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博碩士論文 etd-0807111-225757 詳細資訊
Title page for etd-0807111-225757
論文名稱
Title
部屬敵意歸因風格、知覺主管不當監督與工作敬業心 關係之研究:以情緒調節自我效能感為調節變項
A Study of the Relationship among the Employee Hostile Attributional Style, Abusive Supervision and Job Engagement: The Moderating Effect of Regulatory Emotional Self-Efficacy
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
112
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
2011-06-23
繳交日期
Date of Submission
2011-08-07
關鍵字
Keywords
情緒調節自我效能感、工作敬業心、主管不當監督、敵意歸因風格
regulatory emotional self-efficacy, job engagement, abusive supervision, hostile attributional style
統計
Statistics
本論文已被瀏覽 5683 次,被下載 754
The thesis/dissertation has been browsed 5683 times, has been downloaded 754 times.
中文摘要
本研究之目的在探討部屬敵意歸因風格、知覺主管不當監督、情緒調節自我效能感與工作敬業心之關係,研究對象以航空工業、國防科技、網路管理及系統開發產業非主管職一般員工為主,研究者共發出紙本問卷307份,並輔以電子檔和網路問卷共24份,總計回收有效問卷共291份。
研究方法採驗證性因素分析、信度分析、相關分析及階層迴歸分析來檢測各構面間的假設關係,結果顯示:(1)部屬的敵意歸因風格確實會影響工作敬業心。而若對主管不當監督的知覺愈強烈,則愈會削減其對工作的敬業程度。(2)部屬的敵意歸因風格愈高,則愈容易強化其對主管不當監督的知覺程度,而若該部屬的調節生氣/憤怒情緒自我效能感愈高,則愈會使得其對主管不當監督的知覺有減弱的效果。(3)部屬敵意歸因風格愈高,則愈容易降低其工作敬業心,即便該部屬有較高的情緒調節自我效能感,也無法有效增強其對工作的敬業心。
依據研究結果對管理實務提出三項建議:在企業甄選員工階段時,可將敵意歸因風格的強弱與是否具備工作敬業心的特質考量在內,另一方面,可藉由提高員工的生氣/憤怒的情調節自我效能感,來減緩對主管不當監督的知覺。
Abstract
The purpose of the study is to explore the relationship among the employee hostile attributional style, abusive supervision, job engagement and regulatory emotional self-efficacy. The total valid sample consisted of 291 subordinates from Aerospace industrial development, defense technology and system development industry in Taiwan workplace and was analyzed by factor analysis, reliability analysis and hierarchical regression analysis to measure the relationship among the constructs.
Research results found that: (1) Subordinates’ hostile attributional style was negatively related to their job engagement and that this effect was stronger when abusive supervision were high. (2) Subordinates’ hostile attribiutional style was positively related to subordinates’ perceptions of abusive supervision and that this effect was attenuated when subordinates were high in perceived self-efficacy in managing anger/irritation.
目次 Table of Contents
論文審定書.................................................................i
誌謝 ..................................................................... ii
中文摘要 ................................................................ iii
Abstract ................................................................. iv
第一章 緒論................................................................1
第一節 研究動機 ..........................................................1
第二節 研究目的 ..........................................................3
第三節 研究流程 ..........................................................4
第二章 文獻探討 ............................................................6
第一節 員工敵意歸因風格 ................................................6
第二節 主管不當監督 ......................................................8
第三節 情緒調節自我效能感 ...........................................18
第四節 工作敬業心 ....................................................... 22
第五節 各構面間關係探討 .............................................29
第三章 研究設計 ........................................................... 35
第一節 研究架構 ......................................................... 35
第二節 研究假設 ......................................................... 36
第三節 研究變項之操作性定義與衡量 ..................................... 38
第四節 抽樣及樣本分析 ................................................... 43
第五節 信度與效度 ....................................................... 45
第四章 研究結果分析與討論 ................................................. 51
第一節 研究構面資料分析 ................................................. 51
第二節 各構面之Pearson相關分析 ........................................ 58
第三節 各研究變項之變異析 ..........................................62
第四節 階層迴歸分析 ..................................................... 68
vi
第五章 結論與建議 ......................................................... 78
第一節 研究發現與結論 ...................................................78
第二節 實證意涵與貢獻 .................................................. 83
第三節 研究限制與未來研究議 .......................................86
參考文獻 ................................................................. 88
附錄 研究問卷 ........................................................... 98
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