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博碩士論文 etd-0808113-221757 詳細資訊
Title page for etd-0808113-221757
論文名稱
Title
員工與主管工作價值觀一致性知覺及主管不當督導對離職傾向的影響-以正向心理資本為調節變項
A Study of the influence of Perceived Work Value Congruence Between Employee and Supervior, and Abusive Supervision on Turnover Intention:The Moderating Effects of Positive Psychological capital
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
120
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
2013-07-25
繳交日期
Date of Submission
2013-09-08
關鍵字
Keywords
價值觀一致性、工作價值觀、離職傾向、不當督導、心理資本
Psychological capital, turnover intention, Abusive supervision, Value congruence, Work value
統計
Statistics
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中文摘要
「良禽擇木而棲,賢臣擇主而侍」,主管問題向來是導致企業員工離職「不能說的秘密」,本研究以主管不當督導為自變項,同時將員工與主管工作價值觀一致性也納入,探討主管不當督導及員工與主管工作價值觀一致性對於離職傾向的影響;另外,隨著社會環境的變遷,以及近十年來正向心理學的興起,企業所重視的資本概念,已由傳統的經濟資本移轉到智慧資本、社會資本,以至目前的心理資本。本研究採取正向心理資本做為調節變項,探討正向心理資本對於主管不當督導與離職傾向間是否具有調節作用。透過統計分析,本研究主要發現如下:

1、員工與主管工作價值觀一致性對離職傾向呈顯著的負相關,亦即當員工與主管工作價值觀一致性越高,離職傾向越小。
2、工作價值觀子構面中,僅「發揮能力」構面的工作價值觀差異與離職傾向間具有低度正相關。
3、主管不當督導對離職傾向具有顯著的正相關,顯示員工知覺主管不當督導的程度越強烈,其離職傾向也越高。
4、正向心理資本在一定程度的主管不當督導下,對主管不當督導與離職傾向間的關係具有調節作用;而「自我效能」、「希望」及「樂觀」等子構面亦具類似的調節效果,「韌性」構面的調節效果則未達顯著。
Abstract
As the saying goes, “A wise bird chooses the tree it will nest on and a wise vassal the lord he will serve.”, supervisory problems are usually the unspoken secrets that induced employee turnover.
This study tries to define abusive supervision as an independent variable with employee’s and supervisor’s work value congruence subordinated, attempts to examine the influence of these two factors to employee turnover intention.
Besides, as social changes, and rise of Positive Psychology in the recent decade, there’s a paradigm shift of capital management in businesses. The importance of capital management has been transformed from traditional economic capital to intellectual capital, social capital, to psychological capital.
The purpose of this study is therefore, using positive psychological capital as a moderator variable, trying to find out if positive psychological capital plays a moderative role between abusive supervision and employee turnover intention.
The results of the survey revealed these findings:

1.The work value congruence between employees and supervisors had significant negative correlation on employees' turnover intention; that is, higher congruence of work value between employees and supervisors brings lower turnover tendency.
2.Amongst all the sub-dimension of work value , only work value difference of ‘personal abilities‘ has low positive correlation on employees' turnover intention.
3.The result of significant positive correlation of abusive supervisions on employees' turnover intention reveals that the more abusive supervision perceived by the employee, the more turnover intention will be induced.
4.Positive psychological capital, under certain circumstances, plays a moderative role between abusive supervision and employee turnover intention. And confidence or self-efficacy, hope, optimism sub dimensions plays a relative role; resilience sub dimension didn’t significantly moderate.
目次 Table of Contents
目錄
論文審定書……………………………………………………………………… I
誌謝 ……………………………………………………………………………… II
中文摘要 ………………………………………………………….….………… III
英文摘要 …………………………………………..…………………………… IV
目錄 ………………………………………..……………………………………. V
圖次 ………………………………………..…………………………………… VII
表次 ………………………………………..…………………………………… VIII

第 一 章 緒 論 ……………………………………………………………… 1
第一節 研究背景與動機 …………………………………………………… 1
第二節 研究目的 …………………………………………………………… 4
第三節 研究流程 …………………………………………………………… 5

第 二 章 文獻探討 …………………………………………………………… 6
第一節 工作價值觀一致性 ………………………………………………… 6
第二節 主管不當督導 …………………………………………………….. 21
第三節 離職傾向 …………………………………………………………… 43
第四節 正向心理資本 ……………………………………………………… 54

第 三 章 研究方法 ………………………………………………………….. 60
第一節 研究架構與研究假設 ………………………………….…………. 60
第二節 研究變項操作性定義與衡量工具 ………………………………… 62
第三節 研究對象與資料蒐集 …………………………………………….. 66
第四節 樣本分析 ………………………………………………………….. 67

第 四 章 研究結果分析與討論 …………………………………………… 70
第一節 各研究變項描述性統計分析 ……………………………………… 70
第二節 人口學變項與各研究變項之差異性分析 ………………………… 73
第三節 各研究變項相關性分析 …………………………………………… 76
第四節 各研究變項之迴歸分析 …………………………………………… 81

第 五 章 結論與建議 …………………………………………………………87
第一節 研究結論 …………………………………………………………… 87
第二節 實務及管理意涵 …………………………………………………… 88
第三節 研究限制及未來研究建議 ………………………………………… 90
參考文獻 …………………………………………………………………… 92
附錄 ………………………………………………………………………… 108

附錄 ………………………………………………………………………………… 108


圖 次
圖1-1 研究流程圖 ………………………………………………………………… 5
圖2-1 工作價值觀的影響因素 …………………………………………………… 9
圖2-2 主管不當督導的前因與後果 ……………………………………………… 42
圖2-3 Mobley離職決策歷程模式 ………………………………………………… 46
圖2-4 Szilagyi離職行為模式 ……………………………………………………… 47
圖2-5 Mobley et al.擴充離職決策歷程模式 ……………………………………… 48
圖2-6 Price與Mueller離職因果模式 ……………………………………………… 49
圖2-7 Parasuraman與Alutto工作壓力成因與影響模式 ………………………… 50
圖2-8 Naresh et al.離職傾向模式 ………………………………………………… 51
圖2-9 擴大競爭優勢的資本概念 ………………………………………………… 55
圖3-1 研究架構圖 ………………………………………………………………… 60
圖4-1 正向心理資本對主管不當督導與離職傾向之調節效果 ………………… 85
圖4-2 樂觀對主管不當督導與離職傾向之調節效果 …………………………… 85
圖4-3 自我效能對主管不當督導與離職傾向之調節效果 ……………………… 86
圖4-4 希望對主管不當督導與離職傾向之調節效果 …………………………… 86

表 次
表2-1 工作價值觀一致性相關研究 …………………………………………… 18
表2-2 與主管不當督導近似構念之比較 ……………………………………… 28
表2-3 與主管不當督導相關之研究-不當督導之前置變項、中介變項、結果
變項及調節變項 …………………………………………………………………36
表2-4 離職行為的分類 ………………………………………………………… 44
表2-5 行為傾向與離職間關聯性的代表性研究 ……………………………… 45
表2-6 心理資本相關研究 ……………………………………………………… 59
表3-1 樣本特性分析 …………………………………………………………… 67
表4-1 員工與主管工作價值觀各題項差異分析 ……………………………… 70
表4-2 主管不當督導各題項分析 ……………………………………………… 71
表4-3 正向心理資本各題項分析 ……………………………………………… 72
表4-4 離職傾向各題項分析 …………………………………………………… 72
表4-5 各研究變項平均分數/標準差在不同性別間的差異 ………………… 73
表4-6 離職傾向於類別人口學變項間的差異 ………………………………… 75
表4-7 離職傾向與連續人口學變項相關係數表 ……………………………… 76
表4-8 主要研究變項之相關係數表 …………………………………………… 78
表4-9 工作價值觀與離職傾向相關係數表 …………………………………… 80
表4-10 各研究變項與離職傾向之簡單線性迴歸係數 ………………………… 82
表4-11 研究變項間與離職傾向交互作用分析 ………………………………… 84
表5-1 研究結果 ………………………………………………………………… 88
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