成就動機與企業管理能耐知覺對工作績效之影響 -以市場敏感度為調節效果

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論文名稱

成就動機與企業管理能耐知覺對工作績效之影響 -以市場敏感度為調節效果
(The Influences of Achievement Motivation and Perception of Organizational Management Competence on Job Performance: Market Sensitivity as a Moderator)

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摘要(中)

在企業經營中的工作績效為重要指標，因為員工的績效能夠影響企業整體的經營績效，要如何提升員工的績效，也是企業的重要課題之一，在過去文獻指出，成就動機、企業管理能耐和市場敏感度對於工作績效有影響效果，市場敏感度對於工作績效有調節的效果。
本研究主要針對成就動機、企業管理能耐與工作績效關聯性探討，並探討市場敏感度在成就動機、企業管理能耐與工作績效關係中的調節效果，本研究以個案公司同時填寫職務適性量表、組織氣候問卷調查且有領到工作績效獎金的員工資料分析，本研究發現個案公司1.成就動機對於工作績效有正向關，在市場敏感度調節下無顯著的調節效果。2.企業管理能耐對於工作績效無顯著相關，在市場敏感度調節下有顯著的調解效果。本文最後針對未來研究與實務應用給予建議。

摘要(英)

Job performance is one of the important indices for business operation as employees’ performance could mirror business performance. It is also a key subject matter for business on how to promote employees’ performance. As noted from literatures, job performance would be influenced by individual’s achievement motivation, perception of management competence of the company, and market sensitivity, while market sensitivity would moderate job performance.
This research focused on the correlation between achievement motivation, organizational management competence and job performance, and verified the moderating effect of market sensitivity on the correlation relations. The participants in the study were employees of a sample company who submitted both the adaptive test and the questionnaire of organizational climate, and eligible of job performance bonus. The results suggest 1. Job performance is positively correlative to achievement motivation, but market sensitivity has no moderating effect to it. 2. Organizational management competence has no significant correlation to job performance but would be moderated by market sensitivity. Future research and implication are discussed.

關鍵字(中)

★ 成就動機
★ 企業管理能耐
★ 市場敏感度
★ 工作績效

關鍵字(英)

★ achievement motivation
★ organizational management competence
★ market sensitivity
★ job performance

論文目次

目錄
中文摘要…………………………………………………………………………………………………………………..i
英文摘要………………………………………………………………………………………………………………….ii
目錄…………………………………………………………………………………………………………………………iii
表目錄……………………………………………………………………………………………………………………iv
圖目錄……………………………………………………………………………………………………………...........v
第一章緒論
第一節研究背景與動機 ……………………………………………….…………………………1
第二節研究目的與問題 ……………………………………………….…………………………….2
第三節研究流程………………………………………………………………………………………......2
第二章文獻探討
第一節人格特質………………………………………………………………………………………...3
第二節工作績效………………………………………………………………………………………...9
第三節組織氣候…………………………………………………………………………………………13
第四節核心能耐…………………………………………………………………………………………16
第五節自我效能…………………………………………………………………………………………20
第六節研究假設……………………………………………………………………………………….21
第三章研究方法
第一節研究架構……………………………………………………………………………………22
第二節研究樣本……………………………………………………………………………………23
第三節研究流程……………………………………………………………………………………23
第四節研究變數之測量……………………………………………………………………………24
第五節信度分析……………………………………………………………………………………25
第六節分析方法……………………………………………………………………………………26
第四章研究結果與分析
第一節敘述性統計………………………………………………………………………….…………27
第二節相關分析…………………………………………………………………………………………28
第三節迴歸分析…………………………………………………………………………………………31
第四節研究假設定檢與結果……………………………………………………………………34
第五章結果與討論
第一節研究結論……………………………………………………………….……………………35
第二節研究限制與建議…………………………………………………….…………….………..35
第三節管理意涵…………………………………………………………….……………………..……36

參考文獻……………………………………………………………………………………………………..…………38

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指導教授

鄭晉昌(Jehng,Jihn-Chang)

審核日期

2021-6-11

推文