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姓名 張雲玫(Yun-mei Chang)  查詢紙本館藏   畢業系所 企業管理學系在職專班
論文名稱 主管與部屬交換關係品質、心理賦能對員工工作滿足之影響─內外控人格干擾效果之探討
(Effects of Leader-Member Exchange and Psychological Empowerment on Job Satisfaction---Investigating the Mediation of Locus of Control)
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摘要(中) 本研究以高科技產業中之研究發展人員為研究樣本,探討主管與部屬間的交換關係品質對於提升員工授權賦能的感受與工作滿足之影響。其中並加入內外控人格變項,以進一步探究人格特質對於其影響之干擾作用。研究結果發現主管與部屬間的交換關係品質會影響員工心理賦能的程度,擁有高品質的主管與部屬交換關係可以正面提升員工心理賦能的程度。而員工心理賦能程度的提升,可進一步促進其工作滿足。本研究亦證實員工的內外控人格特質會干擾心理賦能對工作滿足的影響,內控人格特質越強者,其工作滿足較高;外控人格特質越強者,其工作滿足則越低。
摘要(英) With the samples from the high-tech industries, the purpose of this study is to investigate the relationships among leader-member exchange (LMX), psychological empowerment and employees’ job satisfaction. The variable of locus of control is included as a moderating variable in order to better understand its moderating effect on the relationships between psychological empowerment and job satisfaction. It is found that leader-member exchange has a positive effect on employees’ psychological empowerment. Psychological empowerment has a positive effect on employees’ job satisfaction. It is also found that employees’ locus of control has a moderating effect on the relationship between psychological empowerment and job satisfaction. Employees with internal control are found to have a higher job satisfaction than their counterparts with external control.
關鍵字(中) ★ 主管與部屬交換關係品質
★ 工作滿足
★ 內外控人格
★ 心理賦能
關鍵字(英) ★ job satisfaction
★ locus of control
★ leader-member exchange (LMX)
★ psychological empowerment
論文目次 第一章 緒論…………………………………………………………………………1
第一節 研究背景與動機………………………………………………………… 2
第二節 研究目的………………………………………………………………... 3
第三節 研究流程………………………………………………………………... 4
第二章 文獻探討…………………………………………………………………. 5
第一節 高科技產業……………………………………………………………... 5
第二節 主管與部屬交換關係理論……………………………..…………..……7
第三節 心理賦能……………………………………………………………… …10
第四節 工作滿足…………………………………………………………… ……12
第五節 內外控人格特質…………………………………………………… ……16
第六節 各研究變項間的關係…………………………………………… … …18
第三章 研究方法…………………………………………………………… ……21
第一節 研究架構…………………………………………………………… ……21
第二節 研究變項量表與衡量工具…………………………………………… …22
第三節 研究流程與設計………………………………………………………… 25
第四節 研究分析方法…………………………………………………………… 27
第四章 結果分析………………………………………………………………… 28
第一節 問卷信度與效度分析…………………………………………………… 28
第二節 各變項之描述性統計分析……………………………………………… 29
第三節 各研究變項之相關分析………………………………………………… 31
第四節 各研究變項之迴歸分析………………………………………………… 32
第五章 討論與建議……………………………………………………………… 36
第一節 研究結論………………………………………………………………… 36
第二節 研究貢獻與管理意涵…………………………………………………… 38
第三節 研究限制與未來建議…………………………………………………… 40
參考文獻…………………………………………………………………………..42
問卷………………………………………………………………………………..47
參考文獻 一、中文部分
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黃建達(2000) 主管與部屬人際交換關係之決定要素及其對部屬工作態度影響之研究。國立中央大學人力資源管理研究所,碩士論文。
鐘芳榮(2004) 探討知識工作者內外控人格特質、工作投入、工作滿足及離職傾向之影響關係。
薛琦、張祥憲(1999) 我國高科技產業與經濟發展,自由中國之工業,第八十九卷第二期:PP13-34。
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經濟部技術處編印(1998) 經濟部產業技術白皮書1997。
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指導教授 陳春希(Chun-Hsi Vivian Chen) 審核日期 2007-1-16
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