你了解新世代嗎？工作生活平衡與工作敬 業度之關聯—以工作自主性、知覺主管支 持、正向情感特質為調節變項

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：102

、訪客IP：13.59.73.248

姓名

石亦芳(Yi-Fang Shih) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

你了解新世代嗎？工作生活平衡與工作敬業度之關聯—以工作自主性、知覺主管支持、正向情感特質為調節變項
(Do You Know the New Generation? The Correlation between Work Life Balance and Work Engagement—The Moderating Effect of Job Autonomy, Perceived Supervisor Support, and Positive Affectivity.)

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]

本電子論文使用權限為同意立即開放。
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。
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)

員工的高工作敬業度可以為公司帶來高績效等正面影響，因此企業希望員
工具備高工作敬業度。然而，研究顯示工作敬業度在各年齡層中皆呈現下滑趨勢，尤以Y世代及Z世代為甚。為提高新世代工作者的工作敬業度，企業可採取相應措施，其中工作生活平衡為Y及Z世代相當重視的條件。因此，本研究旨在探討工作生活平衡與工作敬業度之關係，並探討工作自主性、知覺主管支持及正向情感特質對其間關係的調節效果。

本研究的研究對象為台灣地區的Y世代和Z世代新世代工作者。在剔除無
效問卷後，共收回了428份有效問卷。

依據研究結果，可以得出以下結論：
1. 工作生活平衡與新世代工作者之工作敬業度有正向關係。
2. 工作自主性會正向調節新世代工作者工作生活平衡與工作敬業度的關係。
3. 知覺主管支持會正向調節新世代工作者工作生活平衡與工作敬業度的關係。
4. 正向情感特質不會正向調節新世代工作者工作生活平衡與工作敬業度的關係。

摘要(英)

Employees′ high work engagement can bring positive effects such as high performance to the company. Therefore, companies hope that employees have high work engagement. However, research shows that work engagement is declining
across all age groups, especially among Generations Y and Z. To improve the work engagement of new-generation workers, companies can take corresponding measures, among which work-life balance is a condition that Generation Y and Z attach great importance to. Therefore, this study explores the relationship between work-life balance and work engagement, and the moderating effects of job autonomy, perceived supervisor support, and positive affectivity on the relationship.

The study population of this research consists of Generation Y and Z workers in Taiwan. After excluding invalid questionnaires, a total of 428 valid questionnaires were collected.

Based on the research results, the following conclusions can be drawn:
1. Work-life balance has a positive impact on work engagement of new-generation workers.
2. Job autonomy has a positive moderating effect on work-life balance and work engagement of new-generation workers.
3. Perceived supervisor support has a positive moderating effect on work-life balance and work engagement of new-generation workers.
4. Positive affectivity has no moderating effect on work-life balance and work engagement of new-generation workers.

關鍵字(中)

★ 新世代
★ 工作生活平衡
★ 工作敬業度
★ 工作自主性
★ 知覺主管支持
★ 正向情感特質

關鍵字(英)

★ new generation
★ work-life balance
★ work engagement
★ job autonomy
★ perceived supervisor support
★ positive affectivity

論文目次

目錄
中文摘要 i
Abstract ii
目錄 iv
圖目錄 vi
表目錄 vi
一、緒論 1
1-1 研究動機與背景 1
1-2 研究目的 4
1-3 研究流程 5
二、文獻探討 6
2-1 工作敬業度 6
2-2 工作生活平衡 9
2-3 工作自主性 12
2-4 知覺主管支持 15
2-5 正向情感特質 18
三、研究方法 21
3-1 研究架構與研究假設 21
3-1-1 研究架構 21
3-1-2 研究假設 22
3-2 研究變項量表與研究工具 23
3-2-1 工作敬業度 23
3-2-2 工作生活平衡 24
3-2-3 工作自主性 25
3-2-4 知覺主管支持 26
3-2-5 正向情感特質 27
3-3 研究對象與資料蒐集方法 29
3-3-1 研究對象 29
3-3-2 資料蒐集方法 29
3-4 資料分析方法 30
四、研究結果 31
4-1 敘述性統計分析 31
4-2 信度分析 33
4-3 效度分析 34
4-4 相關分析 36
4-5 階層迴歸分析 39
4-5-1工作生活平衡對工作敬業度之影響 39
4-5-2工作自主性對工作生活平衡與工作敬業度之調節效果 40
4-5-3知覺主管支持對工作生活平衡與工作敬業度之調節效果 42
4-5-4正向情感特質對工作生活平衡與工作敬業度之調節效果 44
4-6 研究假設實證結果 45
五、結論與建議 47
5-1 研究意涵 47
5-1-1 工作生活平衡對工作敬業度之影響 47
5-1-2 工作自主性對工作生活平衡與工作敬業度之調節效果 47
5-1-3 知覺主管支持對工作生活平衡與工作敬業度之調節效果 47
5-1-4 正向情感特質對工作生活平衡與工作敬業度之調節效果 48
5-2 管理意涵 49
5-3 研究限制及未來建議 50
參考文獻 51
中文文獻 51
英文文獻 53

參考文獻

參考文獻
中文文獻
李志光（2022）。害怕失敗、工作拖延與社會閒散之相關研究：探討知覺組織支持的調節效果。國立中山大學人力資源管理研究所碩士論文，高雄市。
李茂能（2006）。結構方程模式軟體Amos之簡介及其在測驗編製上之應用。臺北：心理。
段錦雲、傅強、田曉明、孔瑜（2011）。情感事件理論的內容、應用及研究展望。心理科學進展，19(4)，599-607。
紀乃文（2014）。情緒勞動對組織是利是弊？探討知覺主管支持、同事支持對情緒勞動與服務績效、離職傾向關係的差異化干擾效果。組織與管理, 7(1), 115-160。
張偉豪（2011）。論文寫作-SEM不求人。臺北：鼎茂。
張偉豪、鄭時宜（2012）。與結構方程模型共舞：曙光初現。新北市：前程文化。
張譯庭（2020）。主管家庭支持行為、加班工時與員工生產力之關聯性研究－探討員工工作生活平衡重視度的調節式中介作用。國立中央大學人力資源管理研究所碩士論文，桃園市。
陳建丞、王秀菁、何青燕（2019）。快樂的員工比較會兼顧工作與家庭？員工正向情感特質與職家衝突間關係之中介機制探討。人力資源管理學報，19(2)，83-107。
陳建丞、柯淑芬、徐啟勝、許淑瑞（2018）。員工正向情感特質與就業力之中介機制探討。創新與管理，14(1)，27-58。
陳淑玲、熊欣華、陳秋頻（2022）。重度工作投資與工作倦怠：健康促進與心理資本扮演之調節角色。臺大管理論叢，32(2)，1-46。
陸洛、張妤玥（2015）。主管支持、工作對家庭增益、及情緒耗竭之關聯：夫妻之行動者─伴侶互依模式。本土心理學研究，44，73-116.
勞動部（2021）。110年勞工生活及就業狀況調查。https://statdb.mol.gov.tw/html/svy10/1023all.pdf
勞動部（2021）。110年勞工生活及就業狀況調查統計結果。https://www.mol.gov.tw/1607/1632/1633/48857/post
彭于萍、翁振益（2009）。服務業員工之工作自主性與組織公民行為之關係探討—以工作滿意度為中介變項。崇佑學報，15(2)，167-194。
劉梅雀（2015）。影響工作滿意度前因之探討－以兩岸之醫療人員為例。國立高雄應用科技大學高階經營管理研究所碩士在職專班論文，高雄市。
賴若函（2021）。首度跨世代職場大調查！Z世代最在意什麼。Cheers雜誌，234。https://www.cheers.com.tw/article/article.action?id=5099579

英文文獻
Abraham, S. (2012). Job satisfaction as an antecedent to employee engagement. sies Journal of Management, 8(2), 27-36.
Agich, G.J. (1994). Key concepts: autonomy. Philosophy, Psychiatry, & Psychology, 1(4), 267-269.
Ahuja, M. K., Chudoba, K. M., Kacmar, C. J., McKnight, D. H., & George, J. F. (2007). IT road warriors: balancing work-family conflict, job autonomy, and work overload to mitigate turnover intentions. Management Information Systems Quarterly, 31(1), 1-17.
Allam, Z. (2017). Employee disengagement: a fatal consequence to organization and its ameliorative measures. International Review of Management and Marketing, 7(2), 49-52.
Allen, T. D. (2001). Family-supportive work environments: the role of organizational perceptions. Journal of vocational behavior, 58(3), 414-435.
Allen, T.D., Shockley, K.M. and Biga, A. (2010). Going Global: Practical applications and recommendations for HR and OD professionals in the global workplace, 377-401. San Francisco, CA: Jossey-Bass.
Allport, G. W. (1943). The ego in contemporary psychology. Psychological Review, 50(5), 451-478.
Aryee, S. (1992). Antecedents and outcomes of work-family conflict among married professional women: evidence from singapore. Human Relations, 45(8), 813-837.
Bakker, A.B., Demerouti, E., Boer, E.D.& Schaufeli, W.B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62(2), 341‒356.
Bakker, A.B., Demerouti, E., Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43(1), 83-104.
Barsade, S. G., & Gibson, D. E. (2007). Why does affect matter in organizations? Academy of Management Perspectives, 21(1), 36-59.
Behson, S. J. (2005). The relative contribution of formal and informal organizational work–family support. Journal of Vocational Behavior, 66(3), 487-500.
Beiser, M. (1974). Components and correlates of mental well-being. Journal of Health and Social Behavior, 15, 320-327.
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of covariance structures. Psychological bulletin, 88(3), 588-606.
Bhende, P., Mekoth, N., Ingalhalli, V., & Reddy, Y. V. (2020). Quality of work life and work–life balance. Journal of Human Values, 26(3), 256-265.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: Wiley.
Block, J. H., & Block, J. (1980). The role of ego-control and ego-resiliency in the organization of behavior. In W.A. Collins (Eds.), The Minnesota Symposia on Child Psychology, 13, 39-101. Hillsdale, NJ: Erlbaum.
Britt, T. W., Adler, A. B., & Bartone, P. T. (2001). Deriving benefits from stressful events: the role of engagement in meaningful work and hardiness. Journal of Occupational Health Psychology, 6(1), 53-63.
Browne, M. W., & Cudeck, R. (1993). Alternative ways of assessing model fit. In K. A. Bollen & J. S. Long (Eds.), Testing structural equation models, 136-162. Newbury Park, CA: Sage.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. R. (1983). The Michigan organizational assessment questionnaire. In Seashore S. E. (Ed.), Assessing Organizational Change: A guide to Methods, Measures, and Practices, 71-138. New York, NY: Wiley
Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person‐organization values fit, Journal of Managerial Psychology, 23(8), 891-906.
Cheng, B. S., Jiang, D. Y., & Riley, J. H. (2003). Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context: proximal hypothesis or global hypothesis? Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(3), 313-334.
Clark, L. A., & Watson, D. (1986). Diurnal variation in mood: interaction with daily events and personality. Paper Presented at the 94th Annual Convention of the American Psychological Association, Washington, DC.
Clark, S. C. (2000). Work/family border theory: a new theory of work/family balance. Human Relations, 53(6), 747-770.
Clark, S. C. (2001). Work cultures and work/family balance. Journal of Vocational Behavior, 58(3), 348-365.
Dimock, M. (2019). Defining generations: where millennials end and generation Z begins. Pew Research Center, 17(1), 1-7.
Doll, W. J., Xia, W., & Torkzadeh, G. (1994). A confirmatory factor analysis of the end-user computing satisfaction instrument. MIS quarterly, 12(2), 453-461.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Formica, S., & Sfodera, F. (2022). The great resignation and quiet quitting paradigm shifts: an overview of current situation and future research directions. Journal of Hospitality Marketing and Management, 31(8), 899-907.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology, 2(3), 300-319.
Fredrickson, B. L. (2000). Why positive emotions matter in organizations: lessons from the broaden-and-build model. The Psychologist-Manager Journal, 4(2), 131-142.
Fredrickson, B. L. (2001). The role of positive emotions in positive psychology: the broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218-226.
Fredrickson, B. L., & Levenson, R. W. (1998). Positive emotions speed recovery from the cardiovascular sequelae of negative emotions. Cognition and Emotion, 12(2), 191-220.
Frijda, N. H. (1986). The Emotions: Studies in Emotion and Social Interaction. New York, NY: Cambridge University Press.
Gagnon, M. A., & Michael, J. H. (2004). Outcomes of perceived supervisor support for wood production employees. Forest Products Journal, 54(12), 172-177.
Grzywacz, J. G., & Marks, N. F. (2000). Reconceptualizing the work–family interface: an ecological perspective on the correlates of positive and negative spillover between work and family. Journal of Occupational Health Psychology, 5(1), 111-126.
Haar, J. M., Sune, A., Russo, M., & Ollier-Malaterre, A. (2019). A cross-national study on the antecedents of work–life balance from the fit and balance perspective. Social Indicators Research, 142(1), 261-282.
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology, 60(2), 159-170.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
Haider, S., Jabeen, S., & Ahmad, J. (2018). Moderated mediation between work life balance and employee job performance: the role of psychological wellbeing and satisfaction with coworkers. Revista de Psicología del Trabajo y de las Organizaciones, 34(1), 29-37.
Hair, J. F., Tatham, R. L., Anderson, R. E., & Black, W. C. (1998). Multivariate Data Analysis (5th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
Hallberg, U. E., & Schaufeli, W. B. (2006). " Same same" but different? can work engagement be discriminated from job involvement and organizational commitment? European Psychologist, 11(2), 119-127.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Hill, E. J., Hawkins, A. J., Ferris, M., & Weitzman, M. (2001). Finding an extra day a week: the positive influence of perceived job flexibility on work and family Life Balance. Family Relations, 50(1), 49-58.
Hobfoll, S. E. (1989). Conservation of resources: a new attempt at conceptualizing stress. American Psychologist, 44(3), 513-524.
Hochschild, A. (1997). The time bind. Journal of Labor and Society, 1(2), 21-29.
Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63(6), 597-606.
Hu, L. T., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: conventional criteria versus new alternatives. Structural equation modeling: a multidisciplinary journal, 6(1), 1-55.
Jaharuddin, N. S., & Zainol, L. N. (2019). The impact of work-life balance on job engagement and turnover intention. The South East Asian Journal of Management, 13(1), 106-117.
Jose, G., & Mampilly, S. R. (2015). Relationships among perceived supervisor support, psychological empowerment and employee engagement in Indian workplaces. Journal of Workplace Behavioral Health, 30(3), 231-250.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational Stress: Studies in Role Conflict and Ambiguity. New York, NY: Wiley.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4): 692-724.
Karasek, A., & Hysa, B. (2020). Social media and generation Y, Z-a challenge for employers. Scientific Papers of Silesian University of Technology. Organization and Management Series, 144, 227–237.
Kirchmeyer, C. (2000). Work-life initiatives: greed or benevolence regarding workers′ time. In Cooper C.L. & Rousseau D.M. (Eds.), Trends in Organizational Behavior, 7, 79-93. Chichester, UK: Wiley.
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.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48(4), 1075-1079.
Kubátová, J. (2016). Work-related attitudes of Czech generation Z: International comparison. Central European Business Review, 5(4), 61-70.
Kühnel, J., Sonnentag, S., & Westman, M. (2009). Does work engagement increase after a short respite? the role of job involvement as a double‐edged sword. Journal of Occupational and Organizational Psychology, 82(3), 575-594.
Larasati, D. P., & Hasanati, N. (2019). The effects of work-life balance towards employee engagement in millennial generation. 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018), 390-394.
Lazarus, R. S. (1991). Emotion and Adaptation. Oxford, UK: Oxford University Press.
Lee, C. C., Aravamudhan, V., Roback, T., Lim, H. S., & Ruane, S. G. (2021). Factors impacting work engagement of gen Z employees: a regression analysis. Journal of Leadership, Accountability and Ethics, 18(3), 147-159.
Liden, R. C., & Graen, G. (1980). Generalizability of the vertical dyad linkage model of leadership. Academy of Management Journal, 23(3), 451-465.
Lin, Y. C., Yu, C., & Yi, C. C. (2014). The effects of positive affect, person-job fit, and well-being on job performance. Social Behavior and Personality: An International Journal, 42(9), 1537-1547.
Locke, E. A. (1976). The nature and causes of job satisfaction. In Dunnette M.D., (Ed.), Handbook of Industrial and Organizational Psychology. Chicago: Rand-McNally.
Lodahl, T. M., & Kejnar, M. (1965). The definition and measurement of job involvement. Journal of Applied Psychology, 49(1), 24-33.
Lopes, H., Calapez, T., & Lopes, D. (2017). The determinants of work autonomy and employee involvement: a multilevel analysis. Economic and Industrial Democracy, 38(3), 448-472.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37.
Mazerolle, S. M., Eason, C. M., & Goodman, A. (2018). An examination of relationships among resiliency, hardiness, affectivity, and work-life balance in collegiate athletic trainers. Journal of Athletic Training, 53(8), 788-795.
McNall, L. A., Tombari, J. M., & Brown, M. M. (2021). Exploring how mindfulness links to work outcomes: positive affectivity and work-life enrichment. Applied Research in Quality of Life, 16(1), 167-182.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York, NY: Academic press.
Mulaik, S. A., James, L. R., Van Alstine, J., Bennett, N., Lind, S., & Stilwell, C. D. (1989). Evaluation of goodness-of-fit indices for structural equation models. Psychological bulletin, 105(3), 430-445.
Nabawanuka, H., & Ekmekcioglu, E. B. (2021). Millennials in the workplace: perceived supervisor support, work–life balance and employee well–being. Industrial and Commercial Training, 54(1), 123-144.
O′Driscoll, M. P. (1996). The interface between job and off-job roles: enhancement and conflict. International Review of Industrial and Organizational Psychology, 11, 279-306.
Park, R., & Searcy, D. (2012). Job Autonomy as a predictor of mental well-being: the moderating role of quality-competitive environment. Journal of Business and Psychology, 27(3), 305-316.
Parker, S. K., Axtell, C. M., & Turner, N. (2001). Designing a safer workplace: importance of job autonomy, communication quality, and supportive supervisors. Journal of Occupational Health Psychology, 6(3), 211-228.
Pendell, R., & Vander Helm, S. (2022, November 11). Generation Disconnected: Data on Gen Z in the Workplace. Gallup. Retrieved from https://www.gallup.com/workplace/404693/generation-disconnected-data-gen-workplace.aspx
Puspitasari, A. S. A., & Darwin, M. (2021). Effect of work-life balance and welfare level on millennial employee performance through work engagement. International Journal of Science and Society, 3(1), 334-344.
Rachmadini, F., & Riyanto, S. (2020). The impact of work-life balance on employee engagement in generation Z. IOSR Journal of Humanities and Social Science, 25(5), 62-66.
Rahim, A., & Cosby, D. M. (2016). A model of workplace incivility, job burnout, turnover intentions, and job performance. Journal of Management Development, 35, 1255-1265.
Rashid, W. E. W., Nordin, M. S., Omar, A., & Ismail, I. (2012). Work/family conflict: the link between self-esteem and satisfaction outcomes. Procedia-Social and Behavioral Sciences, 65, 564-569.
Renshaw, J. R. (1976). An exploration of the dynamics of the overlapping worlds of work and family. Family Process, 15(1), 143-165.
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: the contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836.
Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job engagement: antecedents and effects on job performance. Academy of Management Journal, 53(3), 617-635.
Rothbard, N. P. (2001). Enriching or depleting? the dynamics of engagement in work and family roles. Administrative Science Quarterly, 46(4), 655-684.
Ryan, R. M., & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: definitions, theory, practices, and future directions. Contemporary Educational Psychology, 61, 1-11.
Sargent, L. D., & Terry, D. J. (2000). The moderating role of social support in Karasek′s job strain model. Work and Stress, 14(3), 245-261.
Schaufeli, W. B. (2013). What is engagement? In Truss, C., Alfes, K., Delbridge, R., Shantz, A., Soane, E.C. (Eds.), Employee Engagement in Theory and Practice, 29-49. London, UK: Routledge.
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: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(3), 293-315.
Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work engagement: bringing clarity to the concept. Work engagement: A Handbook of Essential Theory and Research, 12, 10-24.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: a cross-national study. Educational and Psychological Measurement, 66(4), 701–716.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: a two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71-92.
Scheyett, A. (2023). Quiet quitting. Social Work, 68(1), 5-7.
Schlenker, B. R., Britt, T. W., Pennington, J., Murphy, R., & Doherty, K. (1994). The triangle model of responsibility. Psychological Review, 101(4), 632-652.
Schroth, H. (2019). Are you ready for gen Z in the workplace? California Management Review, 61(3), 5-18.
Sharma, S., Parmar, J. S., & Chauhan, S. S. (2016). Work-related variables and work-life balance - a study of nurses in government hospitals of Himachal Pradesh. Productivity, 57(3), 286-292.
Shirom, A (2003). Job-related burnout: a review. In Quick, J. C., & Tetrick, L. E. (Eds.), Handbook of Occupational Health Psychology, 245-264. Washington, DC: American Psychological Association.
Shirom, A., Nirel, N., & Vinokur, A. D. (2006). Overload, autonomy, and burnout as predictors of physicians′ quality of care. Journal of Occupational Health Psychology, 11(4), 328-342.
Stone, A. A. (1981). The association between perceptions of daily experiences and self-and spouse-rated mood. Journal of Research in Personality, 15(4), 510-522.
Sung, M., Yoon, D. Y., & Han, C. S. H. (2022). Does job autonomy affect job engagement? psychological meaningfulness as a mediator. Social Behavior and Personality: an International Journal, 50(5), 1-10.
Tellegen, A. (1985). Structures of mood and personality and their relevance to assessing anxiety, with an emphasis on self-report. In Tuma A.H., & Maser J.D. (Eds.), Anxiety and the Anxiety Disorders, 681–706. Hillsdale, NJ: Erlbaum.
Thompson, B. Y. (2018). Digital nomads: employment in the online gig economy. Glocalism: Journal of Culture, Politics and Innovation, 1, 1-26.
Ursachi, G., Horodnic, I. A., & Zait, A. (2015). How reliable are measurement scales? External factors with indirect influence on reliability estimators. Procedia Economics and Finance, 20, 679-686.
Voydanoff, P. (2004). The effects of work demands and resources on work‐to‐family conflict and facilitation. Journal of Marriage and Family, 66(2), 398-412.
Walia, P. (2014). Work-life balance in relation to task variety and task autonomy: a study of bank employees. Journal of Strategic Human Resource Management, 3(1) 10-15.
Watson, D., & Clark, L. A. (1984). Negative affectivity: the disposition to experience aversive emotional states. Psychological Bulletin, 96(3), 465-490.
Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: the PANAS Scales. Journal of Personality and Social Psychology, 54(6), 1063-1070.
Yikilmaz, İ. (2022). Quiet quitting: a conceptual investigation. Anadolu International Conference on Social Science, 10, 581-591.
Zedeck, S., & Mosier, K. L. (1990). Work in the family and employing organization. American Psychologist, 45(2), 240-251.

指導教授

王群孝(Chun-Hsiao Wang)

審核日期

2024-7-4

推文