberg, L. R. (1999). A broad-bandwidth, public domain, personality inventory measuring the lower-level facets of several five-factor models. Personality Psychology in Europe, 7(1), 7-28.
https://ipip.ori.org/A%20broad-bandwidth%20inventory.pdf

Guilford, J. P. (1965). Reliability of measurements. Fundamental statistics in psychology and education. 4th ed. New York (NY): McGraw-Hill, 438-469.

Gupta, N., & Jenkins Jr, G. D. (1991). Rethinking dysfunctional employee behaviors. Human Resource Management Review, 1(1), 39-59.
https://doi.org/10.1016/1053-4822(91)90010-A

Guy, M. E., & Newman, M. (1998). Toward diversity in the workplace. Handbook of Human Resource Management in Government, 75-92.

Hackman, J. R., & Lawler, E. E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55(3), 259.
https://doi.org/10.1037/h0031152

Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159.
https://doi.org/10.1037/h0076546

Hanisch, K. A., & Hulin, C. L. (1990). Job attitudes and organizational withdrawal: An examination of retirement and other voluntary withdrawal behaviors. Journal of Vocational Behavior, 37(1), 60-78.
https://doi.org/10.1016/0001-8791(90)90007-O

Hanisch, K. A., & Hulin, C. L. (1991). General attitudes and organizational withdrawal: An evaluation of a causal model. Journal of Vocational Behavior, 39(1), 110-128.
https://doi.org/10.1016/0001-8791(91)90006-8

Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York: Guilford. https://doi.org/10.1111/jedm.12050

Holt-Lunstad, J., Smith, T. B., Baker, M., Harris, T., & Stephenson, D. (2015). Loneliness and social isolation as risk factors for mortality: a meta-analytic review. Perspectives on Psychological Science, 10(2), 227-237.
https://doi.org/10.1177/1745691614568352

Holtom, B., Allen, D. (2019). Better ways to predict who′s going to quit. Harvard Business Review. https://hbr.org/2019/08/better-ways-to-predict-whos-going-to-quit

Jöreskog, K.G. & D. Sörbom(1988). LISREL 7: A guide to the program and application. Chicago: SPSS Inc.

Jurkiewicz, C. L., & Brown, R. G. (1998). Generational comparisons of public employee motivation. Review of Public Personnel Administration, 18(4), 18-37.
https://doi.org/10.1177%2F0734371X9801800403

Jurkiewicz, C. L., & Massey, T. K. (1996). What municipal employees want from their jobs versus what they are getting: A longitudinal comparison. Public Productivity & Management Review, 129-138.
https://doi.org/10.2307/3380481

Judge, T. A., Higgins, C. A., Thoresen, C. J., & Barrick, M. R. (1999). The Big Five personality traits, general mental ability, and career success across the life span. Personnel Psychology, 52(3), 621-652.
https://doi.org/10.1111/j.1744-6570.1999.tb00174.x

Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724.
https://doi.org/10.2307/256287

Karatepe, O. M., & Karatepe, T. (2009). Role stress, emotional exhaustion, and turnover intentions: does organizational tenure in hotels matter?. Journal of Human Resources in Hospitality & Tourism, 9(1), 1-16.
https://doi.org/10.1080/15332840903323364

Karatepe, O. M., & Uludag, O. (2007). Conflict, exhaustion, and motivation: A study of frontline employees in Northern Cyprus hotels. International Journal of Hospitality Management, 26(3), 645-665.
https://doi.org/10.1016/j.ijhm.2006.05.006

Konstan, D. (1997). Friendship in the classical world. Cambridge University Press.
Krackhardt, D., & Stern, R. N. (1988). Informal networks and organizational crises: An experimental simulation. Social Psychology Quarterly, 51(2), 123-140. https://doi.org/10.2307/2786835

Leiter, M. P., & Maslach, C. (1988). The impact of interpersonal environment on burnout and organizational commitment. Journal of Organizational Behavior, 9(4), 297-308.
https://doi.org/10.1002/job.4030090402

Leiter, M. P., Maslach, C., & Frame, K. (2014). Burnout. The Encyclopedia of Clinical Psychology, 1-7.
https://doi.org/10.1002/9781118625392.wbecp142

Liao, H., Chuang, A., & Joshi, A. (2008). Perceived deep-level dissimilarity: Personality antecedents and impact on overall job attitude, helping, work withdrawal, and turnover. Organizational Behavior and Human Decision Processes, 106(2), 106-124.
https://doi.org/10.1016/j.obhdp.2008.01.002

Lincoln, J. R., & Miller, J. (1979). Work and friendship ties in organizations: A comparative analysis of relation networks. Administrative Science Quarterly,24(2), 181-199.
https://doi.org/10.2307/2392493

Mann, A. (2018). Why we need best friends at work. Gallup.
https://www.gallup.com/workplace/236213/why-need-best-friends-work.aspx

Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370.
https://doi.org/10.1037/h0054346

Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102-1121.
https://doi.org/10.2307/3069391

Monbiot, G. (2014). The age of loneliness is killing us. The Guardian, 14.
https://www.theguardian.com/commentisfree/2014/oct/14/age-of-loneliness-killing-us

Morgeson, F. P., Delaney-Klinger, K., & Hemingway, M. A. (2005). The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance. Journal of Applied Psychology, 90(2), 399.
https://doi.org/10.1037/0021-9010.90.2.399
Nielsen, I. K., Jex, S. M., & Adams, G. A. (2000). Development and validation of scores on a two-dimensional workplace friendship scale. Educational and Psychological Measurement, 60(4), 628-643.
https://doi.org/10.1177/00131640021970655

Paillé, P., Raineri, N., & Valeau, P. J. (2015). Professional employee retention: Examining the relationships between organizational citizenship behavior and turnover cognitions. Journal of Applied Business Research (JABR), 31(4), 1437-1452.
https://doi.org/10.19030/jabr.v31i4.9329

Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizationa1 research problems and prospects. Journal of Management, 12(4),531-544.
https://doi.org/10.1177/014920638601200408

Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879.
https://doi.org/10.1037/0021-9010.88.5.879

Pogrebin, L. C. (1988). Who we like, why we like them, and what we do with them. McGraw-Hill Companies.

Price, J. L. (1977). The study of turnover. Ames, Iowa. Iowa State University.

Rath, T. (2006). Vital friends: The people you can′t afford to live without. Simon and Schuster.

Riordan, C. M., & Griffeth, R. W. (1995). The opportunity for friendship in the workplace: An underexplored construct. Journal of Business and Psychology, 10(2), 141-154.
https://doi.org/10.1007/BF02249575

Sias, P. M., & Cahill, D. J. (1998). From coworkers to friends: The development of peer friendships in the workplace. Western Journal of Communication (includes Communication Reports), 62(3), 273-299.
https://doi.org/10.1080/10570319809374611

Sias, P. M., Heath, R. G., Perry, T., Silva, D., & Fix, B. (2004). Narratives of workplace friendship deterioration. Journal of Social and Personal relationships, 21(3), 321-340.
https://doi.org/10.1177/0265407504042835
Sias, P. M., Pedersen, H., Gallagher, E. B., & Kopaneva, I. (2012). Workplace friendship in the electronically connected organization. Human Communication Research, 38(3), 253-279.
https://doi.org/10.1111/j.1468-2958.2012.01428.x

Sterling, A. D. (2014). Friendships and search behavior in labor markets. Management Science, 60(9), 2341-2354.
https://doi.org/10.1287/mnsc.2013.1857

Troyer, L., Mueller, C. W., & Osinsky, P. I. (2000). Who′s the boss? A role-theoretic analysis of customer work. Work and Occupations, 27(3), 406-427.
https://doi.org/10.1177/0730888400027003007

Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organizational commitment, turnover intention, and turnover: path analyses based on meta‐analytic findings. Personnel Psychology, 46(2), 259-293.
https://doi.org/10.1111/j.1744-6570.1993.tb00874.x

Tsui, A. S., Egan, T. D., & O′Reilly, C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37(4), 549–579. https://doi.org/10.2307/2393472

Tulgan, B. (1995). Managing generation x. Santa Monica. CA: Merritt.

Twaronite, K. (2019). The surprising power of simply asking coworkers how they’re doing. Harvard Business Review.
https://hbr.org/2019/02/the-surprising-power-of-simply-asking-coworkers-how-theyre-doing

Walker, J. W. (2001). Perspectives of human resource planning. Journal of Management, 24(1), 6-8.

Winstead, B. A., Derlega, V. J., Montgomery, M. J., & Pilkington, C. (1995). The quality of friendships at work and job satisfaction. Journal of Social and Personal Relationships, 12(2), 199-215.
https://doi.org/10.1177/0265407595122003

指導教授

王群孝

審核日期

2023-7-17

推文