終極幸福感與知覺團隊凝聚力：探討工作滿意度、組織公民行為及仁慈領導之中介

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林郁君(Yu-Jyun Lin) 查詢紙本館藏

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終極幸福感與知覺團隊凝聚力：探討工作滿意度、組織公民行為及仁慈領導之中介
(Eudaimonia well-being and perceived group cohesion: Exploring the mediation of job satisfaction, organizational citizenship behavior, and benevolent leadership)

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至系統瀏覽論文 (2027-6-30以後開放)

摘要(中)

摘要
終極幸福感是建構在理性積極與實現論（eudaimonia），在基於享樂主義的主觀幸福感之外，追求自我實現與生活的意義。具有高度終極幸福感的員工，可能有較高的工作滿意度，會主動自願作出對組織與其成員有利的組織公民行為。基於領導者與部屬交換，員工回報對組織的信任與忠誠並感知仁慈領導，互助合作而有助於團隊凝聚力。因此本研究探討終極幸福感、工作滿意度、組織公民行為、仁慈領導員工與知覺團隊凝聚力之關係。透過問卷小博士專業學術問卷代發服務對臺灣在職者進行資料蒐集，回收有效問卷412份。藉由SPSS及AMOS統計軟體進行問卷資料分析，得知兩兩構念間之顯著正向關係皆成立。就中介效果而言，組織公民行為與仁慈領導可部分中介終極幸福感與知覺團隊凝聚力之關係。所提供的研究討論、管理意涵、及研究限制與建議可供未來理論與實務的發展方向參考。
關鍵字：終極幸福感、工作滿意度、組織公民行為、仁慈領導、知覺團隊凝聚力

摘要(英)

Abstract
Eudaimonia well-being, in addition to hedonic based subjective well-being, focus beyond happiness on the pursuit of self-actualization and meaning of life. Employees with high eudaimonia well-being may thus have higher job satisfaction, and willing to engage in organizational citizenship behavior that benefit the organization and members voluntarily. Based on leader-member exchange, employees may reciprocate with organizational trust and loyalty and perceive benevolent leadership, cooperate and enhance group cohesion. Using Dr. Survey to collect data on job incumbents in Taiwan, a total of 412 valid responses are analyzed using SPSS and AMOS. Results show significant positive correlations among studied variables. With regards to mediation, both organizational citizenship behavior and benevolent leadership partially mediates the relationship between eudaimonia well-being and perceived group cohesion. Discussions, managerial implications, and limitations and directions for future research and practice are provided.
Keywords: eudaimonia well-being, job satisfaction, organizational citizenship behavior (OCB), benevolent leadership, perceived group cohesion

關鍵字(中)

★ 終極幸福感
★ 工作滿意度
★ 組織公民行為
★ 仁慈領導
★ 知覺團隊凝聚力

關鍵字(英)

★ eudaimonia well-being
★ job satisfaction
★ organizational citizenship behavior (OCB)
★ benevolent leadership
★ perceived group cohesion

論文目次

目錄
摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 vii
表目錄 viii
第一章緒論 1
1-1 研究背景與動機 1
1-2 研究目的 3
1-3 研究流程 4
第二章文獻探討 6
2-1 知覺團隊凝聚力（Perceived Group Cohesion） 6
2-1-1 團隊凝聚力的定義 6
2-1-2 團隊凝聚力的理論與分類 7
2-1-3 團隊凝聚力的相關研究 9
2-2 終極幸福感（Eudaimonia Well-Being） 10
2-2-1 幸福感的定義 10
2-2-2 幸福感的理論與分類 11
2-2-3 終極幸福感的相關研究 12
2-3 工作滿意度（Job Satisfaction） 17
2-3-1 工作滿意度的定義 17
2-3-2 工作滿意度的相關研究 18
2-4 組織公民行為（Organizational Citizenship Behavior） 21
2-4-1 組織公民行為的定義 21
2-4-2 組織公民行為之構面 22
2-4-3 組織公民行為的相關研究 24
2-5 仁慈領導（Benevolent Leadership） 27
2-5-1 仁慈領導的起源 27
2-5-2 仁慈領導的定義 27
2-5-3 仁慈領導的相關研究 29
第三章研究方法 33
3-1 研究架構 33
3-2 研究樣本 33
3-3 研究問卷 34
3-4 研究步驟 35
第四章研究結果 36
4-1 樣本描述性統計 36
4-2 信度分析 38
4-3 效度分析 38
4-4 相關分析 43
4-5 階層迴歸分析 44
第五章討論與建議 46
5-1 研究討論 46
5-2 管理意涵 49
5-3 研究限制與未來建議 51
參考文獻 53
附錄：研究問卷 66

圖目錄
圖1 研究流程圖 5
圖2 團隊凝聚力概念性體系 8
圖3 終極幸福感六大核心圖 14
圖4 工作滿意的前因與後果關係圖 19
圖5 組織公民行為同心圓模型 24
圖6 仁慈領導行為與部屬反應 30
圖7 研究架構圖 33

表目錄
表1 團隊凝聚力之定義 7
表2 幸福感之定義 11
表3 工作滿意度之定義 18
表4 組織公民行為之定義表 22
表5 仁慈領導之定義 29
表6 樣本描述性統計 37
表7 量表各構面之信度 38
表8 量表各構面之KMO及BARTLETT球型檢定 38
表9 終極幸福感效度量表 39
表10 知覺團隊凝聚力效度量表 40
表11 工作滿意度效度量表 41
表12 組織公民行為效度量表 42
表13 仁慈領導效度量表 43
表14 相關矩陣 44
表15 分析驗證結果 45
表16 驗證結果 46

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指導教授

杜秉叡鄭明松(Ben-Roy Do Ming-Sung Cheng)

審核日期

2022-9-27

推文