在全球快速變動的環境下，企業面對政府新的法令、新的競爭者、新的產品不斷出現，企業想要生存就必須具備一流的核心能力，才能得以勝出，而透過對員工的授權賦能來提升組織效能，更是企業維持競爭力的主要利器。當企業面臨國際化與競爭愈加激烈時，愈更需要給予員工更多參與及自主權，以使之能持續創新，這正是賦能可以帶來的附加價值。成員對於組織的投入程度，起源於組織或管理者對於其能力或工作自主性的賦予，而此種能力的賦予會提升員工投入的程度，更進而改變員工的工作態度。此外，支持型的組織文化會強化員工心理氣候的形成與增強，進而對賦能與員工投入之間的因果關係產生調節作用。國內外相關研究雖指出氣候為一調節因子，但多以個人層次的分析結果推論至其他分析層次，過去的實證研究已證實了此一推論極易產生錯誤的結論。此外，國內以跨層次分析的角度，探討組織文化對於心理氣候影響之調節效果分析的研究卻仍付之闕如。有鑑於此，本研究計劃的目的在以橫斷研究的觀點，探討員工心理賦能感受對其工作投入之提升作用，進而瞭解工作投入對員工工作態度之影響；其中，並以跨層次的角度，分析員工個人心理氣候認知經由組織文化之增強後，對其心理賦能感受與工作投入兩者間關係之調節作用。本研究將以問卷調查方式，以台灣前一百大企業中工作性質具專門技術之企業員工為本研究母體，進行資料蒐集。在資料分析方面，除了採用驗證性因素分析(confirmatory factor analysis)進行衡量模式適配度檢定之外，並進行結構模式分析、變數之群間與群內變異成份分析與層級線性模式，來驗證本研究之假設。期藉此研究之結果，對於員工心理賦能認知在管理實務上的影響，能有更進一步的瞭解，並提供企業組織在管理政策推行上之可行建議與參考。 ; Psychological empowerment has been regarded as a powerful means to keep contemporary organizations on edge and maintain their competitive advantages. To better understand the effect of psychological empowerment on employees’work attitudes, this study aims at investigating the relationships among variables of psychological empowerment, employee involvement, work morale, and employees’ withdrawn behaviors. Psychological empowerment is correlated with employee involvement, which is prone to enhance employees’work morale and reduce the likelihood of withdrawn behaviors. It is argued that the supportive organizational culture would strengthen the formation of psychological climate among employees, which in turns might moderate the relationship between psychological empowerment and employee involvement. Therefore, this study adopts a cross-level perspective to explore the organizational-level moderating effect of supportive organizational culture on employees’perception of psychological climate as well as the individual-level moderating effect of psychological climate on the relationship between psychological empowerment and employees’work attitudes. Multiple factors, i.e., psychological empowerment, employee involvement, work morale, employees’ withdrawn behaviors, organizational culture, and psychological climate, are included in this multilevel study. Data will be collected by distributing questionnaires to the employees equipped with job-specified expertise from Taiwan’s Top 100 companies. Confirmative factor analysis will be taken to test the goodness of fit of the model. The degree of interrater agreement and homogeneity within the group will be tested. Structural equation modeling (SEM) and hierarchical linear modeling (HLM) will be adopted to verify the hypotheses of the study. The results of this study are expected to add to our understanding of the concept and effects of psychological empowerment. ; 研究期間 9708 ~ 9807
