博碩士論文 etd-0617113-174433 詳細資訊


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姓名 周允潔(Yun-Chieh Chou) 電子郵件信箱 E-mail 資料不公開
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 101學年第2學期
論文名稱(中) 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
論文名稱(英) The Effects of Abusive Supervision on Affective Commitment and Job Performance: Mediation by Job Insecurity
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    紙本論文:5 年後公開 (2018-07-17 公開)

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    摘要(中) 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。
    摘要(英) 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.
    關鍵字(中)
  • 不當督導
  • 工作不安全感
  • 情感性承諾
  • 工作績效
  • 關鍵字(英)
  • abusive supervision
  • affective commitment
  • job insecurity
  • job performance
  • 論文目次 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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    口試委員
  • 周麗芳 - 召集委員
  • 張國義 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2013-06-29 繳交日期 2013-07-17

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