博碩士論文 110427023 詳細資訊




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姓名 吳苙賢(Li-Hsien Wu)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱
(To Voice or Not to Voice: The Effects of Duty, Achievement, and Deliberation Orientations on Employee Voice Behavior)
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摘要(中) 在當今競爭激烈、變化迅速的商業環境下,企業必須不斷地創新與進步才能在市場上保持競爭優勢,而透過員工建言,企業可以更好地了解組織內部的營運狀況,並針對當前的問題和瓶頸,及時做出調整和改進。此外,員工建言也是促進組織創新的重要推力,員工多樣化且具創意的觀點,不但有助於企業快速適應環境的變化,同時也能協助企業開創新的商機。
因此,為了增進員工建言的意願,本研究採用問卷調查法,以台灣地區從事正職工作者為研究對象,共蒐集了324筆有效問卷,旨在探討員工的人格特質(責任導向、成就導向、審慎導向)與建言行為之關聯性,並以組織認同為中介變項,心理安全感為調節變項進行分析,以期能更深入了解影響員工建言行為之前因。
研究結果顯示:(1)責任導向與建言行為間並無顯著正向影響;(2)成就導向與建言行為間具有顯著正向影響;(3)審慎導向與建言行為間具有顯著正向影響;(4)責任導向與組織認同間並無顯著正向影響;(5)成就導向與組織認同間具有顯著正向影響;(6)審慎導向與組織認同間具有顯著正向影響;(7)組織認同與建言行為間有顯著正向影響;(8)組織認同在責任導向與建言行為間不具中介效果;(9)組織認同在成就導向與建言行為間具有中介效果;(10)組織認同在審慎導向與建言行為間具有中介效果;(11)心理安全感在組織認同與建言行為間具顯著負向調節效果。
摘要(英) In today′s competitive and rapidly changing business environment, companies must continuously innovate and improve in order to maintain a competitive advantage in the marketplace. Through employee feedback, companies can better understand the operational status within the organization and make timely adjustments and improvements to address current issues and bottlenecks. In addition, employee feedback is also an important driving force for promoting organizational innovation. The diverse and creative perspectives of employees not only help companies adapt to changes in the environment quickly but also assist in creating new business opportunities.
Therefore, in order to increase employees′ willingness to voice their opinions, this study used a questionnaire survey, targeting full-time employees in Taiwan, and collected 324 valid questionnaires. The aim was to explore the relationship between employees′ personality traits (duty orientation, achievement orientation, and deliberation orientation) and voice behavior, and to analyze organizational identification as a mediating variable and psychological safety as a moderating variable, in order to gain a deeper understanding of the antecedents that affect employee voice behavior.
The results of the study showed that: (1) duty orientation had no significant positive effect on voice behavior; (2) achievement orientation had a significant positive effect on voice behavior; (3) deliberation orientation had a significant positive effect on voice behavior; (4) duty orientation had no significant positive effect on organizational identification; (5) achievement orientation had a significant positive effect on organizational identification; (6) deliberation orientation had a significant positive effect on organizational identification; (7) organizational identification had a significant positive effect on voice behavior; (8) organizational identification had no mediating effect between duty orientation and voice behavior; (9) organizational identification had a mediating effect between achievement orientation and voice behavior; (10) organizational identification had a mediating effect between deliberation orientation and voice behavior; (11) psychological safety perception had a significant negative moderating effect between organizational identification and voice behavior.
關鍵字(中) ★ 人格特質
★ 責任導向
★ 成就導向
★ 審慎導向
★ 組織認同
★ 心理安全感
★ 員工建言行為
關鍵字(英) ★ personality traits
★ duty orientation
★ achievement orientation
★ deliberation orientation
★ organizational identification
★ psychological safety perception
★ employee voice behavior
論文目次 Table of Contents
摘要 i
Abstract ii
Table of Contents iv
List of Figures vi
List of Tables vi
1. Introduction 1
1.1 Research Motivation 1
1.2 Research Purpose 3
2. Literature Review and Hypotheses 5
2.1 Voice Behavior 5
2.2 Personality Traits and Voice Behavior 7
2.3 Organizational Identification 11
2.4 Personality Traits and Organizational Identification 12
2.5 Organizational Identification and Voice Behavior 14
2.6 Psychological Safety Perception 17
3. Research Methodology 19
3.1 Research Framework 19
3.2 Measurement 20
3.2.1 Voice Behavior 20
3.2.2 Personality Traits 21
3.2.3 Organizational Identification 21
3.2.4 Psychological Safety Perception 21
3.3 Research Participants and Procedures 21
3.4 Data Analysis Methods 22
4. Empirical Results 23
4.1 Descriptive Statistics Analysis 23
4.2 Reliability Analysis 24
4.3 Confirmatory Factor Analysis (CFA) 26
4.4 Correlation Analysis 28
4.5 Structural Equation Modeling and Hypotheses Test 29
5. Conclusions and Suggestions 32
5.1. Research Findings and Discussions 32
5.1.1 The influence of duty orientation, achievement orientation, and deliberation orientation on voice behavior 32
5.1.2 The mediating effect of organizational identification between duty orientation, achievement orientation, deliberation orientation, and voice behavior 34
5.1.3 The moderating effect of psychological safety perception on the relationship between organizational identification and voice behavior 35
5.2. Managerial Implications 35
5.3. Research Limitations and Suggestions for Future Research 38
Reference 40
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指導教授 陳明園(Ming-Yuan Chen) 審核日期 2024-6-28
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