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博碩士論文 etd-0625115-155508 詳細資訊
Title page for etd-0625115-155508
論文名稱
Title
大材小用?探討員工知覺屈就的個人與情境前因、及其對內、外部流動與反生產力工作行為的影響與中介歷程
Put Fine Timber to Petty Use? Exploring the Individual and Situational Antecedents of Perceived Overqualification and Its Effects and Mediating Processes on Job Mobility and Counterproductive Work Behavior
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
49
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
2015-06-26
繳交日期
Date of Submission
2015-07-25
關鍵字
Keywords
知覺屈就、前瞻性人格、個人─組織適配、知覺分配公平、公平敏感度、內外部流動、反生產力工作行為
Perceived overqualification, P-O fit, Perceived distributive justice, Justice sensitivity, Job mobility, Counterproductive work behavior
統計
Statistics
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中文摘要
隨著高等學歷畢業的專業人才日漸增加,人力市場卻無法提供相對應的職務缺口,此情況造成工作者在工作上無法一展長才並缺乏成長的機會,進而產生知覺屈就及後續的負面結果,因此,知覺屈就 (perceived overqualification)此概念近年來亦廣受學術界與實務界的關注。本研究使用問卷調查法,並以「個人與環境適配理論」及「組織公平理論」為基礎,整合兩組相關的人格特質與態度變數,以解釋影響員工知覺屈就形成的因素;另外,本研究並以「雙重歷程理論」為基礎,同時納入知覺屈就可能引發的分析與經驗歷程,探討知覺屈就對於相對應的後果變數的影響及中介歷程。
本研究以兩個時間點的方式蒐集資料,廣泛地收集各產業、職業的員工做為研究對象,總計發出298份的問卷,有效配對問卷共計271份,並以結構方程模式進行假設檢定。研究結果顯示,在前因變數方面,個人─組織適配會降低知覺屈就、而前瞻性人格與公平敏感度則會提升知覺屈就。在後果變數與歷程方面,知覺屈就會透過思考離職的認知歷程,進而提升個人的外部求職行為、以及內部轉調行為;此外,知覺屈就亦會透過負向心情的情緒歷程,進而引發個人對組織、以及對人際面的反生產力工作行為。依據本研究結果,提出之管理意涵如下:1. 重視員工對組織文化的契合度、加強新進同仁社會化;2. 企業可透過工作設計、公開晉升或獎勵資訊等,降低員工知覺屈就的產生;3. 強化內部轉調制度。
Abstract
As the number of professionals with higher education increases, the corresponding job openings in the labor market do not. With the limited opportunities for professionals to develop their talents and skills in their chosen fields, come consequences, consequences such as perceived overqualification and negative effects. Perceived overqualification for the labor market has been the focus of attention in the academic work for the past few years. This paper uses the Person-Environment Fit Theory and the Organizational Justice Theory to integrate the variables of personality traits and attitudes to help explain the formation of perceived overqualification. Furthermore, the A Dual Process Theory explains the effects and mediating processes by integrating the analytic processes and experiential processes.
Research collected from 271 paired questionnaires, at different periods and used structural equation modeling to conduct the hypothesis testing. The result of the antecedents shows that person-organization fit reduces perceived overqualification, while proactive personality and justice sensitivity enhances perceived overqualification. On the other side, the result of the consequences and mediating processes shows that turnover intention mediates the relationship between perceived overqualification and job mobility by cognitive processes. Furthermore, negative mood mediates the relationship between perceived overqualification and counterproductive work behavior by emotion processes.
目次 Table of Contents
論文審定書....................................................................................... ⅰ
論文授權書.......................................................................................ⅱ
誌謝................................................................................................. ⅲ
摘要 ................................................................................................ⅳ
Abstract ........................................................................................ⅴ
目錄 ................................................................................................vi
圖次 ................................................................................................ⅶ
表次 ................................................................................................ⅷ
第一章 緒論 ................................................................................1
第二章 文獻探討 ........................................................................4
第一節 知覺屈就的定義、內涵與前因變數............................................ 4
第二節 影響知覺屈就的人格與態度前因:個人與環境適配理論觀點 ........5
第三節 影響知覺屈就的人格與態度前因:組織公平理論的觀點....... ........7
第四節 知覺屈就的後果變數與中介機制............................................... 8
第五節 知覺屈就、離職傾向與內外部流動:雙重歷程理論的觀點........... 9
第六節 知覺屈就、負向心情與反生產力工作行為:雙重歷程理論的觀點.. 10
第三章 研究方法 ................................................................................12
第一節 研究架構 ................................................................................12
第二節 研究樣本與施測程序............................................................... 13
第三節 研究工具............................................................................... 14
第四節 資料分析方式 ........................................................................16
第四章 研究結果................................................................................ 17
第一節 各變數間敘述統計與相關係數.................................................. 17
第二節 驗證性因素分析...................................................................... 17
第三節 假設檢定................................................................................ 20
第五章 結論與建議............................................................................ 22
第一節 研究結論與理論貢獻............................................................... 22
第二節 管理意涵 ................................................................................24
第三節 研究限制與未來研究建議......................................................... 25
參考文獻.......................................................................................... 26
附錄:第一階段與第二階段問卷.......................................................... 32
參考文獻 References
中文部分
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