博碩士論文 110457015 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:20 、訪客IP:44.223.39.67
姓名 吳承諺(Cheng-Yan Wu)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 科技業員工知覺主管家庭支持對創新行為之影響 -探討工作投入及職家衝突之雙中介效果
相關論文
★ 傳統食品業之轉型與品質升級策略探討-以P公司為例★ 航空器維修訓練調整策略探討-以C公司為例
★ 企業社會責任ヽ內控內稽制度措施的探討-以T銀行為例★ 主管管理職能評鑑與驗證-以A公司為例
★ 人力資源部門客戶服務代表角色與功能探討-以某科技公司為例★ E公司員工品格教育與工作投入、工作壓力、員工幸福感關係之研究,知覺組織支持之中介效果
★ 工作要求、工作控制與工作生活平衡關係之研究:以主管家庭支持行為為調節變項★ 如何打造正向的企業志工參與環境-以國內大型電子製造業為例
★ 如何塑造良好的企業志工投入與推薦-以國內大型電子製造業為例★ 組織自尊、學習目標導向及尋求回饋行為對於員工自我學習之影響
★ 家長式領導與組織認同感之關聯性研究-以信任主管為調節變項★ 影響在臺產業外籍移工的生活與工作適應程度: 從組織及勞工本身之變數探討
★ 尋求更好的解決之道!以正向觀點探討企業進用身心障礙者之問題-以M公司身障進用經驗為例★ 營業額意圖:組織和個人因素的影響以及企業家意圖在越南語境中的中介作用
★ 如何提升外派人員效能?知覺組織支持與配偶家庭支持對外派人員組織認同、工作投入、工作壓力之影響─以主管家庭支持行為為調節★ 育嬰的代價?影響育嬰留職停薪復職後個人績效及勞動條件變更之因素分析
檔案 [Endnote RIS 格式]    [Bibtex 格式]    [相關文章]   [文章引用]   [完整記錄]   [館藏目錄]   [檢視]  [下載]
  1. 本電子論文使用權限為同意立即開放。
  2. 已達開放權限電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
  3. 請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。

摘要(中) 本研究之重點,主要在於探討主管家庭支持、職家衝突、工作投入與員工創新行為的關聯性,並參考學者Hammer,Kossek,Yragui,Bodner & Hanson(2009)之研究,將研究變項之主管家庭支持行為分成下列四維度:主管情感性支持、主管工具性支持、角色塑造行為及創造性職家平衡管理,並進行後續之研究。本研究主要探討主管家庭支持行為之四個維度,對於員工創新行為是否會產生直接的影響,並接著探討工作投入及職家衝突在主管家庭支持及員工創新行為中是否扮演中介效果的腳色。
本次研究以個案企業-科技業之工程師做為調查對象,並回收203份之有效樣本,研究結果發現:(1)主管家庭支持的四個維度(主管情感性支持、主管工具性支持、角色塑造行為及創造性職家平衡),皆會對員工的創新行為有直接且顯著的正面影響。(2)主管家庭支持的四個維度(主管情感性支持、主管工具性支持、角色塑造行為和創造性職家平衡),皆會透過員工的工作投入程度,對於員工的創新行為產生直接顯著之正面影響,而工作投入的中介效果是顯著的。(3)主管家庭支持的四個維度中,僅有主管的情感性支持、主管工具性支持、角色塑造行為等三個維度,會透過職家衝突對員工的創新行為產生直接顯著的負面影響,而職家衝突的中介效果是顯著的。
摘要(英) The purpose of this study is to investigate the relationship among supervisor family support, work-family conflict, work engagement, and innovative behavior of employees. Following the study by Hammer, Kossek, Yragui, Bodner, and Hanson (2009), supervisor family support behavior is divided into four dimensions: emotional support, instrumental support, role modeling behavior, and creative work-family balance management. The study examines the direct impact of the four dimensions of supervisor family support behavior on innovative behavior of employees and investigates the mediating roles of work engagement and work-family conflict in this relationship.
This study collected 203 valid samples from engineers in a technology company as the research subjects. The results show that: (1) the four dimensions of supervisor family support behavior have a direct and significant positive impact on employees′ innovative behavior; (2) the four dimensions of supervisor family support behavior have a direct and significant positive impact on employees′ innovative behavior through work engagement, and the mediating effect of work engagement is significant; (3) among the four dimensions of supervisor family support behavior, only emotional support, instrumental support, and role modeling behavior have a direct and significant negative impact on employees′ innovative behavior through work-family conflict, and the mediating effect of work-family conflict is significant.
關鍵字(中) ★ 主管家庭支持行為
★ 員工創新行為
★ 工作投入
★ 職家衝突
關鍵字(英)
論文目次 中文摘要 i
Abstract ii
誌謝 iii
目錄 iv
圖目錄 v
表目錄 v
一、緒論 1
1-1 研究動機 1
1-2 研究目的 3
1-3 研究流程 4
二、文獻探討 5
2-1 主管家庭支持 5
2-2 創新行為 6
2-3 工作投入 8
2-4 職家衝突 10
三、研究方法 13
3-1 研究流程 13
3-2 研究架構與假設 14
3-3 研究方法 20
四、研究結果 22
五、結論與建議 33
六、參考文獻 39
附錄:研究問卷 46
參考文獻 中文文獻
李宜靚(2018),「員工工作投入、工作塑造與工作不安全感之相關研究」,國立彰化師範大學教育研究所碩士論文。
吳姵儒(2018),「工程師人格特質對工作敬業之研究-以組織變革態度為中介變項」,國立臺灣師範大學科技應用與人力資源發展學系研究所碩士論文。
杜佩蘭、張肇松、黃英忠(2009),「Kanungo工作投入量表的重建與測量-以護理人員為樣本」,中華心理衛生學刊,22(2),139-159。
林耀南,羅婕容,詹家祥(2017),「魅力領導、心理資本、職家衝突、職場幸福感與創新行為之關聯性研究」,創造學刊,8(2),32–51。
徐敏馨(2018),「年齡包容型人力資源管理措施、家庭支持型主管行為、 情感性承諾與工作投入之研究」,國立中央大學人力資源管理研究所在職專班碩士論文。
陸洛、黃茂丁、高旭繁(2005),「從高科技公司員工角度探討人力資源管理措施對組織承諾、工作滿意度及離職傾向之影響」,人力資源管理學報,5(2),1-27。





外文文獻
Allen, T. D.(2001). Family-Supportive Work Environments: The Role of Organizational Perceptions. Journal of Vocational Behavior, 3(58), 414–435.
Amabile, T. M.(1988). A Model of Creativity and Innovation in Organizations. Research in Organizational Behavior, 10, 123–167.
Aryee, S., Walumbwa, F. O., & Mondejar, R. (2018). Employee family supportive supervision and employee creativity: A moderated mediation model. Journal of Management, 44(1), 101-122.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
Beehr, T. A., Farmer, S. J., Glazer, S., Gudanowski, D. M., & Nair, V. N. (2003). The enigma of social support and occupational stress: Source congruence and gender role effects. Journal of Occupational Health Psychology, 8(3), 220-231.
Carlson, D. S., Kacmar, K. M., & Williams, L. J. (2000). Construction and initial validation of a multidimensional measure of work–family conflict. Journal of Vocational Behavior, 56(2), 249-276.
Chang, J. H., & Hsu, C. L. (2011). The impact of perceived organizational support and job satisfaction on transfer of training: An empirical study of the Taiwanese insurance industry. International Journal of Human Resource Management, 22(11), 2261-2276.
De Jong, J. P., & Den Hartog, D. N. (2007). How leaders influence employees′ innovative behaviour. European Journal of Innovation Management, 10(1), 41-64.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Gong, Y., Huang, J. C., & Farh, J. L. (2009). Employee learning orientation, transformational leadership, and employee creativity: The mediating role of employee creative self-efficacy. Academy of Management Journal, 52(4), 765-778.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of Management Review, 10(1), 76-88.
Hammer, L. B., Kossek, E. E., Yragui, N. L., Bodner, T., & Hanson, G. C. (2009). Development and validation of a multidimensional measure of family supportive supervisor behaviors (FSSB). Journal of Management, 35(4), 837-856.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
Janssen, O. (2004). How fairness perceptions make innovative behavior more or less stressful. Journal of Organizational Behavior, 25, 201-215.
Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), 341-349.
Kleysen, R. F., & Street, C. T. (2001). Toward a multi-dimensional measure of individual innovation. Journal of Intellectual Capital, 2(3), 284-296.
Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2011). Workplace social support and work–family conflict: A meta-analysis clarifying the influence of general and work–family-specific supervisor and organizational support. Personnel Psychology, 64(2), 289-313.
Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854-1884.
Lapierre, L. M., & Allen, T. D. (2006). Work-supportive family, family-supportive supervision,use of organizational benefits, and problem-focused coping: implications for work-family conflict and employee well-being. Journal of Occupational Health Psychology, 11(2),169-181.
Lodahl, T. M., & Kejner, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
Maynard, D. C. (2006). Job demands, job decision latitude, and perceived job insecurity: Interactive effects on affective and physical employee well-being. Journal of Occupational Health Psychology, 11(4), 359-372.
Pedrini, M. (2007). Human capital, knowledge and innovation in knowledge-based organizations. Journal of Knowledge Management, 11(2), 3-16.
Robbins, S. P., & Judge, T. A. (2012). Organizational behavior (15th ed.). Pearson.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315.
Scott, S. G., & Bruce, R. A. (1994). Determinants of innovative behavior: A path model of individual innovation in the workplace. Academy of Management Journal, 37(3), 580-607.
Thomas, L. T., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6-15.
West, M. A., & Farr, J. L. (1990). Innovation at work: Psychological perspectives. Social behavior, 5(1), 3-30.
West, M. A., Hirst, G., Richter, A., & Shipton, H. (2004). Twelve steps to heaven: Successfully managing change through developing innovative teams. European Journal of Work and Organizational Psychology, 13(2), 269-299.
Witt, L. A., Andrews, M. C., & Kacmar, K. M. (2004). The role of participation in decision-making in the organizational politics–job satisfaction relationship. Human Relations, 57(3), 341-358.
網路文獻
資誠聯合會計師事務所. (2023). 台灣企業領袖報告。取自https://www.pwc.tw/zh/ceo-survey/2023/assets/2023-taiwan-ceo-survey.pdf。
Gallup:全球工作場所報告。(2022),取自https://www.gallup.com/workplace/349484/state-of-the-global-workplace-2022-report.aspx
指導教授 王群孝(Chun-Hsiao Wang) 審核日期 2023-6-19
推文 facebook   plurk   twitter   funp   google   live   udn   HD   myshare   reddit   netvibes   friend   youpush   delicious   baidu   
網路書籤 Google bookmarks   del.icio.us   hemidemi   myshare   

若有論文相關問題,請聯絡國立中央大學圖書館推廣服務組 TEL:(03)422-7151轉57407,或E-mail聯絡  - 隱私權政策聲明