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博碩士論文 etd-0616114-140943 詳細資訊
Title page for etd-0616114-140943
論文名稱
Title
助人或傷人?探討員工每日負向心情與人際導向公民行為、偏差行為的關係:員工親和性特質與同事支持的干擾效果
Helping or Harming others? Exploring the Relationships between Negative Moods, Interpersonal Citizenship Behaviors and Counterproductive Work Behaviors: The Moderating Effects of Agreeableness and Coworker Support.
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
50
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2014-07-02
繳交日期
Date of Submission
2014-07-16
關鍵字
Keywords
反生產力工作行為、負向心情、同事支持、親和性、人際面公民行為
Interpersonal counterproductive work behaviors, Agreeableness, Coworker support, Interpersonal organizational citizenship behaviors, Negative mood
統計
Statistics
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中文摘要
雖然過去研究大多認為員工經歷到的負向心情會導致更多的負面行為、降低正面行為,但過去的研究發現並不一致。本研究依心情修復理論的觀點 (Isen, 1982)探討員工每日負向心情與人際面組織公民行為、反生產力工作行為的關係。並提出與人際互動最相關的親和性人格特質、與情境變數同事支持作為干擾變項。欲找出在何種情況下,處於負向心情的員工會從事「助人」而非「傷人」的行為。
為達研究結果的可類推性,本研究之研究樣本不限定產業、職業類別,只要仍在職的員工皆屬於研究對象,以經驗抽樣法進行每日資料收集,對170位受試者施以連續兩週共計10個工作天的問卷調查,問卷回收後,個人間層次施測有效人數共計153人,回收率為90%;個人內層次有效問卷1523份,回收率為89%。
階層線性模式結果發現,員工每日負向心情和人際面組織公民行為達顯著正相關、與人際面反生產力工作行為呈顯著正相關;此外,同事支持與親和性皆能夠增強負向心情與人際面組織公民行為的正向關係,並且能夠緩和負向心情與人際面反生產力工作行為的正向關係。基於前述發現,本研究亦針對理論意涵與管理意涵加以討論之。
Abstract
Based on the mood repair theory, the present study examines the relationships between employee daily negative moods, interpersonal citizenship behaviors, and counterproductive work behaviors. In addition, the current study also explores the moderating roles of two interpersonal-related personality trait (i.e., agreeableness) and contextual variable (i.e., coworker support) on the negative moods-outcome relationships. By doing so, this study attempts to clarify when daily negative moods will lead to “helpful” behaviors instead of “harmful” behaviors.
In order to enhance the generalizability of the research findings, the sample was composed of employees from various occupations and industries. Experience sampling method was applied to collect the data across two weeks (10 working days). In total, I collected 1523 valid daily responses from 153 employees. The results of hierarchical linear modeling showed that employee daily negative moods positively predicted both interpersonal organizational citizenship behaviors and counterproductive work behaviors. In addition, both coworker support and agreeableness enhance the positive relation between daily negative moods and interpersonal organizational citizenship behaviors, and attenuate the positive relation between daily negative mood and interpersonal counterproductive work behaviors. Theoretical and practical implications were further discussed.
目次 Table of Contents
目錄
論文審定書 I
誌謝 II
摘要 III
ABSTRACT IV
目錄 V
圖次 VI
表次 VI
第一章 緒論 1
第一節 研究動機與目的 1
第二章 文獻探討 5
第一節 負向心情與人際面組織公民行為、反生產力工作行為的關係 5
第二節 同事支持對負向心情與組織公民行為、反生產力工作行為關係的干擾效果 7
第三節 親和性對負向心情與組織公民行為、反生產力工作行為關係的干擾效果 8
第三章 研究方法 11
第一節 研究架構 11
第二節 研究樣本與施測程序 11
第三節 研究工具 12
第四節 統計分析方法 14
第四章 研究結果與討論 15
第一節 樣本描述 15
第二節 主要變數之敘述統計與相關係數 17
第三節 驗證性因素分析 18
第四節 假設檢定 19
第五章 討論與建議 23
第一節 研究主要發現 23
第二節 理論貢獻 25
第三節 管理意涵 27
第四節 研究限制與未來研究建議 27
參考文獻 29
一、中文部分 29
二、英文部分 30
附錄一:個人資料問卷 36
附錄二:每日問卷 41

圖次
圖3-1研究架構圖 11
圖4-1 同事支持對負向心情與人際面公民行為關係的干擾效果 21
圖4-2 親和性對負向心情與人際面公民行為關係的干擾效果 21
圖4-3 同事支持對負向心情與人際面反生產力工作行為關係的干擾效果 22
圖4-4 親和性對負向心情與人際面反生產力工作行為關係的干擾效果 22

表次
表4-1 樣本特性統計 16
表4-2 LEVEL-1變數之敘述性統計與相關係數表 17
表4-3 LEVEL-2變數之敘述性統計與相關係數表 17
表4-4 LEVEL-1假設模式之適配度指標 19
表4-5 LEVEL-2假設模式之適配度指標 19
表4-6階層線性模式結果 20
表5-1 假設結果摘要 25
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