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姓名 謝裕隆(Yu-Lung Hsieh) 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 103學年第1學期
論文名稱(中) 不當督導對情感性承諾與心理幸福感間之影響--心理資本的調節作用
論文名稱(英) The Influence of Abusive Supervision among Subordinators' Affective Commitment and Psychological Well-being:
The Moderating Effect of Psychological Capital
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    摘要(中) 經濟快速發展,組織的管理模式已經正在改變,企業主及員工的互動也愈來愈頻繁,員工知覺到主管的不當督導行為時,將會帶給組織營運上一些問題,如人員流動率、員工向心力,員工工作氛圍等,但員工本身擁有的心理資本程度是否將對此現象有所影響?
    本研究主要目的在探討不當督導對心理幸福感與情感性組織承諾之間的影響,以及加入員工心理資本是否有調節作用。
    本研究以滾雪球抽取樣法,共計發出381份問卷,回收334 份有效問卷。研究結果顯示:1.-員工知覺到的不當督導對員工的心理幸福感並無負向影響,2.-員工知覺到的不當督導會對負員工的情感性組織承諾有負向影響 ,3.-員工知覺到的不當督導對員工心理幸福感與情感性組織承諾之影響,員工的心理資本未能有調節作用。
    摘要(英) As economy is developing and expanding fast, the management model of organization has already changed and the interaction between employer and employee become more and more intensively. Employee realizes that Abusive Supervision of supervisor will cause the problems in organization operation such as labour turnover rate, cohering force, Employees working atmosphere.. etc. However, is the degree of psychological capital from employee been influenced?
    The purpose of this study mainly discusses if abusive supervision has any influence on psychological well-being and affective commitment; the effectiveness after adding psychological capital. The quantity of overall questionnaires is 381 and the effective questionnaires is 334. This study result show that 1.There is no correlation that abusive supervision cognized by employee has the negative influence on psychological well-being;
    2.There is correlation that abusive supervision cognized by employee has the negative influence on affective commitment;3.There is no correlation that psychological capital could adjust psychological well-being and affective commitment in abusive supervision cognized by employee.
    關鍵字(中)
  • 情感性承諾
  • 心理資本
  • 不當督導
  • 心理幸福感
  • 關鍵字(英)
  • Psychological Well-being
  • Abusive Supervision
  • Affective Commitment
  • Psychological Capital
  • 論文目次 論文審定書 …………………………………………………………………….….............i
    致謝…………………………………………..........…………………………….................ii
    摘要 …….......………………………………………………………………….................iii英文摘要 ……………………………………………………………………....................iv
    第一章 緒論………………………………………………………………………….........1
      第一節 研究背景與動機 …………………………………………………………......1
      第二節 研究目的 ………………………………………………………………..........3
    第二章 文獻探討………………………………………………………………….........….4
      第一節 不當督導 ………………………………………………………......................4
      第二節 心理性福感 ……………………………………………….....................…….7
      第三節 情感性承諾 …………………………………………………………….....…10
      第四節 心理資本 …………………………………………………………….....……13
    第三章 研究方法……………………………………………………………….........……20
      第一節 研究架構與假設 ………………………………………………….....………20
      第二節 研究樣本 ……………………………….....……...........................................21
      第三節 測量工具……………………………………………………….....…………..23
      第四節 資料分析方法…………………………………………………….....………..28
    第四章 結果分析………………………………………………………….........................29
      第一節 各變項之描述與變項間之相關分析…………………………………...........29
      第二節 不當督導對心理幸福感、情感性組織承諾之影響…………………….......32
      第三節 心理資本調節不當督導對心理幸福感、情感性組織承諾之影響 …….....34
    第五章討論與建議 …………………………………………………………….................36
      第一節 結果摘要 ………………………………………………………….................36
      第二節 結果討論………………………………………………..……………….........37
      第三節 管理意涵 …………………………………………………………….....…....39
      第四節 研究限制 ………………………………………………………….................40
    參考文獻 ………………………………………………………………………….............41
    附錄 ………………….........................................................................................................51
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    口試委員
  • 周麗芳 - 召集委員
  • 林朱燕 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2014-08-28 繳交日期 2014-09-04

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