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博碩士論文 etd-1227111-172617 詳細資訊
Title page for etd-1227111-172617
論文名稱
Title
完美主義對工作倦怠與離職傾向之影響
The Effect of Perfectionism on Burnout and Turnover Intention
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
85
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
2011-12-23
繳交日期
Date of Submission
2011-12-27
關鍵字
Keywords
完美主義、工作倦怠、離職傾向、哥本哈根倦怠量表
Perfectionism, Burnout, Turnover Intention, Copenhagen Burnout Inventory
統計
Statistics
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The thesis/dissertation has been browsed 5815 times, has been downloaded 0 times.
中文摘要
組織為維持企業的高度競爭優勢,對於產品與服務通常有較高的要求,希望能趨進於精確與完美,而員工是提供產品與服務的重要媒介,組織、主管以及員工如何要求自員工本身扮演媒介的角色,又往往與其個人特質-完美主義特質
相關。追求完美是人類發展中天生且內在的需求,而造成完美主義的來源不僅是自我本身的高標準要求,對於他人的要求或是社會期許的要求也是完美主義不可缺少的組成因素,適度的要求能夠帶來達成目標的動力來源,然而過度的要求達到高標準卻有可能造成員工工作倦怠或離職的行為發生,造成組織、團隊、個人績效的減弱,以及人力資本流失的問題,是值得組織重視的問題。本研究針對不同對象來源造成的完美主義與工作倦怠及離職傾向的關係做初步的探討,過去研究中對於工作倦怠量表多採用MBI,但該量表飽受批評,未能真實測得工作倦怠的結果;本研究採取改良後的CBI,期能真實探索完美主義對工作倦怠與離職傾向的影響。
本研究以科技業、金融業與服務業正職人員為研究對象,採用便利抽樣進行問卷調查法,透過線上及紙本問卷的方式,發出334份紙本問卷,共計回收了256份紙本問卷;網路問卷共計回收了131份,紙本加網路問卷共計回收387份,最後計有364份有效問卷。利用階層迴歸模式驗證本研究假設,研究結果發現:自我要求型完美主義(SOP)的員工和個人整體倦怠有正相關,且整體倦怠和離職傾向為正相關,但SOP與離職傾向呈現負相關,表示SOP的員工仍有可能因為個人整體倦怠的原因導致原本低離職傾向的趨勢升高;要求他人型完美主義(OOP)的員工與工作倦怠無顯著相關且與離職傾向為負相關;社會期許要求型完美主義(SPP)的員工與個人整體倦怠與工作相關倦怠有顯著正相關,且此二種工作倦怠構面與離職傾向為正相關,但SPP無法直接預測離職傾向;而工作倦怠並非完美主義與離職傾向的中介變數。最後根據研究結果給予後續研究、管理實務建議和研究限制。
Abstract
In order to maintain higer competitive power, perfect quality of products and services are requested by enterprises nowadays.What’s more , employees are the important media to carry out it.The media roles employees play are related to personal characteristics-perfectionism. We know that strive for perfectionism is native and inner need during development of human beings.In addition,the reasons which cause perfectionism are not only from rigorous standard of self but also possibly from others’ stringent request or social expectation by significant others.Proper demand and standard are drives which make employees achieve their goals,however,extreme ones lead to burnout or high turnover intention .It deserved to be paid more attention to because they will diminish performance of organization,group and individuals,even bring about the loss of human capital.In this study,we will have the preliminary exploration of the relationship among perfectionism from different requiring sources,burnout and turnover intention.MBI was used mostly in past studies,nevertheless,it is criticized during these times and is possible not to measure the actural burnout result.To improve the situation,we use CBI instead in this study and look forward to observe the effect of perfectionism on burnout and turnover intention.
Objets of this study are the full-time employees of science &technology, financial and service industry.We take the questionnaire survey method with convenient sampling to execute this study. Totally we sent out 334 numbers of paper copies and obtained 256 ones.Besides,we got 131 copies from on-line survey.Finally we have 364 valid samples out of the 387 combined sources.We adopted the hierarchical regression modeling to test the hypothesis.
The findings are as the following:Self-oriented perfectionism (SOP) is positively associated with personal burnout and personal burnout is also positively associated with turnover intention.However,SOP is negatively associated with turnover intention.This reveals that employees of SOP still have the possibility to increase their turnover intention owing to increasing personal burnout.Other-oriented perfectionism(OOP) shows no significant influence on burnout and is negatively associated with turnover intention.Social- prescribed perfectionism(SPP) is positively associated with both personal & job-related burnout and these two kinds of burnout are also positively related to turnover intention.Nevertheness,SPP can’t predict the relationship with turnover intention directly.Further,burnout is not the mediator variable between perfectionism and turnover intention.Finally,we will offer concrete suggestions for following studies and practical implement .Research limitation is also included .
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 4
第二章 文獻探討 5
第一節 完美主義 5
第二節 工作倦怠 7
第三節 離職傾向 10
第四節 完美主義、工作倦怠與離職傾向關係之探討11
第三章 研究方法 16
第一節 研究架構與假設 16
第二節 研究對象 17
第三節 研究工具 18
第四節 研究調查實施流程 25
第五節 資料分析 26
第四章 研究結果分析 28
第一節 研究樣本分析 28
第二節 研究變項相關及差異性分析 30
第三節 完美主義與工作倦怠、離職傾向之關係 42
第五章 結論與建議 50
第一節 研究發現 50
第二節 研究結論 52
第三節 研究建議 56
第四節 研究限制 58
參考文獻 60
附錄 72

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