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博碩士論文 etd-0617113-174433 詳細資訊
Title page for etd-0617113-174433
論文名稱
Title
不當督導對情感性承諾與工作績效影響之研究:工作不安全感之中介效用
The Effects of Abusive Supervision on Affective Commitment and Job Performance: Mediation by Job Insecurity
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
95
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
2013-06-29
繳交日期
Date of Submission
2013-07-17
關鍵字
Keywords
不當督導、工作不安全感、情感性承諾、工作績效
abusive supervision, affective commitment, job insecurity, job performance
統計
Statistics
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The thesis/dissertation has been browsed 5903 times, has been downloaded 1074 times.
中文摘要
以往探討員工的工作不安全感時,多著重來自組織外在環境影響的因素,相關研究卻較少考量到主管的領導亦會是導致員工產生不安全感受的來源之一。意即,當面臨主管不當督導時,員工會因此產生工作不安全的感受,並進而影響員工的工作態度與表現。因此,本研究旨在探討主管不當督導行為對員工情感性承諾及工作績效的影響,並進一步假設員工的工作不安全感具有中介效果。
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。
Abstract
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
論文審定書i
中文摘要ii
英文摘要iii
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
參考文獻73
附錄81
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