工作壓力源與壓力後果之關係：以華人工作價值觀為調節變項

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王妍蓁(Yen-Chen Wang) 查詢紙本館藏

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論文名稱

工作壓力源與壓力後果之關係：以華人工作價值觀為調節變項
(The relationship between work stressor and strain: Chinese work values as a moderator)

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摘要(中)

本研究從工作壓力源及華人工作價值觀切入，瞭解工作場所中的壓力源及員工對華人工作價值觀之認同，對工作滿意度的影響。然而，工作壓力源所造成的影響不只是組織層面的「工作滿意度」，還會導致員工個人的不健康，因此本研究的壓力後果除了「工作滿意度」，還包括「身體症狀」及「心理症狀」。除此之外，個人在工作時所認同的華人工作價值觀，對工作壓力源與壓力後果關係的調節效果，也納入討論範圍。
研究工具為自陳式量表，發放給兩岸三地（台灣、香港、大陸）員工填答，本研究將樣本加總以增加統計力量，並使得研究結果在華人地區更具有可推性。研究結果發現，三個壓力後果被不同的工作壓力源所影響：「工作滿意度」的預測因子為「組織氣候」及「工作自主性」；「身體症狀」的預測因子有「人際衝突」與「工作負荷」；能預測「心理症狀」的工作壓力源最多，包含「組織氣候」、「人際衝突」及「工作負荷」。
華人工作價值觀之「勤勉」構面對三個壓力後果都有預測力。在調節效果方面，「勤勉」只能調節兩個工作壓力源「人際衝突」與「工作負荷」對「工作滿意度」之關係；華人工作價值觀之另一構面「實用」，對壓力後果沒有預測力，對工作壓力源與壓力後果之關係也無調節作用存在。

摘要(英)

The aim of the research was to explore relations between various work stressor and strain, in the cultural context of Greater China, including Taiwan, Hong Kong, and the Mainland. In addition to job satisfaction, personal well-being indicated by physical and behavioral symptoms, was also examined as the strain factor. Both the main effect and possible moderating effect of endorsing Chinese work values were explored in the work stress process. Using structured questionnaires, a total sample of 380 full-time employees in the three regions were surveyed.
Analyses revealed that for Chinese employees in all three regions, the main nexus of work stress – strain was established. However, different indicators of strain were significantly predicted by different sources of work stress: (1) “organizational climate” and “work autonomy” predicted job satisfaction; (2) “interpersonal conflict” and “work overload” predicted physical symptoms; (3) “organizational climate”, “interpersonal conflict” and “work overload” predicted behavioral symptoms.
The “hardworking” component of Chinese work values was found to be related to all three indicators of strain, demonstrating its main effect on stress outcome: the high endorsement of “hardworking” value was generally related to reduce strain. More importantly, we found that “hardworking” as a Chinese work value buffered the noxious effect of “interpersonal conflict”, but exacerbated that of “work overload” on job satisfaction. Although these moderating effect should be further replicated in future studies, they serve to highlight the need to comprehensively understand the work environment in interpreting roles of work stress and work values, as well as their intricate interactions for Chinese employees working in the collectivistic culture.

關鍵字(中)

★ 工作壓力源
★ 壓力後果
★ 華人工作價值觀

關鍵字(英)

★ strain
★ work stressor
★ Chinese work values

論文目次

第一章研究動機與目的 1
第一節研究動機 1
第二節研究目的 2
第二章文獻回顧 3
第一節壓力與工作壓力 3
一、壓力的定義 3
二、工作壓力的定義 5
三、工作壓力源的類別 6
四、工作壓力源與壓力後果之相關研究 7
第二節工作價值觀 9
一、價值觀的定義與類別 9
二、價值觀與工作價值觀 11
三、工作價值觀的定義與類別 12
四、華人社會裡的工作價值觀 15
五、工作價值觀與壓力後果之關係 18
第三章研究方法 21
第一節研究架構與假設 21
一、研究架構 21
二、研究假設 22
第二節研究對象 23
第三節研究工具 25
一、工作壓力源量表 25
二、壓力後果量表 26
三、華人工作價值觀量表 27
四、人口學變項 27
第四章研究結果 28
第一節樣本描述 28
第二節量表之信度分析 29
一、工作壓力源量表 29
二、壓力後果量表 29
三、華人工作價值觀量表 29
第三節研究變項描述性統計分析 30
第四節變項間之相關分析 31
一、人口學變項與主要研究變項之相關 31
二、工作壓力源與壓力後果間之相關 33
三、工作壓力源與華人工作價值觀間之相關 33
四、華人工作價值觀與壓力後果間之相關 33
第五節層級式迴歸分析 35
一、預測工作滿意度 36
二、預測身體症狀 37
三、預測心理症狀 38
四、小結 38
第六節華人工作價值觀的調節作用 39
一、實用 39
二、勤勉 39
第五章討論 43
第一節研究結果概述 43
第二節工作壓力源與壓力後果 44
第三節華人工作價值觀與壓力後果 46
第四節華人工作價值觀的調節作用 48
第五節研究限制與未來研究建議 50
一、研究限制 50
二、未來研究建議 51
第六節管理意涵與建議 52
一、組織氣候 52
二、人際衝突 52
三、工作負荷 52
四、缺乏自主性 53
五、華人工作價值觀 53
參考文獻 54
附錄一、問卷題項 61
附錄二、香港、台灣、北京樣本之描述性統記 64
附錄三、香港、台灣、北京樣本之變項描述性統計 65
附錄四、香港、台灣、北京樣本主要變項之相關矩陣67

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指導教授

陸洛(Luo Lu)

審核日期

2007-7-11

推文