博碩士論文 944401008 詳細資訊




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姓名 張緯杰(Wei-Chieh Chang)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 支持型組織文化、心理氣候、心理賦能與員工工作態度之研究-以高科技產業為例
(Effects of supportive organizational culture, psychological climate, and employee involvement on psychological empowerment and work attitudes: A study of the high-tech industry)
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摘要(中) 在全球快速變動的環境下,企業想要永續經營必須具備一流的核心能力。過去研究證實,管理者可藉由賦能來提升員工工作動機以達成組織任務,進而提升組織效能。因此,如何透過員工賦能,強化員工的工作態度,提升組織績效,已成為企業維持競爭力的主要議題之一。
有鑑於此,本研究以213位高科技產業之行政人員為研究對象,探討員工投入對於其心理賦能的影響,以及心理賦能對於工作滿意度、組織認同與心理退卻行為之作用,並進一步以跨層次的理論架構,分析組織層次的文化因素對於個體層次的心理氣候知覺影響。此外,本研究並分析心理氣候對於員工投入程度與心理賦能兩者間關係之干擾影響。研究結果顯示員工投入對心理賦能有正相關;心理賦能對於工作滿意度及組織認同呈現正相關,而對心理退卻行為則有負相關。然而,員工的心理賦能對於員工投入與工作滿意度、組織認同及心理退卻行為間之關係則無顯著之中介效果。在跨層次分析方面,支持型組織文化對於員工個體之心理氣候則呈現正相關,且員工心理氣候對於員工投入與心理賦能間之關係具有正向之干擾效果。
摘要(英) This study investigates the effects and underlying process of psychological empowerment, supportive organizational culture, and psychological climate on the relationships between employee involvement and work attitudes. It is found that employee involvement positively relates to psychological empowerment. Psychological empowerment positively relates to employees’ job satisfaction as well as organizational identification, and negatively relates to withdrawal behavior. As to the mediation, psychological empowerment does not mediate the relationships between employee involvement and outcome variables such as job satisfaction, organizational identification, and psychological withdrawal behavior. In addition, organizational-level supportive organizational culture positively affects individuals-level psychological climate, which positively moderates the relationship between employee involvement and psychological empowerment. Implications of these findings and suggestions for future research are thus discussed.
關鍵字(中) ★ 心理退卻行為
★ 組織認同
★ 工作滿意度
★ 心理賦能
★ 員工投入
★ 心理氣候
★ 支持型組織文化
關鍵字(英) ★ supportive organizational culture
★ psychological climate
★ withdrawal behavior
★ job satisfaction
★ organizational identification
★ employee involvement
★ psychological empowerment
論文目次 中文摘要………………………………………………………………I
英文摘要………………………………………………………………II
誌謝辭…………………………………………………………………III
目錄……………………………………………………………………IV
圖目錄…………………………………………………………………VI
表目錄…………………………………………………………………VII
第一章 緒論……………………………………………………………1
第一節 研究背景與動機………………………………………………1
第二節 研究目的………………………………………………………4
第三節 研究流程………………………………………………………5
第二章 文獻探討…………………………………..………………..6
第一節 員工投入………………………………………………………6
第二節 心理賦能………………………………………………………9
第三節 工作滿意度……………………………………………………11
第四節 組織認同………………………………………………………13
第五節 退卻行為………………………………………………………16
第六節 支持型組織文化………………………………………………19
第七節 心理氣候………………………………………………………22
第八節 各研究變項間之關係…………………………………………24
第三章 研究方法………………………………………………………29
第一節 研究架構……………………..……………………………..29
第二節 研究變項量表與衡量工具……………………………………30
第三節 研究設計………………………………………………………32
第四節 群體層次變數檢驗……………………………………………33
第五節 分析方法………………………………………………………35
第四章 研究結果………………………………………………………37
第一節 研究樣本之描述性統計分析…………………………………37
第二節 信度及相關分析………………………………………………39
第三節 效度分析………………………………………………………40
第四節 階層迴歸分析…………………………………………………41
第五節 階層線性模型分析……………………………………………47
第五章 結論與建議……………………………………………………49
第一節 研究結果與討論………………………………………………49
第二節 理論貢獻與管理意涵…………………………………………52
第三節 研究限制………………………………………………………54
第四節 未來研究建議…………………………………………………55
參考文獻…………………………………………………………………56
附錄一 研究調查問卷…………………………………………………73
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指導教授 陳春希(Chun-Hsi Vivian Chen) 審核日期 2012-5-21
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