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博碩士論文 etd-0107114-014415 詳細資訊
Title page for etd-0107114-014415
論文名稱
Title
高科技產業員工主動性人格特質、工作熱情與職涯滿意之相關研究-以知覺組織支持為調節變項
A Study on the Relationships of High-Tech Industry Employees’ Proactive Personality, Work Passion, and Career Satisfaction: Taking Perceived Organizational Support as a 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
98
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
2014-01-20
繳交日期
Date of Submission
2014-02-07
關鍵字
Keywords
職涯滿意、工作熱情、知覺組織支持、主動性人格特質
Proactive Personality, Work Passion, Career Satisfaction, Perceived Organizational Support
統計
Statistics
本論文已被瀏覽 5733 次,被下載 1418
The thesis/dissertation has been browsed 5733 times, has been downloaded 1418 times.
中文摘要
二十一世紀是科技發展的新紀元,隨著全球市場競爭日益劇增,世界各國致力於發展高科技產業,以取得全球的競爭優勢,而台灣地區也不例外。自1980年代新竹科學園區成立後,吸引更多廠商投資,而在1990年代中期,台灣IC產業開始在全球高科技經濟網絡中占有相當重要地位,尤其在2000年初,台灣高科技產業成長迅速快速而躋身於全球化經濟體系之中。所以,高科技產業的興衰攸關著台灣產業競爭力、經濟成長、以及未來台灣經濟發展能否更上一層樓的關鍵。
本研究以高科技產業員工為研究對象,以職涯滿意為思考點,員工的主動性人格特質、工作熱情之情形,來作為與職涯滿意之間關聯性的研究,並就此分析以瞭解彼此之間的關係,另外,亦關注組織對於高科技產業員工工作熱情的支持,是否會對員工在工作熱情與職涯滿意之間的關係產生影響。
本研究採問卷調查法,以高科技產業員工為研究對象,共發出217份問卷,有效回收問卷205份,回收率為94.5%。所得資料以驗證性因素分析(CFA)、信度分析、描述性統計、獨立樣本t檢定、單因子變異數分析(One-way ANOVA)、相關分析及複迴歸分析等方法進行統計分析,本研究獲得結論如下:
一、高科技產業員工之「主動性人格特質」對「工作熱情」具顯著性正向影響。
二、高科技產業員工之「工作熱情」對「職涯滿意」具部分顯著性正向影響。
三、高科技產業員工之「主動性人格特質」對「職涯滿意」具顯著性正向影響。
四、高科技產業員工之「主動性人格特質」在「工作熱情」與「職涯滿意」間具有部份顯著之中介效果。
五、高科技產業員工之「知覺組織支持」對「工作熱情」與「職涯滿意」並無顯著調節效果。
最後,依據研究結果,本研究提出結論與建議供後續研究參考。
Abstract
The 21st century is a new era of technological development, along with an increasingly competitive global market surge, the world committed to the development of high-tech industries, in order to achieve global competitive advantage. Since the 1980s, the Hsinchu Science Park was established to attract more manufacturers to invest, in the beginning of 2000, Taiwan's high-tech industry was growing rapidly and quickly among the among the globalized economy.High-tech manufacturing industries face shorter product lift cycle increasingly.Application of new technology is also changeable.The excellent technicians of high-tech industry are the key indicators of competitive advantange.To investigate how employees can effectively stimulate the maximum benefit of the organization and other related issues, the overall value of a pivotal development in high-tech industries.
This study adopted the Proactive Personality of high-tech industry employees as the independent variable, Career Satisfaction as dependent variables, Work Passion as mediator variables. The high-tech industry employees perceived organization support was a moderator between the mediator and dependent variable to examine the moderating effect.
The questionnaire was used to collect data. The data was collected from high-tech industry employees, and 205 copies were valid. The study adopts the following statistical analysis techniques: The confirmatory factor analysis (CFA), the reliability analysis, the descriptive statistics, the independent t-test, the one-way ANOVA, the correlation analysis, and the multiple regression analysis. The results are summarized as follows.
1. Proactive Personality has partially significant positive effects on Work Passion.
2. Work Passion has partially significant positive effects on Career Satisfaction.
3. Proactive Personality has significant positive effects on Career Satisfaction.
4. Proactive Personality has partially significantly mediated effect between Work Passion and Career Satisfaction.
5. Perceived Organization Support has partially no significant moderating effects between Work Passion and Career Satisfaction.

According the research results, the conclusions and suggestions of the study will be provided as a reference for further study.
目次 Table of Contents
論文審定書 i
誌 謝 ii
中文摘要 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 5
第三節 研究流程與步驟 6
第二章 文獻探討 7
第一節 主動性人格特質 7
第二節 職涯滿意 15
第三節 工作熱情 20
第四節 知覺組織支持 30
第五節 各研究變項之關係 35
第三章 研究方法 39
第一節 研究對象與資料蒐集 39
第二節 研究變項操作性定義與衡量工具 42
第三節 測量模式 49
第四節 資料分析方法 52
第四章 研究結果與討論 54
第一節 個人屬性在各研究變項上之差異性分析 54
第二節 各研究變項間之關係 61
第三節 相關研究變項之迴歸分析 64
第四節 工作熱情之中介效果分析 68
第五節 知覺組織支持之調節效果分析 70
第六節 研究假設驗證結果 73
第五章 結論 74
第一節 研究結論 74
第二節 研究建議 76
第三節 研究限制與未來研究建議 79
參考文獻 81
附錄 88
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