心理賦權與工作幸福感之關聯性研究： 以內外控人格為調節變項

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陳馥(Fu Chen) 查詢紙本館藏

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人力資源管理研究所

論文名稱

心理賦權與工作幸福感之關聯性研究：以內外控人格為調節變項

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摘要(中)

本研究主要探討賦權下員工之心理狀態，包含員工對於工作目標之意義、員工於執行工作時之能力、自我決定、影響力之認知等。由於員工對賦權之認知會影響其對工作的態度，進而產生工作幸福感，而這些認知又會受到個人特質的影響。故本研究藉由個人特質之內外控傾向及心理賦權認知之交互作用，影響工作幸福感受為主軸進行討論。
　　研究問卷透過網路及紙本發放，回收有效問卷數為191份，研究結果顯示，其中心理賦權的三個構面，包含工作意義、自我決定和影響力對工作幸福感存在直接且正面的影響性，當員工感受工作目標與其價值觀一致，並有足夠的權力決定工作的執行，且認知到個人努力將對組織有具體的影響性，其工作幸福感則越高。除此之外，人格特質偏內控傾向之員工對工作價值越認同，亦會增加員工之工作幸福感。
　　本研究樣本蒐集工作三年以上的工作者而成，建議未來可進一步針對特定產業或工作者為研究對象，以利於心理賦權的管理有更針對性的應用。

摘要(英)

The main purpose of this research is to explore the employees’ psychological states after they were empowered. These psychological states include employees’ cognitions of meanings of their jobs, their competence, self-determination and impact on their jobs. Employees’ perception of empowerment will influence work attitude and then generate work well-being. In the meantime, different personality traits will also be influential. Therefore the subject of this study is to find out the relationships among the interaction between locus of control and psychological empowerment with work well-being.
This research collects questionnaires through the internet and paper distribution, and recycles 191 effective questionnaires. Results of this study showed that employees’ cognitions of meaning, self-determination and impact have positive effects on work well-being. The higher degree of empowerment employees perceive, the higher degree of work well-being they achieve. In addition, the locus of control significantly strengthens the relationship between cognitions of job meaning and work well-being.
This study adopts samples from employees with more than three-year work experiences. For future studies on the related topic, we suggest that they can stress on specific industry or job position for further applications.

關鍵字(中)

★ 心理賦權
★ 內外控人格特質
★ 工作幸福感

關鍵字(英)

★ psychological empowerment
★ locus of control
★ work well-being

論文目次

目錄

第一章　緒論 1
第一節　研究動機 1
第二節　研究目的 2
第二章　文獻探討 3
第一節　心理賦權 3
第二節　工作幸福感 6
第三節　內外控人格 12
第四節　心理賦權與工作幸福感 14
第五節　心理賦權、內外控人格與工作幸福感 15
第三章　研究方法 17
第一節　研究架構 17
第二節　研究假設 17
第三節　研究工具 18
第四節　研究流程與設計 20
第五節　研究分析方法 20
第四章　研究結果 22
第一節　樣本特性分析 22
第二節　因素分析 23
第三節　信度分析 27
第四節　敘述性統計分析 28
第五節　相關分析 31
第六節　階層迴歸分析 34
第五章　研究結論與建議 36
第一節　研究結論 36
第二節　管理意涵 37
第三節　研究限制與未來建議 38
參考文獻 40

圖目錄

圖 1本研究架構 17

表目錄

表 1 幸福感相關名詞 6
表 2　樣本特性 22
表 3　心理賦權量表之因素與信度分析摘要表 24
表 4　內外控性格量表之因素與信度分析摘要表 25
表 5　工作幸福感量表之因素與信度分析摘要表 26
表 6　信度分析 28
表 7　心理賦權量表之敘述統計 28
表 8　內外控性格量表之敘述統計 30
表 9　工作幸福感量表之敘述統計 31
表 10　研究變項相關分析 33
表 11　工作幸福感之迴歸分析摘要表 35
表 12　研究假設驗證結果表 36

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指導教授

鄭晉昌(Jihn-Chang Jehng)

審核日期

2014-7-22

推文