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博碩士論文 etd-0617113-174433 詳細資訊
Title page for etd-0617113-174433
The Effects of Abusive Supervision on Affective Commitment and Job Performance: Mediation by Job Insecurity
Year, semester
Number of pages
Li-Fang Chou
Advisory Committee
Date of Exam
Date of Submission
abusive supervision, affective commitment, job insecurity, job performance
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本研究以問卷調查法針對台灣地區全職工作者進行調查,共計發出700份問卷,回收356份有效問卷。研究結果發現:1. 不當督導對情感性承諾有顯著負向影響,但對工作績效及工作不安全感均無顯著影響;2. 工作不安全感對情感性承諾及工作績效均有顯著負向影響;3. 工作不安全感在不當督導對情感性承諾及工作績效之影響中無法產生中介作用。針對研究結果,本研究亦於文中提出管理意涵並詳加討論。
When exploring the phenomenon of job insecurity, most studies focused on environmental factors, such as unemployment rate or organizational changes. However, past research rarely considered supervisory leadership as an origin of employees’ perceptions of job insecurity. That is, employee’s everyday work attitudes and behaviors would be affected by perceived job insecurity when facing supervisor’s abusive of power. Therefore, the purpose of this study is to explore the effects of abusive supervision on employee affective commitment and employee performance, and further investigate the mediating effect of job insecurity.
This study uses questionnaires to obtain empirical data which was collected from a diverse sample of full-time employees drawn from a variety of organizations in Taiwan. A total of 700 questionnaires were distributed and 356 valid questionnaires were returned. The results are summarized as follows: 1) abusive supervision has significant negative effects on affective commitment, whereas abusive supervision has no significant effects on job performance and job insecurity; 2) job insecurity has significant negative effects on affective commitment and job performance; 3) job insecurity cannot serve as a mediator when explaining the effects of abusive supervision on affective commitment and job performance. Implications and recommendations for future research are then discussed.
目次 Table of Contents
第一章 緒論1
第一節 研究背景1
第二節 研究動機3
第三節 研究目的3
第二章 文獻探討4
第一節 不當督導4
第二節 情感性承諾15
第三節 工作績效25
第四節 工作不安全感39
第三章 研究方法53
第一節 研究架構與假設53
第二節 研究樣本54
第三節 研究工具54
第四節 資料分析方法60
第四章 結果分析62
第一節 各變項之描述與變項間之相關62
第二節 不當督導對情感性承諾、工作績效、工作不安全感之影響62
第三節 工作不安全感對情感性承諾、工作績效之影響65
第四節 工作不安全感的中介效果之驗證66
第五章 討論與建議69
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