博碩士論文 103457016 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:37 、訪客IP:3.147.45.16
姓名 陳靜華(Ching-Hua Chen)  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 工作家庭福利溝通、工作家庭措施可使用性與工作家庭福利滿意及工作滿意之關聯-探討知覺主管支持之干擾效果
(Work-Family Benefits Communication, Perceived Accessibility of Work-Family Practices and Employees′ Satisfaction- The Moderating Effects of Supervisor support.)
相關論文
★ 空服員之工作特性、工作壓力源與個人壓力反應★ 人力資源管理活動對員工離職意願之影響- 以工作滿意度為中介變項
★ 直線主管之管理訓練與其參與人力資源管理活動之關聯★ 直線經理參與人力資源管理活動之影響因素探討
★ 員工風險承擔對個人持股意願之影響★ 人力資本投資、知識分享與組織績效之關聯
★ 人力資源部門跨界活動對企業採行高績效人力資源管理實務之影響★ 賦權感知、工作滿意、組織承諾與服務行為之相關性研究―以某連鎖便利商店為例
★ 業務代表人格特質與核心職能對績效影響的探討 —以某藥廠為例★ 實施利益分享制度對心理賦權感及工作滿意之影響
★ 員工股票獎酬對員工心理所有權之影響---以內外控人格特質為干擾變項★ 組織氣候感知、組織承諾與組織公民行為之關聯
★ 人力資源高績效工作實務、創新氣候與組織績效之關聯-以IC設計產業為例★ 高績效工作實務對員工知識分享行為之影響 -
★ 人格特質與工作績效之關係研究─以航空服務業空服人員為例★ 員工對功能彈性氣候的感知對工作滿意度的影響 以工作自主與工作要求為中介變項
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) 本研究以社會交換理論為基礎,探討(1)工作家庭福利溝通與工作家庭福利滿意、工作滿意間之關聯,及其是否存在工作家庭措施可使用性(perceived accessibility)之中介效果;(2)知覺主管支持對工作家庭措施可使用性與工作家庭福利滿意及工作滿意之調節效果。本研究對國內35家公司之員工進行問卷調查,經階層迴歸分析654份有效樣本後發現,工作家庭福利溝通與工作家庭福利滿意、工作滿意等結果變項間存在正向關聯,而工作家庭措施可使用性則能部分中介工作家庭福利溝通與前述員工滿意結果變項之關係;而知覺主管支持會強化工作家庭措施可使用性與工作滿意的正向關聯,但對工作家庭措施可使用性與工作家庭福利滿意間的關聯則無顯著性的調節效果。
摘要(英) The purpose of this study was to develop a model integrating research on relationships between employee perceptions of supervisor support and accessibility of work-family practices, benefits communication, and employees′ satisfaction as well. Drawing on 654 employees from 35 companies in Taiwan, we compared the relative influence of types of workplace support to work-family conflict: perceived accessibility of work-family practices, benefits communication, employees′ satisfaction, and supervisor support. Results showed the benefits communication was positively associated with employees′ satisfaction (work-family benefits satisfaction and job satisfaction). In addition, perceived accessibility of work-family practices partial mediated the above relationships. Furthermore, perceived supervisor support moderated positively the relationship between perceived accessibility of work family practices and job satisfaction, but not the relationship between perceived accessibility of work-family practices and work-family benefits satisfaction.
關鍵字(中) ★ 職家衝突
★ 工作家庭政策
★ 工作與家庭措施可使用度
關鍵字(英) ★ work-family conflict
★ work-family policies
★ perceived usability of work-family policies
論文目次 目 錄
圖目錄 ii
表目錄 iii
第一章 研究動機及目的 1
第一節 研究動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 工作家庭措施與其可使用性 5
第二節 福利溝通 13
第三節 知覺主管支持 15
第三章 研究方法 18
第一節 研究架構 18
第二節 研究變數之操作型定義與問卷設計 19
第三節 研究對象及資料來源 23
第四節 資料分析方法 24
第四章 研究分析結果 26
第一節 樣本描述 26
第二節 信效度分析 27
第三節 相關分析 27
第四節 迴歸分析 30
第五章 結論與建議 38
第一節 研究發現與討論 38
第二節 管理意涵 40
第三節 研究限制 42
參考文獻 43
參考文獻 一、中文部分
王志袁、劉念琪. (2005). 員工關係活動與員工工作滿意度之關係. 國立中央大學人力資源管理研究所, 第十一屆企業人力資源管理實務專題研究成果發表會.
林佳蓉. (2006). 員工福利滿意對工作態度之影響-以知覺組織支持為中介變項. 中央大學人力資源管理研究所學位論文, 1-65.
林俊宏. (2008). 彈性福利制度對員工福利滿意度, 工作投入和組織承諾的影響. 中央大學人力資源管理研究所碩士在職專班學位論文, 1-55.
徐正光. (1977). 工廠工人的工作滿足及其相關因素之探討. 中央研究院民族學研 中央研究院民族學研究所集刊, 43, 23-63.
高旭繁、陸洛與陸昌勤. (2008). 工作與家庭的要求和資源、工作-家庭衝突及其後果-臺灣與大陸的比較. [Demands and Resources in Work/Family Domains, Work/Family Conflict and Their Consequences: A Regional Comparison between Taiwanese and Mainland Chinese]. 中國經濟評論, 8(9), 39-47.
張妤玥、陸洛. (2013). 自我效能於家庭對工作衝突及其前因後果的調節作用. [The Moderating Effects of Self-Efficacy in the Family-to-Work Conflict Process]. 應用心理研究(57), 117-154.
張婷婷、陸洛. (2009). 資源損失與資源獲得對職家衝突之影響:資源保存理論的觀點. [The Effects of Resource Loss and Resource Gain on Work-Family Conflict: The Perspective of Resource Conservation]. 臺大管理論叢, 20(1), 69-98. doi:1.6226/nturm2009.2.1.69
張婷婷、陸洛與郭靜宜. (2012). 工作資源對工作-家庭衝突及工作表現之影響. [Effects of Work Resources on Work-to-Family Conflict and Work Outcomes]. 組織與管理, 5(2), 101-135.
陸洛. (2013). 職家平衡在台灣: 一個發展中國家的現況. 應用心理研究 (台灣)(59), 49-79.
陸洛、黃茂丁與高旭繁. (2005). 工作與家庭的雙向衝突:前因、後果及調節變項之探討. [The Bi-directional Conflict of Work and Family: Antecedents, Consequences and Moderators]. 應用心理研究(27), 133-166.
黃鼎晏. (2008). 從福利觀點看員工協助方案: 福利滿意度, 知覺組織支持與組織承諾的關係.
劉念琪、王志袁與劉雯中. (2010). 工作與家庭措施之使用度, 知覺組織支持與員工工作態度關聯性之探討. 組織與管理, 3(1), 41-66.
劉雯中. (2014). 工作要求, 工作資源, 工作家庭衝突與其影響: 探討個人工作家庭區隔偏好之干擾效果; Job Demand, Job Resource, and Work Family Conflict: The Moderating Effects of Individuals’ Preference for Segementation.
黃英忠、曹國雄、黃同圳、張火燦、王秉鈞. (1998). 人力資源管理. 台北.華泰書局
李佳俐. (2004). 工作/家庭政策、工作/家庭平衡與員工績效關係之研究. 國立成功大學碩士論文.
林佳蓉. (2005). 員工福利滿意對工作態度之影響-以知覺組織支持為中介變項. 國立中央大學碩士論文.
吳逸賢. (2006). 員工工作家庭政策滿意度與工作態度之關聯. 國立中央大學人力資源管理研究所, 第十二屆企業人力資源管理實務專題研究成果發表會.
林嘉珍. (2008). 組織公平與員工福利滿意度之關聯性研究-以福利溝通為中介變項. 國立高雄應用科技大學碩士論文.
葉蒨妏. (2008). 工作負荷、工作家庭衝突與工作滿意度之關聯研究. 國立中央大學人力資源管理研究所.
黃煥榮. (2008) 運用友善家庭政策平衡工作與家庭 理論與經驗初探. 台灣公共行政與公共事務系所聯合會(TASPAA)
吳明隆. (2013). SPSS 統計應用學習實務: 問卷分析與應用統計. 臺北市. 易習圖書
邱皓政. (2010).量化研究與統計分析:SPSS(PASW)資料分析範例解析.臺北市. 五南圖書

二、英文部分
Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of vocational behavior, 58(3), 414-435.
Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: a review and agenda for future research. Journal of occupational health psychology, 5(2), 278.
Anderson, S. E., Coffey, B. S., & Byerly, R. T. (2002). Formal organizational initiatives and informal workplace practices: Links to work-family conflict and job-related outcomes. Journal of management, 28(6), 787-81.
Bakker, A. B., Van Emmerik, H., & Van Riet, P. (2008). How job demands, resources, and burnout predict objective performance: A constructive replication. Anxiety, Stress, & Coping, 21(3), 309-324.
Barber, A. E., Dunham, R. B., & Formisano, R. A. (1992). The impact of flexible benefits on employee satisfaction: A field study. Personnel psychology, 45(1), 55-74.
Bateman, T. S., & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship”. Academy of management Journal, 26(4), 587-595.
Beauregard, T. A., & Henry, L. C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, 19(1), 9-22. doi:http://dx.doi.org/10.1016/j.hrmr.2008.09.001
Behson, S. J. (2005). The relative contribution of formal and informal organizational work–family support. Journal of vocational behavior, 66(3), 487-50.
Blau, G., Merriman, K., Tatum, D. S., & Rudmann, S. V. (2001). Antecedents and consequences of basic versus career enrichment benefit satisfaction. Journal of Organizational Behavior, 22(6), 669-688.
Blau, P. M. (1964). Exchange and power in social life: Transaction Publishers.
Borg, M. G., & Riding, R. J. (1991). Towards a model for the determinants of occupational stress among schoolteachers. European Journal of Psychology of Education, 6(4), 355-373.
Bowen, G. L. (1998). Effects of leader support in the work unit on the relationship between work spillover and family adaptation. Journal of Family and Economic Issues, 19(1), 25-52.
Budd, J. W., & Mumford, K. A. (2006). Family‐friendly work practices in Britain: Availability and perceived accessibility. Human Resource Management, 45(1), 23-42.
Clampitt, P. G., & Girard, D. (1993). Communication satisfaction: a useful construct? Atlantic Journal of Communication, 1(2), 84-102.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-90.
Dalton, D. R., & Mesch, D. J. (1990). The impact of flexible scheduling on employee attendance and turnover. Administrative Science Quarterly, 370-387.
Danehower, C., Celuch, K., & Lust, J. A. (1994). Benefits management and communication: A marketing orientation. Human Resource Management Review, 4(2), 177-195. doi:http://dx.doi.org/1.1016/1053-4822(94)90027-2
Danehower, C., & Lust, J. A. (1995). Understanding and measuring employee benefit satisfaction. Benefits Quarterly, 11(1), 69.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of applied psychology, 86(3), 499.
Dreher, G. F., Ash, R. A., & Bretz, R. D. (1988). Benefit coverage and employee cost: Critical factors in explaining compensation satisfaction. Personnel psychology, 41(2), 237-254.
Durham, C. C., Knight, D., & Locke, E. A. (1997). Effects of leader role, team-set goal difficulty, efficacy, and tactics on team effectiveness. Organizational Behavior and Human Decision Processes, 72(2), 203-231.
Eby, L. T., Casper, W. J., Lockwood, A., Bordeaux, C., & Brinley, A. (2005). Work and family research in IO/OB: Content analysis and review of the literature (1980–2002). Journal of vocational behavior, 66(1), 124-197.
Eisenberger, R., Cotterell, N., & Marvel, J. (1987). Reciprocation ideology. Journal of Personality and Social Psychology, 53(4), 743.
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.
Ernst Kossek, E., & Ozeki, C. (1998). Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research. Journal of applied psychology, 83(2), 139-149.
Eaton, S. C. (2003). If You Can Use Them: Flexibility Policies, Organizational Commitment, and Perceived Performance. Industrial Relations: A Journal of Economy and Society, 42(2), 145-167. doi:10.1111/1468-232X.00285
Friedman, S., Christensen, P., & DeGroot, J. (1999). Work and life: the end of the zero-sum game. Harvard business review, 76(6).
Galinsky, E., & Stein, P. J. (1990). The impact of human resource policies on employees balancing work/family life. Journal of Family Issues, 11(4), 368-383.
Geurts, S. A., & Demerouti, E. (2003). Work/non-work interface: A review of theories and findings. The handbook of work and health psychology, 2, 279-312.
Glass, J., & Fujimoto, T. (1995). Employer characteristics and the provision of family responsive policies. Work and Occupations, 22(4), 380-411.
Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, 161-178.
Greenhaus, J. H., & Beutell, N. J. (1985). Sources of conflict between work and family roles. Academy of management review, 10(1), 76-88.
Grover, S. L., & Crooker, K. J. (1995). Who appreciates family‐responsive human resource policies: The impact of family‐friendly policies on the organizational attachment of parents and non‐parents. Personnel psychology, 48(2), 271-288.
Hammer, L. B., Kossek, E. E., Yragui, N. L., Bodner, T. E., & Hanson, G. C. (2009). Development and Validation of a Multidimensional Measure of Family Supportive Supervisor Behaviors (FSSB). Journal of management, 35(4), 837-856.
Hammer, L. B., Kossek, E. E., Zimmerman, K. L., & Daniels, R. (2007). Clarifying the construct of family supportive supervisory behaviors: A multilevel perspective Research in Occupational Stress and Well-Being, 6, 171-211.
Heneman III, H. G., & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International journal of Psychology, 20(2), 129-141.
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American psychologist, 44(3), 513.
Hofmann, D. A., & Morgeson, F. P. (1999). Safety-related behavior as a social exchange: The role of perceived organizational support and leader–member exchange. Journal of applied psychology, 84(2), 286.
Holtzman, M., & Glass, J. (1999). Explaining changes in mothers′ job satisfaction following childbirth. Work and Occupations, 26(3), 365-404.
Hopkins, K. (2005). Supervisor Support and Work-Life Integration: A Social Identity Perspective (E. E. Kossek Ed.). Mahwah: Lawrence Erlbaum Associates Publishers.
Hutchison, S., Valentino, K. E., & Kirkner, S. L. (1998). What works for the gander does not work as well for the goose: The effects of leader behavior. Journal of Applied Social Psychology, 28(2), 171-182.
Ingram, P., & Simons, T. (1995). Institutional and resource dependence determinants of responsiveness to work-family issues. Academy of management Journal, 38(5), 1466-1482.
Karatepe, O. M., & Kilic, H. (2007). Relationships of supervisor support and conflicts in the work–family interface with the selected job outcomes of frontline employees. Tourism management, 28(1), 238-252.
Kisilevitz, M., Debgupta, S., & Metz, D. (2006). Improving employee benefits behavior through effective communication. WorldatWork Journal, 15(1), 52.
Konrad, A. M., & Mangel, R. (2000). Research notes and commentaries the impact of work-life programs on firm productivity. Strategic Management Journal, 21(12), 1225-1237.
Kossek, E., & Distelberg, B. (2009). Work and family employment policy for a transformed work force: Trends and themes. Work-life policies, 1-51.
Kossek, E. E., & Block, R. N. (1999). Managing human resources in the 21st century: From core concepts to strategic choice: South-Western Pub.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48(4), 1075-1079.
Lengnick-Hall, M. L., & Bereman, N. A. (1994). A conceptual framework for the study of employee benefits. Human Resource Management Review, 4(2), 101-115.
Lineberry, J., & Trumble, S. (2000). The role of employee benefits in enhancing employee commitment. Compensation and Benefits Management, 16(1), 9-14.
Lust, J. (1990). The determinants of employee fringe benefit satisfaction: a replication and revision. Benefits Quarterly, 6, 89-95.
Marcinkus, W. C., Whelan-Berry, K. S., & Gordon, J. R. (2007). The relationship of social support to the work-family balance and work outcomes of midlife women. Women in Management Review, 22(2), 86-111.
Marquart, J. (1991). How does the employer benefit from child care. Parental leave and child care, Temple University Press, Filadelfia.
McDonald, P., Brown, K., & Bradley, L. (2005). Explanations for the provision-utilisation gap in work-life policy. Women in Management Review, 20(1), 37-55.
Miceli, M. P., & Lane., M. C. (1991). Antecedents of pay satisfaction: A review and extension (Vol. 9): Research in Personnel and Human Resource Management.
Muchinsky, P. M. (1977). Organizational communication: Relationships to organizational climate and job satisfaction. Academy of management Journal, 20(4), 592-607.
Neal, M. B., Chapman, N. J., Ingersoll-Dayton, B., & Emlen, A. C. (1993). Balancing work and caregiving for children, adults, and elders (Vol. 3): Sage Publications.
Odom, R. Y., Boxx, W. R., & Dunn, M. G. (1990). Organizational cultures, commitment, satisfaction, and cohesion. Public Productivity & Management Review, 157-169.
Osterman, P. (1995). Work/family programs and the employment relationship. Administrative Science Quarterly, 681-70.
Parasuraman, S., Greenhaus, J. H., & Granrose, C. S. (1992). Role stressors, social support, and well‐being among two‐career couples. Journal of Organizational Behavior, 13(4), 339-356.
Parasuraman, S., Purohit, Y. S., Godshalk, V. M., & Beutell, N. J. (1996). Work and family variables, entrepreneurial career success, and psychological well-being. Journal of vocational behavior, 48(3), 275-300.
Pasamar, S. (2015). Availability and use of work-life benefits: what’s in between? Personnel Review, 44(6), 949-969.
Payne, H. J. (2005). Reconceptualizing social skills in organizations: Exploring the relationship between communication competence, job performance, and supervisory roles. Journal of Leadership & Organizational Studies, 11(2), 63-77.
Perry-Smith, J. E., & Blum, T. C. (2000). Work-family human resource bundles and perceived organizational performance. Academy of management Journal, 43(6), 1107-1117.
Pettit, J. D., Goris, J. R., & Vaught, B. C. (1997). An examination of organizational communication as a moderator of the relationship between job performance and job satisfaction. Journal of Business Communication, 34(1), 81-98.
Pincus, J. D. (1986). Communication satisfaction, job satisfaction, and job performance. Human communication research, 12(3), 395-419.
Porter, L. W., & Lawler, E. E. (1968). Managerial attitudes and performance.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: a review of the literature. Journal of applied psychology, 87(4), 698.
Rodwell, J. J., Kienzle, R., & Shadur, M. A. (1998). The relationship among work‐related perceptions, employee attitudes, and employee performance: The integral role of communications. Human Resource Management, 37(3‐4), 277-293.
Rothausen, T. J. (1994). Job satisfaction and the parent worker: The role of flexibility and rewards. Journal of vocational behavior, 44(3), 317-336.
Rousseau, D. M. (1989). Psychological and implied contracts in organizations. Employee responsibilities and rights journal, 2(2), 121-139.
Rupp, D. E., & Cropanzano, R. (2002). The mediating effects of social exchange relationships in predicting workplace outcomes from multifoci organizational justice. Organizational Behavior and Human Decision Processes, 89(1), 925-946.
Schuler, R. S. (1979). A role perception transactional process model for organizational communication-outcome relationships. Organizational behavior and human performance, 23(2), 268-291.
Scott, W. G., & Mitchell, T. R. (1976). Organization theory: A structural and behavioral analysis: McGraw-Hill/Irwin.
Simkin, C., & Hillage, J. (1992). Family friendly working: New hope or old hype: Institute of Manpower Studies Brighton,, UK.
Smith, P. C., Kendall, L., & Hulin, C. (1969). The measurement of satisfaction in work and behavior. Chicago: Raud McNally.
Spector, P. E. (1986). Perceived control by employees: A meta-analysis of studies concerning autonomy and participation at work. Human relations, 39(11), 1005-1016.
Stephen P. Robbins, & Judge, T. A. (2013). Organizational behavior (15 ed.): Pearson Education, Inc.
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.
Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work–family benefits are not enough: The influence of work–family culture on benefit utilization, organizational attachment, and work–family conflict. Journal of vocational behavior, 54(3), 392-415.
Varona, F. (1988). A comparative study of communication satisfaction in two Guatemalan companies. University of Kansas.
Veiga, J. F., Baldridge, D. C., & Eddleston, K. A. (2004). Toward understanding employee reluctance to participate in family-friendly programs. Human Resource Management Review, 14(3), 337-351.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of management Journal, 40(1), 82-111.
Weiss, Dawis, R. V., & England, G. W. (1967). identifying and cultivating best management practice. For. Minnesota studies in vocational rehabilitation.
Weiss, H. M. (2002). Deconstructing job satisfaction: Separating evaluations, beliefs and affective experiences. Human Resource Management Review, 12(2), 173-194.
Williams, M. L., Malos, S. B., & Palmer, D. K. (2002). Benefit system and benefit level satisfaction: An expanded model of antecedents and consequences. Journal of management, 28(2), 195-215.
Zeithaml, V. A., Berry, L. L., & Parasuraman, A. (1988). Communication and control processes in the delivery of service quality. The Journal of Marketing, 35-48.
指導教授 劉念琪(Nien-Chi Liu) 審核日期 2016-6-27
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