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姓名 劉嬑璇(Yi-Hsuan Liu)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 從賦權角度探討員工品牌行為與員工品牌權益─以適配度作為調節變項
(An investigation of employee brand behavior and employee-based brand equity from the perspective of empowerment: The moderating role of fits)
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摘要(中) 本研究提出「員工品牌行為引發員工品牌權益前,心理賦權與團隊賦權對員工品牌行為的作用,會如何受到調節因素的影響?」的疑問。為回答此問題,本研究以跨層次線性模型,分析個人及團隊層次賦權與員工品牌行為之間,工作適配度、主管適配度、團隊適配度的調節效應。本研究選擇國內大型金融保險公司員工作為研究對象,共發放問卷總數450份,回收之438份問卷中,有效之問卷共338份,有效問卷回收率為75.11%。
本研究所探討之內容分為三部分。首先,將賦權分成個人與團隊兩個層次,探討其分別對員工品牌行為的影響;接著是心理賦權、團隊賦權與員工品牌行為的關係之間,如何受到個人與工作適配度、個人與主管適配度、個人與團隊適配度的干擾;最後提出員工品牌行為影響員工品牌權益。研究結果顯示:心理賦權與團隊賦權對員工品牌行為皆具正向影響關係;個人與工作適配度會調節心理賦權對員工品牌行為的效果,而個人與主管適配度、個人與團隊適配度則能調節團隊賦權對員工品牌行為的影響;員工品牌行為亦能正向影響員工品牌權益。
本研究貢獻如下。第一,以個人與團隊兩個層次的賦權,分別探討員工品牌行為能如何建立,並以階層式線性模型作為分析工具;第二,探討三種個人與工作環境要素的適配度,是否及如何調節個人及團隊層次賦權對員工品牌行為的影響,完整了員工品牌行為成因的更多可能性;第三,提出員工品牌行為對員工品牌權益的影響與重要性,供組織進行內部品牌管理作為參考。
摘要(英) This study addressed the question of how the effect of psychological empowerment and team empowerment on employee brand behavior is moderated by adjusting variables, before employee brand behavior impacts employee-based brand equity. In order to answer this question, this study employed hierarchical linear modeling to analyze the moderating effects of person-job fit, person-supervisor fit, and person-group fit on the relationship between two levels of empowerment and employee brand behavior. This study selected the employees served in the largest domestic financial insurance company in Taiwan to be the subjects of research. 450 questionnaires were distributed in total, and among the 438 samples retrieved, 338 samples were valid, forming the valid response rate of 75.11%.
The content of this research can be divided into three parts. First, I explored how psychological empowerment in individual level and team empowerment in team level affects employee brand behavior respectively. Next, I discussed the interference of person-job fit, person-supervisor fit, and person-group fit when psychological empowerment and team empowerment work upon employee brand behavior. Last, I proposed that employee brand behavior would influence employee-based brand equity. It was found that psychological empowerment and team empowerment have positive effects on employee brand behavior, and employee brand behavior positively affects employee-based brand equity. In addition, person-job fit adjusts the effects of psychological empowerment on employee brand behavior; while person-supervisor fit and person-group fit moderates the effects of team empowerment on employee brand behavior.
The contributions of this research were as follows. First, I explored the way of establishing employee brand behavior in the aspect of empowerment, which includes individual and team level. Second, I introduced three different kinds of fit between person and working environment, to see if they are able to reconcile the relations mentioned above and how they reconcile them, which contributed to broader antecedents of employee brand behavior. Third, I identified the importance and effect of employee brand behavior on employee-based brand equity, in hope of providing a suggestion for organizations to engage in internal brand management.
關鍵字(中) ★ 心理賦權
★ 團隊賦權
★ 員工品牌行為
★ 員工品牌權益
★ 個人與工作適配度
★ 個人與主管適配度
★ 個人與團隊適配度
關鍵字(英)
論文目次 摘要 i
Abstract ii
致謝辭 iii
圖目錄 vii
表目錄 viii
第一章 緒論 1
1.1 研究背景 1
1.2 研究目的 2
1.3 研究動機與預期貢獻 4
第二章 文獻回顧與研究假設 5
2.1 賦權與員工品牌行為 5
2.1.1 員工品牌行為 5
2.1.2 心理賦權與員工品牌行為 6
2.1.3 團隊賦權與員工品牌行為 8
2.2 賦權與員工品牌行為之間的調節效果 10
2.2.1 個人與環境適配度 10
2.2.2 個人與工作適配度 10
2.2.3 個人與主管適配度 12
2.2.4 個人與團隊適配度 13
2.3 員工品牌行為與員工品牌權益 15
第三章 研究方法 17
3.1 研究對象與樣本發放 17
3.2 問卷設計 18
3.3 變項衡量方式 18
3.3.1 團隊賦權 (Team Empowerment) 18
3.3.2 心理賦權 (Psychological Empowerment) 19
3.3.3 員工品牌行為 (Employee Brand Behavior) 21
3.3.4 員工品牌權益 (Employee-Based Brand Equity) 21
3.3.5 個人與工作適配度 (Person-Job Fit) 23
3.3.6 個人與主管適配度 (Person-Supervisor Fit) 23
3.3.7 個人與團隊適配度 (Person-Group Fit) 24
3.4 控制變數 24
3.5 分析方法 25
3.5.1 敘述性統計分析 25
3.5.2 相關分析 25
3.5.3 信度分析 25
3.5.4 效度分析 25
3.5.5 變數之組內與組間變異成份分析 26
3.5.6 共同方法變異控制 26
3.5.7 因素分析 27
3.5.8 階層線性模型分析 27
第四章 資料分析與研究結果 28
4.1 敘述性統計分析 28
4.2相關分析 31
4.3信度分析 32
4.4建構效度分析 32
4.4.1收斂效度 32
4.4.2區別效度 33
4.5變數之組內與組間變異成份分析 34
4.6共同方法變異分析與因素分析 35
4.7階層線性模型之假設分析結果 35
4.7.1員工品牌權益之虛無模型 35
4.7.2品牌行為之虛無模型 36
4.7.3 員工品牌行為對於員工品牌權益之關係 41
4.7.4 「個人與工作適配度」對「心理賦權」至「員工品牌行為」之調節關係 41
4.7.5 「個人與主管適配度」對「心理賦權」至「員工品牌行為」之調節關係 43
4.7.6 「個人與團隊適配度」對「心理賦權」至「員工品牌行為」之調節關係 44
4.7.7 「個人與工作適配度」對「團隊賦權」至「員工品牌行為」之調節關係 45
4.7.8 「個人與主管適配度」對「團隊賦權」至「員工品牌行為」之調節關係 46
4.7.9 「個人與團隊適配度」對「團隊賦權」至「員工品牌行為」之調節關係 47
第五章 結論與建議 49
5.1 研究結論與貢獻 49
5.2實務建議 52
5.3研究限制與建議 54
參考文獻 55
附錄一 問卷 62
附錄二 合併構面之二階驗證性因素分析 65
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指導教授 李憶萱 審核日期 2015-7-16
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