Responsive image
博碩士論文 etd-0714116-164549 詳細資訊
Title page for etd-0714116-164549
論文名稱
Title
工作價值觀與工作動機對員工投入影響之研究—主管支持為干擾變數
The Impact of the Work Value, Work Motivation on Employee Engagement —Supervisory Support as Moderator
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
71
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
2016-07-26
繳交日期
Date of Submission
2016-08-15
關鍵字
Keywords
工作價值觀、工作動機、內在工作價值觀、內在工作動機、員工投入、主管支持
intrinsic work motivation, work motivation, intrinsic work value, work value, supervisory support, employee engagement
統計
Statistics
本論文已被瀏覽 5912 次,被下載 84
The thesis/dissertation has been browsed 5912 times, has been downloaded 84 times.
中文摘要
近幾年,隨著員工投入常被運用於判斷企業獲利及組織競爭力的方式之一,使得員工投入獲得的重視程度逐漸增高。Schaufeli 與Salanova(2007)表示近年企業面臨的各種挑戰的最根本應要探究的是員工投入(employee engagement)。員工投入焦點為員工願意做的,是否比員工本人被要求做的還多。企業內的員工來自於不同的成長環境、擁有各自的背景,如何找到合適的員工並提高員工投入,亦是企業專注的議題之一。因此本研究透過瞭解在職者之工作價值觀及工作動機,而後提出以主管支持為干擾變項,探討主管支持是否會對內在工作價值觀及內在工作動機與員工投入之關係造成影響。
本研究以台灣地區在職者為對象,共發出210份問卷,回收204份問卷,有效問卷196份,問卷有效回收率96%。研究結果顯示,在職者之內在工作價值觀及內在工作動機對員工投入有正向的影響,其次主管支持會對內在工作價值觀對於員工投入具正向干擾效果,然而員工內在工作動機與主管支持的交互作用,不會影響員工投入程度。
根據研究結果,本研究建議管理者可透過面談、量測工具或日常觀察,判斷內在工作價值觀及工作動機較高之員工,並藉由工作豐富性、挑戰性、自主性及工作與角色適配,讓員工感受能力付出後獲得之樂趣及成就感,進一步刺激提升內在工作價值觀及內在工作動機,達到提高員工投入。
Abstract
Recently, as the employee engagements is often used to judge the profit or one of the competitiveness of the organization. Employee engagement is getting more and more important for the company. Schaufeli and Salanova (2007) pointed out that the basic challenge for the enterprise is employee engagement. The most important of the employee engagement is what the employee will to do is more than what they are asked to do. The employees of the enterprise come from different growing environments and different backgrounds, so how to find the right employees and enhance the employee engagement is also one of the enterprise should focus on. Therefore, the main purpose of this study is to understand the work value and the work motivation of the incumbents and put forward the supervisor’s support as an interfering variable to explore the relationships between the work value and the intrinsic work motivations
This aim of the research is that the incumbents in Taiwan, issued 210 questionnaires, 196 valid questionnaires, the effective rate is 96 %. The results showed that the work value and intrinsic work value of the incumbents have the positive impact on the employee engagement. Moreover, the supervisory support will have the positive interfering effect on the intrinsic work value for the employee engagement. However, the interaction between the employee’s intrinsic work motivation and supervisory support will not affect the engagement level of employee.
According to the result, this study suggests that the supervisor can through interview, measurement tools and daily observation to find the intrinsic work values use and high work motivation employee. By the richness of the work, the job challenge, authority and job-fit, let the employee can feel the pleasure and a sense of achievement after they contribute for the company. Moreover, to stimulate the intrinsic work value and work motivation can enhance the employee engagement.
目次 Table of Contents
目錄

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2

第二章 文獻探討 3
第一節 工作價值觀 3
第二節 工作動機 7
第三節 員工投入 10
第四節 主管支持 17

第三章 研究方法 20
第一節 研究架構與假設 20
第二節 研究對象與施測程序 21
第三節 研究工具之發展與設定 22
第四節 資料分析方法 29

第四章 研究結果 30
第一節 敘述性統計和變數間相關分析 30
第二節 個人屬性在研究變項之差異分析 33
第三節 假設檢定 40

第五章 結論與建議 45
第一節 研究結論 45
第二節 研究建議 48
第三節 研究限制及未來建議 50

參考文獻 51
附錄:量化問卷 58
參考文獻 References
劉錦勳 (2002)。台商外派大陸人員人格特質、工作價值與生涯發展傾向關係之研究。國立中山大學人力資源管理研究所碩士論文,高雄市。
吳鐵雄、李坤崇、劉佑星、歐慧敏 (1996)。工作價值觀量表之編製研究。台北:行政院青年輔導委員會。
呂民璿 (1990)。青少年社會餐與及社會適應。台北市:巨流。
呂雨澄 (2011)。工作價值觀與組織特徵吸引力之關聯性研究:以在職者為對象。國立中山大學人力資源管理研究所碩士論文,高雄市。
唐永泰 (2006)。轉換型領導、工作動機與員工創新行為的關係,人力資源管理學報,6(4), 47–66.
朴英培、黃俊英、郭崑謨 (1990)。工作價值觀、領導型態、工作滿足及組織承諾關係研究-以韓國電子界為例,管理評論,9(1),53–87。
孫淑芬 (2001)。工作動機對工作滿意、個人績效與組織公民行為的影響-探索組織文化的干擾效果。國立中央大學人力資源管理研究所碩士論文,桃園市。
廖紘億、郭洧棋、吳宗祐 (2014)。主管支持如何造就滿意員工? 不確定管理理論的觀點,人力資源管理學報,14(1),23–52。
張春興 (2011)。張氏心理學辭典(簡明版)。台北市: 東華書局。
張立貞 (2013)。柔性領導與腳色績效之研究-知覺主管支持的中介效果。國立中山大學人力資源管理研究所碩士論文,高雄市。
張茗淇 (2013)。父母負面職場經驗對子女工作價值觀的影響。國立臺灣大學國家發展研究所碩士論文,台北市。
房美玉 (2002)。台灣半導體產業之組織文化對於內外工作動機與工作績效及工作滿意度間關聯性的影響,管理評論,21(3),69–96。
方慈霞 (2011)。領導風格、工作動機對工作投入之影響-以組織公平為調節變項。國立中山大學人力資源管理研究所碩士論文,高雄市。
李佳勳 (2008)。情緒勞動、情緒耗竭、工作滿意度與職業承諾-以工作投入、知覺主管支持為調節變項。國立國防管理學院資源管理研究所碩士論文,桃園縣。
柯金貴 (2012)。轉換型領導與交易型領導對Y世代員工離職傾向之影醒-以知覺主管支持為中介、組織認同為調節變項。國立中山大學人力資源管理研究所碩士論文,高雄市。
洪瑞斌、劉兆明 (2003)。工作價值觀研究之回顧與前瞻。應用心理研究,19,211–250。
王叢桂 (1993)。三個世代大學畢業工作者的價值觀,台灣勞動季刊,27,206–250。
王叢桂 (1995)。工作價值的傳遞與變遷及其影響因素的探索,行政院國家科學委員會專題研究計畫。
王秀文 (2012)。工作動機及因應策略在華人工作壓力歷程中之調節作用。國立台灣大學管理學院商學研究所碩士論文,台北市。
翁碩廷 (2015)。工作價值觀、工作輪調認同程度、知覺主管支持、信任之研究:以Y世代學生為研究對象。國立成功大學企業管理研究所碩士論文,台南。
胡如益 (2013)。高學歷員工之工作價值觀與工作滿意度探討。淡江大學管理科學學系企業經營碩士論文,新北市。
許信仁 (2008)。銀行理財專員職業道德知覺、單位主管支持、理財工作年資對於工作績效的影響。國立中正大學企業管理所碩士論文,嘉義縣。
許迪祥 (2003)。不同世代之工作價值觀、工作態度及其關聯性之研究-以台灣高科技產業之員工為例。中原大學企業管理研究所碩士論文,中壢市。
郭建志、曹常成 (2004)。內外控信念、主管支持與不安全行為:台灣營造業之研究,中華心理學勘,46(4),293–305。
金洪琦 (2010)。個人-主管及個人-群體適合度對角色績效、工作滿足及知覺支持的影響:以某航空公司空勤人員為例。國立中山大學人力資源管理研究所碩士論文,高雄市。
鍾?娉華 (2006)。人力資源管理措施知覺對員工工作績效之影響-工作投入及組織承諾之中介效果分析。國立中央大學人力資源管理研究所碩士論文,桃園市。
陳人豪 (2001)。兩岸員工工作價值觀與工作特性對工作態度之影響。國立中央大學人力資源管理研究所碩士論文,桃園市。
陳基國 (2008)。分紅費用化、人力資源因應策略與員工組織承諾與投入影響之研究。國立台灣大學管理學院商學組碩士論文,台北市。
陳必碩 (2004)。工作價值觀、工作動機與知識分享行為關係之研究-以台灣高科技員工為例。國立台灣大學商學研究所博士論文,台北市。
陳怡秀 (2006)。員工投入驅動因子、情感性組織承諾與個人工作績效之關聯性研究。國立中央大學人力資源管理研究所碩士論文,桃園市。
陳銘宗、劉兆明 (1995)。工作價值觀及其形成歷程之探討,應用心理學報,4,73–103。
黃國隆、蔡啟通 (1998)。工作價值觀與領導行為對員工效能的影響,台大管理論叢,9(1),51–85。
黃齡玉 (2010)。威權領導與知覺主管支持、主管承諾之研究-垂直溝通行為的中介效果。私立中原大學心理學系碩士論文,桃園市。
齊群翔 (2008)。員工投入驅動因子對員工工作績效、離職意圖之影響--一項跨時追蹤。國立中央大學人力資源管理研究所碩士論文,桃園市。
游曉郁 (2005)。領導行為與員工效能:知覺組織支持及知覺主管支持的中介效果。國立中正大學心理學所碩士論文,嘉義縣。


Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal and Social Psychology, 67, 422–436.
Amabile, T. M. (1993). Motivational Synergy: Toward new conceptualizations of intrinsic and extrinsic motivation in the workplace. Human Resource Management Review, 3(3), 185–201.
Amabile, T. M., Hill, K. G., Hennessey, B. A., & Tighe, E. M. (1994). The work preference inventory: Assessing intrinsic and extrinsic motivational orientations. Journal of Personality and Social Psychology, 66(5), 950–967.
Anderson, J. C., & Moore, L. F. (1978). The motivation to volunteer. Journal of Voluntary Action Research, 7, 120–125.
Baumruk, R. (2004). The missing link: The role of employee engagement in business success. Workspan, 47(11), 48–52.
Bennett, M. (2004). Leadership and talent in Asia: How the best employers deliver extraordinary performance. Wiley.
Campbell, J. P., & Pritchard, R. R. (1976). Motivation theory in industrial and organizational psychology. In M.D. Dunnette (Ed.) Handbook of Industrial and Organizational Psychology. 63-130: Chicago: Rand McNally.
Caplan, G. (1974). Support system and community mental health. New York: Behavioral.
Chen, Z., Sun, H., Hu, W., Huo, Q., Y., & Zhong, J. A. (2012). Chinese hotel employees in the smiling masks: roles of job satisfaction, burnout, and supervisory support in relationships between emotional labor and performance. The International Journal of Human Resource Management, 23(4), 826–845.
Corporate Leadership Council. (2004). Driving performance and retention through employee engagement. Washington, DC: Corporate Executive Board.
Cummings, A., & Oldham, G. R. (1996). Employee Creativity: Personal and Contextual Factors at Work. Academy of Management Journal, 39(3), 607–634.
Deci, E. L., & Ryan, R. M. (1985). The general causality orientations scale: Self-determination in personality. Journal of Personality and Social Psychology, 19, 109–134.
Dose, J. J. (1997). Work Values: An Integrative Framework and Illustrative Application to Organizational Socialization. Journal of Occupational and Organizational Psychology, 70, 219–240.
Drucker, P. (1954). The Practice of Management. New York: Harper and Row.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507.
Eisenberger, R., Sucharski, L., Rhoades, L., Stinglhamber, F., & Vandenberghe, C. (2002). Perceived Supervisor Support: Contributions to received Organizational Support and Employee Retention. Journal of Applied Psychology, 87, 565–573.
Elizur, D., & Shye, S. (1992). Values and motivation to work. Proceedings of the 3rd International Conference on Work and Organizational Values. 1-10. Karlovyvary, Czechoslovakia: The International Society for the Study of Work and Organizational Values.
Graen, G. B., & Cashman, J. (1975). A role-making model of leadership in formal organizations:A developmental approach. In J. G. Hunt & L. L. Larson (Eds.) Leadership Froniters. 143-166: Kent, OH: Kent State Univ Press.
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279.
House, J. S., & Wells, J. A. (1978). Occupational stress, social support and health. In McLeon, Black and Colligan(Eds.),Reducing occupational stress: Proceedings of a conferenc. 8-29: DC: National institute for occupational safety and health.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692–724.
Katzell, R. A., & Thompson, D. E. (1990). Work motivation: Theory and practice. American Psychologist, 45(2), 144–153.
Kazanas, H. C. (1978). Relationship of Job Satisfaction and Productivity to Work Graduates. Journal of Vocational Behavior, 12, 155–164.
Kottke, J. L., & Sharafinski, C. E. (1988). Measuring perceived supervisory and organizational support. Educational And Psychological Measurement, 48, 1075–1079.
Leiter, M. P., & Maslach, C. (1998). Burmout. In H. S. Friedman (Ed.) Encyclopedia of mental health. New York: Academic Press.
Lincoln J., R., & Kalleberg, A. (1990). Culture, Control, and Commitment: A Study of work Organization and Work Attitudes in the United States and Japan. Cambridge University. Cambridge.
Lynch, P., Eisenberger, R., & Armeli, S. (1999). Perceived organizational support: inferior versus superior performance by way emplotees. Journal of Applied Psychology, 84, 467–483.
Maslow, A. H. (1954). Motivation and personality. New York: Harper and Row.
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of occupational and organizational psychology, 77(1), 11–37.
Pinder, C. C. (1984). Work motivation: Theory, issues, and applications. Glenview, IL:Scott, Foresman and Copamy.
Porfeli, E. J. (2004). A longitudinal study of a developmental-contextual model of work values during adolescence. Pennsylvania State University. University Park.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. (1974). Organizational commitment, job satisfaction and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603–609.
Rainey, H. G. (2000). Work motivation. In R.T . Colembiewiski (ed), Handbook of Organizational Behavior (2nd ed.). 19-42: New York: Marcel Dekker, inc.
Robbins, S. P. (1998). Organizational behavior(8th ed.). New Jersey, NJ: Prentice Hall.
Robbins, S. P. (2005). Organizational behavior (11th ed.). Englewood Cliffs, N.J.:Prentice Hall International, Inc.
Rokeach, M. (1973). The Nature of Human Values. New York: The Free Press.
Ryu, S., & Mortimer, J. T. (1996). The “occupational linkage hypothesis” applied to occupational value formation in adolescence. work and family: An intergenerational developmental analysis, 167–190.
Sagie, A., Elizur, D., & Koslowsky, M. (1996). Work Values: A Theoretical Overview and a Model of Their Effects. Journal of Organizational Behavior, 17, 503–514.
Satir, V., Banmen, J., Gerber, J., & Gomori, M. (1991). The Satir Model: Family Therapy and Beyond.
Schaufeli, W. B., & Salanova, M. (2007). Work engagement:An emerging psychological concept and its implications for organization. In S.W. Gilliland, D.D.Steiner, & D. P. Skarlicki (Eds.) Managing social and ethical issues in organizations. 135-177: Greenwich, CT: Information Age Publishing.
Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A tow sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
Shirey, M. R. (2004). Social support in the workplace: nurse leader implications. Nursing Economics, 22(6), 313–319.
Super, D. E. (1970). Manual for the Work Values Inventory. Chicago: Riverside Publishing Company.
Teo, T. S. H., & Lim, V. K. G. (1996). Factors influencing personal computer usage: the gender gap. Women in Management Review, 11(8), 18–25.
Vroom, V. H. (1964). Work and motivation. New York: Wiley.
Wayne, S. J., Shore, L. M., & Liden, R. C. (1997). Perceived organizational support and leader- member exchange: A social exchange perspective. Academy of Management Journal, 40, 111–132.
Yoon, J., & Thye, S. (2000). Supervisor support in the work place: Legitimacy an positive affectivity. Journal of Social Psycholoyg, 140, 295–316.
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus: 已公開 available


紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 已公開 available

QR Code