| DC 欄位 |
值 |
語言 |
| DC.contributor | 企業管理學系 | zh_TW |
| DC.creator | 洪韻茹 | zh_TW |
| DC.creator | Yun-Ju Hung | en_US |
| dc.date.accessioned | 2012-7-24T07:39:07Z | |
| dc.date.available | 2012-7-24T07:39:07Z | |
| dc.date.issued | 2012 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=994201043 | |
| dc.contributor.department | 企業管理學系 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 員工的人格特質與組織對於員工的授權賦能會影響其工作態度與表現，本研究探討員工的核心自我評價和心理賦能認知對於其當責知覺與工作績效的影響。本研究採對偶方式進行資料蒐集，研究結果證實員工的核心自我評價與其當責知覺有正相關，心理賦能認知亦與當責知覺有正相關。此外，員工的當責知覺與其工作績效有正相關。本研究依據研究結果提出管理意涵及建議未來研究方向。
| zh_TW |
| dc.description.abstract | Personality traits and psychological empowerment have various effects on employees’ attitude and behavior at work. This study adopts the in-dyad method to investigate effects of employees’ core self-evaluation and psychological empowerment on their perceived accountability and performance. It is found that core self-evaluation is positively related to perceived accountability. Psychological empowerment is also found to be positively related to perceived accountability. In addition, the positive relationship between perceived accountability and performance is confirmed. Managerial implications and suggestions for future research are thus discussed.
| en_US |
| DC.subject | 工作績效 | zh_TW |
| DC.subject | 當責知覺 | zh_TW |
| DC.subject | 核心自我評價 | zh_TW |
| DC.subject | 心理賦能 | zh_TW |
| DC.subject | psychological empowerment | en_US |
| DC.subject | perceived accountability | en_US |
| DC.subject | performance | en_US |
| DC.subject | core self-evaluation | en_US |
| DC.title | 心理賦能與核心自我評價對員工當責與工作績效影響之研究 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | Psychological Empowerment and Core Self-Evaluation on Employees' Accountability and Job Performance | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |