正向心情意指可讓人回想起愉快的回憶、更有自信,故能促使人們積極從事 各種行為,進而正向影響工作表現 (Cacioppo & Gardner, 1999);然而,負向心情 對工作績效的影響,在過去的研究中較少人探討,而負向心情對工作績效的影響 也較不明確 (Tsai et al, 2007)。亦有學者認為,在某些狀況下,員工的負向心情 仍可能對工作績效有所助益 (George, 2011; George & Zhou, 2002, 2007)。本研究 也發現,在組織情境中同時探討每日正、負向心情對於工作表現影響的研究,仍 然是相對較少的 (Shockley et al., 2012)。因此,本研究希望針對「員工每日正負 向心情是否影響每日工作績效」此議題持續加以深究之。

再者,相較於個人特質,既有研究較少研究探討組織的制度是否會強化、或 是減弱員工心情對於工作表現的影響 (Brief & Weiss, 2002)。既然每日心情對工 作績效的影響會可能依工作情境不同而有差異 (George & Zhou, 2002, 2007),故 本研究擬從組織情境的角度切入,探討組織的制度 (即:員工協助方案)是否會 干擾員工每日工作心情與工作績效間的關係。

本研究採經驗抽樣法 (Experience Sampling Method)的方式收集資料。選擇來 自於 20 家企業,共 75 位之創意型工作者做為研究對象,收集每日連續的工作心 情,共 10 個工作天的資料,總計獲得 746 筆每日有效樣本資料供研究分析。階 層線性模式分析結果得出:員工每日正向心情愈高,工作績效愈佳;組織實施健 康面協助方案,可強化員工每日正向心情與工作績效的正向關係,亦可緩和每日 負向心情對工作績效的負面影響;組織執行高度的生活面員工協助方案,減緩員 工每日正向心情與每日工作績效間的關係

The positive mood recalls someone remembering pleasant memories. It encourages individuals to do various actions actively, and affect job performance positively (Cacioppo & Gardner, 1999). However, in certain situation, the negative mood may increase individual’s job performance as well (George, 2011; George & Zhou, 2002, 2007). The main purpose of this study is to investigate whether employee’s daily positive and negative moods affect job performance. In addition, previous studies have rarely examined the roles of organizational practices on the mood-performance relationship. Thus, the present study also examines whether organizational practices (i.e., employee assistance programs; EAPs) moderate the relationship between daily moods and job performance. This study applied the experience sampling method to collect the data from 75 creative employees who work in 20 different companies. The data collected across two weeks (10 working days; Monday to Friday). Totally, there are 746 valid daily responses. The results of hierarchical linear modeling analyses showed that daily positive moods positively predict job performance and health-related EAP strengthens this relationship. Moreover, health-related EAP also weakens the negative relationship between daily negative moods and job performance. However, it is shown that life-related EAP weakens the relationship between daily positive moods and job performance.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
目錄 v
圖次vi
表次 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二章 文獻探討 4
第一節 每日工作心情與每日工作關係 4
第二節 每日心情與工作績效的關係:員工協助方案的干擾效果 7
第三章 研究方法 12
第一節 研究架構與假設 12
第二節 研究對象與施測程序 13
第三節 研究工具 14
第四節 驗證性因素分析 18
第五節 資料分析 19
第四章 研究結果與討論 20
第一節 基本資料分析 20
第二節 敘述統計及相關分析 21
第三節 每日正負向心情對工作績效的關係:員工協助方案的干擾效果 22
第五章 結論與建議 27
第一節 研究發現與主要意涵 27
第二節管理意涵 30
第三節研究建議與研究限制 32
參考文獻 34
一、中文文獻 34
二、英文文獻 35
附錄:研究問卷 45

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