社會賦閒、主管關係、工作社會特徵對工作結果之影響

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蕭評瀚(Ping-Han Hsiao) 查詢紙本館藏

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企業管理學系

論文名稱

社會賦閒、主管關係、工作社會特徵對工作結果之影響
(How social loafing, manager satisfaction, social characteristics effect work outcome.)

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摘要(中)

工作與績效一直是管理者最關心的議題，然而，工作內容、工作環境與所需要的能力一再改變，工作特性如何影響績效也成為一個重要議題，而社會賦閒是存在於工作環境中的一個重要變數，在以團隊為主要工作模式下的現代社會日益重要，它如何影響工作特性對績效間的關係，是本研究所想探討的問題。本研究利用網路與紙本問卷調查以團隊為主要工作模式的成人工作者，共獲得528份有效樣本，男性254人(48.1％)，女性272人(51.5％)，採用了社會賦閒、工作績效、組織公民行為、工作滿意度、工作倦怠、社會特徵等量表，量表的信效度良好，進行各變數的相關與迴歸分析。
研究結果顯示，社會賦閒可能的五個成因中，除了參與程度與工作特性則與社會賦閒無顯著關係，其餘都有影響力。進一步的，當員工對主管的滿意度越高，則工作倦怠感越低、工作績效越高、工作滿意度越高、組織公民行為越高。而當員工知覺到社會賦閒變高會降低工作滿意度、提昇工作倦怠。
在社會特徵方面，社會接觸與社會關懷對各種工作結果都均有顯著的影響。互賴發起性、互賴接受性和組織外互動則是工作倦怠較主要的解釋變數，最後，他人回饋則對於工作績效和工作滿意度有明顯的影響力。社會特徵即是組織內成員的互動情況，當組織中的團隊成員間彼此互動關係越好，成員對組織的滿意度、工作績效、組織公民行為都會越高，社會特徵上的得分越高，對於組織越具有良好正面的影響。
由以上的結論可得知，組織應依照本研究所探究的社會賦閒成因來降低社會賦閒的產生，而且在組織或團隊內給予成員更多人際上的支持與互動，對於成員的表現給予更多的回饋，盡力使主管與員工之互動關係密切且良好，將可在工作產出上得到較好的結果。

摘要(英)

Work and performance are important issues to managers. However, work content, work environment and required ability to work change with time. How work characteristics effect performance has becoming an important issue and also the purpose of this study. The study surveyed adult workers working in groups, and the participants of study were 528, which contained 254 males and 272 females. The study used SPSS 17.0 and LISREL8.51 to analysis the data for item validity, factor analysis, correlation analysis and regression analysis.
The result revealed that four of possible causes to social loafing are significantly related to social loafing. On the other hand, the examination of the relationship between manager satisfaction with work outcome, there were negative relationship with outcome. The study also examined that how social loafing and social characteristics effect work outcomes. The result showed us that social loafing and social characteristics are both highly related with work outcomes.

關鍵字(中)

★ 工作滿意度
★ 工作績效
★ 組織公民行為
★ 工作倦怠
★ 社會賦閒
★ 社會特徵

關鍵字(英)

★ social loafing
★ social characteristics
★ performance
★ job satisfaction
★ organizational citizenship behavior
★ job burnout

論文目次

中文摘要 II
英文摘要 III
誌謝 IV
目錄 V
表目錄 VII
圖目錄 VIII
第一章緒論 1
第一節研究動機 1
第二節研究目的 4
第二章文獻探討 6
第一節社會賦閒 6
一、社會賦閒的定義與起源 6
二、社會賦閒的成因 9
第二節工作特性 14
一、工作特性的定義 14
二、工作特性理論與發展 14
三、工作特性的測量 25
第三節工作結果變數的概念 27
一、工作績效 27
二、組織公民行為 29
三、工作滿意度 30
第四節工作倦怠 32
一、工作倦怠的概念 32
二、工作倦怠的測量 33
第五節研究假設及架構 35
第三章研究方法 40
第一節研究程序和樣本描述 40
第二節研究工具 42
一、社會賦閒 42
二、社會特徵 43
三、主管的滿意度 44
四、工作結果 44
第三節資料處理與分析 48
第四章研究結果與分析 50
第一節社會賦閒與相關背景變數和成因討論 50
第二節社會特徵、社會賦閒、主管滿意度對工作結果之影響。 52
第五章結論與建議 61
第一節研究假設的驗證 61
第二節研究討論與結論 63
一、五項社會賦閒的可能成因對社會賦閒的相關 63
二、主管之滿意度對工作結果有顯著影響 64
三、社會賦閒對工作結果有顯著影響 64
四、社會特徵在社會賦閒的作用中扮演重要角色 65
第二節研究建議 68
一、管理意涵探討 68
二、研究限制與建議 69
三、結語 69
參考文獻 71
附錄 79

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指導教授

邱皓政(Haw-Jeng Chiou)

審核日期

2010-7-15

推文