論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus: 已公開 available
校外 Off-campus:永不公開 not available
論文名稱 Title |
不當督導與員工敬業心之研究:員工工作鑲嵌的中介效果與心理資本的調節效果 A Study on the Relationship among Abusive Supervision and Job Engagement: The Mediating Effect of Job Embbededness and the Moderating Effect of 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 |
82 |
|
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 |
2018-12-10 |
繳交日期 Date of Submission |
2019-02-11 |
關鍵字 Keywords |
不當督導、員工敬業心、工作鑲嵌、心理資本、鑲嵌理論、資源保存 abusive supervision, job embbededness, job engagement, conservation of resource theory, psychological capital, embeddedness theory |
||
統計 Statistics |
本論文已被瀏覽 5808 次,被下載 0 次 The thesis/dissertation has been browsed 5808 times, has been downloaded 0 times. |
中文摘要 |
本研究係探討不當督導、員工敬業心、員工工作鑲嵌及心理資本之關係。本研究採用「滾雪球抽樣」(Snowball sampling)發放問卷,共計發放288份問卷,共收回250份問卷,取得有效問卷共244份,有效問卷回收率為84.72%,主要以國內公家機關及私人企業的員工為研究對象,惟軍公教佔多數(33.6%)。本研究從鑲嵌理論與資源保存理論的觀點出發,認為不當督導會透過工作鑲嵌來影響員工敬業心,而員工則會利用心理資本來緩衝不當督導的負面影響。 本研究透過SPSS進行各面向分析與檢驗,研究結果顯示(1)不當督導對工作鑲嵌及員工敬業心均產生強烈的負面影響;(2)工作鑲嵌對於不當督導與員工敬業心之間有顯著的中介效果(3)心理資本對不當督導與工作鑲嵌間有強化負向關係的調節效果。爰根據研究結果提出相關實務建議:(1)敬業不單是員工本身問題,組織應積極型塑工作鑲嵌以激發員工敬業心 (2)鼓勵正向領導,減少不當督導的負面影響(3)心理資本的攢累有助工作鑲嵌,進而促進員工敬業。 |
Abstract |
The purpose of the study is to explore the relationship among abusive supervision, job engagement, job embbededness and psychological capital. To draw representative data, this study was conducted by using a questionnaire survey through snowball sampling. Paper, email and on-line questionnaires were used to collect data. 288 questionnaires were issued. A total number of 250 valid questionnaires with the effective rate of 84.72 percent was collected for data analysis. The research object is includes employees from Public and private sector, but the majority is Public sector(33.6%). According to embeddedness theory and conservation of resource theory, job engagement should be influenced by abusive supervision through job embbededness and psychological capital. The data is analyzed by reliability analysis, descriptive statistics, ANOVA, and hierarchical regression analysis. The study result show that: (1)Abusive supervision has a negative relationship with job embbededness and job engagement. (2)Job embbededness has a mediating effect between abusive supervision and job engagement. (3)Psychological capital has a moderating effect to strengthen a negative relationship between abusive supervision and job engagement. The result provide an idea that: (1)Job embbededness should be shaped to promote job engagement. (2)The negative influences which abusive supervision makes can be reduced by encouraging positive leadership. (3)accumulating employee psychological capital can contribute to job embbededness, and then elevate job engagement. |
目次 Table of Contents |
第一章緒論 1 第一節 研究背景 1 第二節 研究動機 1 第三節 研究目的 4 第四節 研究流程 4 第二章文獻探討 6 第一節 不當督導 6 第二節 員工敬業心 9 第三節 心理資本 14 第四節 工作鑲嵌 19 第五節 控制變數 25 第六節 探討各構面間關係 27 第三章研究設計 29 第一節 研究架構 29 第二節 研究假設 29 第三節 研究變項之操作型定義與衡量 30 第四節 資料分析 35 第五節 抽樣對象 37 第四章研究結果 38 第一節 樣本 38 第二節 量表信度分析 41 第三節 各變項之敘述性統計及相關分析 43 第五章研究結論與建議 51 第一節 研究結論 51 第二節 管理意涵 54 第三節 研究限制 57 第四節 未來研究建議 59 參考文獻 61 附錄:問卷 69 |
參考文獻 References |
王益明、許燕、湯圓(2010)。從“滿意度”到“敬業度”:轉變與啟示。第六屆海峽兩岸組織行為與人才開發學術研討會論文集。 胡昌亞、鄭瑩妮(2014)。不當督導研究回顧與前瞻。中華心理學刊,56(2),191-214。 彭台光、高月慈、林鉦棽(2006)。管理研究中的共同方法變異:問題本質、影響、測試和補救。管理學報,23(1),77-98。 楊國樞、鄭伯壎(1989)。傳統價值觀、個人現代性及組織行為:後儒家假說的一項微觀驗證。中央研究院民族學研究所集刊,64。 樊景立、鄭伯壎(2000)。華人組織的家長式領導:一項文化觀點的分析。本土心理學研究,第13期,127-180。 Aiken, L. S., & West, S. G. (1991). Multiple Regression: Testing and interpreting interactions. Newbury Park, CA: Sage. Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of occupational and organizational psychology, 63(1), 1-18. Anderson, C. A., & Bushman, B. J. (2002). Human aggession. Annual Review of Psychology, 53, 27-51. Ashforth, B. (1994). Petty tyranny in organizations. Human relations, 47(7), 755-778. Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44(1), 48-70. Babcock-Roberson, M. E., & Strickland, O. J. (2010). The relationship between charismatic leadership, work engagement, and organizational citizenship behaviors. The Journal of psychology, 144(3), 313-326. Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 29(2), 147-154. Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187-200. Bandura, A. (1986). The explanatory and predictive scope of self-efficacy theory. Journal of social and clinical psychology, 4(3), 359-373. Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman. Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173-1182 Bates, S. (2004). Getting engaged. HR Magazine, 49(2), 44-51. Baumruk, R. (2004). The missing link: The role of employee engagement in business success. Workspan, 47, 48-52. Berkowitz, L. (1993). Aggression: Its causes, consequences, and control. Philadelphia, PA: Temple University Press. Bies, R. J., & Tripp, T. M. (1998). Revenge in organizations: The good, the bad, and the ugly. Brees, J., Mackey, J., Martinko, M., & Harvey, P. (2013). The Mediating Role of Perceptions of Abusive Supervision in the Relationship Between Personality and Aggression. Journal of Leadership and Organizational Studies 21(4), 403-413. Britt, T. W. (2003). Black hawk down at work: When your most motivated employees can't do their jobs, get ready for an exodus. Harvard Business Review, 81, 16-17. Britt, T. W., Adler, A. B., & Bartone, P. T. (2001). Deriving benefits from stressful events: The role of engagement in meaningful work and hardiness. Journal of Occupational Health Psychology, 6(1), 53-63. Brooke, P. P., Russell, D. W., & Price, J. L. (1988). Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment. Journal of applied psychology, 73(2), 139. Burton, J. P., Hoobler, J. M., & Scheuer, M. L. (2012). Supervisor workplace stress and abusive supervision: The buffering effect of exercise. Journal of Business and Psychology, 27, 271-279. Carver, C. S., & Scheier, M. F. (2002). Optimism. In C. R. Snyder & S. J. Lopez (Eds.), Handbook of Positive Psychology. New York: Oxford University Press. Chi, S. C., & Liang, S. G. (2013). When do subordinates' emotion-regulation strategies matter? Abusive supervision, subordinates' emotional exhaustion, and work withdrawal. The Leadership Quarterly, 24(1), 125-137. Christian, M. S., Garza, A. S., & Slaughter, J. E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89-136. Conway, N., & Coyle‐Shapiro, J. A. M. (2012). The reciprocal relationship between psychological contract fulfilment and employee performance and the moderating role of perceived organizational support and tenure. Journal of occupational and Organizational Psychology, 85(2), 277-299. Crossley, C. D., Bennett, R. J., Jex, S. M., & Burnfield, J. L. (2007). Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover. Journal of applied psychology, 92(4), 1031. Demerouti, E., Bakker, A. B., de Jonge, J., Janssen, P. P., & Schaufeli, W. B. (2001). Burnout and engagement at work as a function of demands and control. Scandinavian journal of work, environment & health, 27(4), 279-286. Dorfman, P. W., & Howell, J. P. (1988). Dimensions of national culture and effective leadership patterns: Hofstede revisited. Advances in international comparative management, 3(1), 127-150. Duffy, M. K., Ganster, D. C., & Pagon, M. (2002). Social undermining in the workplace. Academy of Management Journal, 45(2), 331-351. Einarsen, S., Aasland, M. S., & Skogstad, A. (2007). Destructive leadership behavior: A definition and conceptual model. The Leadership Quarterly, 18(3), 207-216. Farrell, D., & Rusbult, C. E. (1981). Exchange variables as predictors of job satisfaction, job commitment, and turnover: The impact of rewards, costs, alternatives, and investments. Organizational behavior and human performance, 28(1), 78-95. Felps, W., Mitchell, T. R., Hekman, D. R., Lee, T. W., Holtom, B. C., & Harman, W. S. (2009). Turnover Contagion: How Coworkers' Job Embeddedness and Job Search Behaviors Influence Quitting. Academy of Management Journal, 52(3), 545-561. doi:10.5465/amj.2009.41331075 George, D., & Mallery, P. (2003). SPSS for Windows step by step: A simple guide and reference. 11.0 update Boston: Allyn & Bacon. George, J. M. (2000). Emotions and leadership: The role of emotional intelligence. Human relations, 53(1027-1055). Gonzalez-Roma, V., Schaufeli, W. B., Bakker, A. B., & Lloret, S. (2006). Burnout and job engagement: Independent factors or opposite poles? Journal of Vocational Behavior, 68, 165-174. Green, P. G., Kwong, T. M., & Leann, M. T. (1995). Embeddedness and capital markets: Bank financing of businesses. The Journal of Socio-Economics, 24(1), 129-149. Haggard, D. L., Robert, C., & Rose, A. J. (2011). Co-rumination in the workplace: Adjustment trade-offs for men and women who engage in excessive discussions of workplace problems. Journal of Business and Psychology, 26(1), 27-40. Harris, K. J., Harvey, P., & Kacmar, K. M. (2011). Abusive supervisory reactions to coworker relationship conflict. The Leadership Quarterly, 22, 1010-1023. Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis Journal of applied psychology, 87, 268-279. Harvey, P., Stoner, J., Hochwarter, W., & Kacmar, C. (2007). Coping with abusive supervision: The neutralizing effects of ingratiation and positive affect on negative employee outcomes. The Leadership Quarterly, 18(3), 264-280. Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513-524. Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of applied psychology, 94(2), 277-297. Hoobler, J. M., & Hu, J. (2013). A model of injustice, abusive supervision, and negative affect. The Leadership Quarterly, 24, 256-269. Kahn, W. A. (1990). Psychological conditions of personal engagement anddisengagement at work. Academy of Management Journal, 33(4), 692-724. Kamstra, M., & Kennedy, P. (1998). Combining Qualitative Forecasts Using Logit. International Journal of Forecasting, 14, 83-93. Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of applied psychology, 67(3), 341-349. Keashly, L. (1997). Emotional abuse in the workplace: Conceptual and empirical issues. Journal of emotional abuse, 1(1), 85-117. Lee, T. W., & Maurer, S. D. (1999). The effects of family structure on organizational commitment, intention to leave and voluntary turnover. Journal of Managerial Issues, 493-513. Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. Academy of Management Journal, 47(5), 711-745. Lian, H., Ferris, D. L., & Brown, D. J. (2012). Does power distance exacerbate or mitigate the effects of abusive supervision? It depends on the outcome. Journal of applied psychology, 97(1), 107-123. Lin, C.-P. (2010). Modeling corporate citizenship, organizational trust, and work engagement based on attachment theory. Journal of Business Ethics, 94(4), 517-531. Lin, W., Wang, L., & Chen, S. (2013). Abusive supervision and employee well‐being: The moderating effect of power distance orientation. Applied Psychology, 62(2), 308-329. Luthans, F. (2002). The need for and meaning of positive organizational behavior. Journal of organizational behavior, 695-706. Luthans, F., Avey, J. B., Clapp-Smith, R., & Li, W. (2008). More evidence on the value of Chinese workers' psychological capital: A potentially unlimited competitive resource? The International Journal of Human Resource Management, 19(5), 818-827. Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel psychology, 60(3), 541-572. Luthans, F., Luthans, K. W., Hodgetts, R. M., & Luthans, B. C. (2001). Positive approach to leadership (PAL) implications for today's organizations. Journal of Leadership Studies, 8(2), 3-20. Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: beyond human and social capital. Business Horizons, 47(1), 45-50. Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Oranizational Dynamics, 33, 143-160. Luthans, F., Youssef, C. M., & Avolio, B. J. (2006). Psychological capital: Developing the human competitive edge. Oxford: Oxford University Press. Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge: Oxford University Press Oxford. Macey, W. H., & Schneider, B. (2008). The meaning of employee engagement. Industrial and organizational Psychology, 1(1), 3-30. Maraj Grahame, K. (2003). For the family: Asian immigrant women's triple day. J. Soc. & Soc. Welfare, 30, 65. Martinko, M. J., Harvey, P., Sikora, D., & Douglas, S. C. (2009). Abusive supervision: perception or reality? Academy of Management Annual Meeting Proceedings, 1-7. Maslach, C. (1982). Burnout: The cost of caring. Englewood Cliffs, NJ: Prentice-Hall. Maslach, C., & Leiter, M. P. (1997). The truth about burnout: San Francisco: Jossey-Bass. Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual review of psychology, 52(1), 397-422. Masten, A. S. (2001). Ordinary magic: Resilience processes in development. American psychologist, 56, 227-239. Masten, A. S., & Reed, M.-G. (2002). Resilience in development. In C. R. Snyder & S. J. Lopez (Eds.), Handbook of Positive Psychology (pp. 74-88). Oxford, UK: Oxford University Press. May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37. Mitchell, M. S., & Ambrose, M. L. (2007). Abusive supervision and workplace deviance and the moderating effects of negative reciprocity beliefs. Journal of applied psychology, 92(4), 1159-1168. Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Management Journal, 44(6), 1102-1121. Mitchell, T. R., & Lee, T. W. (2001). The unfolding model of voluntary turnover and job embeddedness: Foundations for a comprehensive theory of attachment. Research in organizational behavior, 23, 189-246. Mowday, R. T., Porter, L. W., & Steers, R. M. (1982). Employee-organization linkages: The psychology of commitment, absenteeism, and turnover. New York: Academic Press. Nunnally, J. C. (1978). Psychometric theory (2nd ed.). New York, NY: McGraw-Hill. Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of applied psychology, 88(5), 879. Quine, L. (2001). Workplace bullying in nurses Journal of Health Psychology, 6(1), 73-84. Rayner, C., & Hoel, H. (1997). A summary review of literature relating to workplae bullying. Journal of Community & Applied Social Psychology, 7(3), 181-191. Reichers, A. E. (1985). A review and reconceptualization of organizational commitment. Academy of management review, 10(3), 465-476. Rentsch, J. R., & McEwen, A. H. (2002). Comparing personality characteristic, values, and goals as antecedents of organizational attractiveness. International Journal of Selection and Assessment, 10(3), 225-234. Rich, B. L., Lepine, J. A., & Crawford, E. R. (2010). Job Engagement: Antecedents and Effects on Job Performance. Academy of Management Journal, 53(3), 617-635. Richman, A. (2006). Everyone wants engaged workforce, how can you create it? Workspan, 49, 36-39. Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement. UK, Brighton: IES. Russell, J. A., & Carroll, J. M. (1999). The phoenix of bipolarity: Reply to Watson and Tellegen. Psychological Bulletin, 125(5), 611-617. Sackett, P., Berry, C., Wiemann, S., & Laczo, R. (2006). Citizenship and counterproductive behavior: Clarifying relations between the two domains. Human Performance, 19(4), 441-464. Salanova, M., Agut, S., & Peiró, J. M. (2005). Linking organizational resources and work engagement to employee performance and customer loyalty: the mediation of service climate. Journal of applied psychology, 90(6), 1217. Salin, D. (2011). The significance of gender for third parties' perceptions of negative interpersonal behaviour: Labelling and explaining negative acts. Gender, Work & Organization, 18(6), 571-591. Schat, A. C. H., Desmarais, S., & Kelloway, E. K. (2006). Exposure to workplace aggression from multiple sources: Validation of a measure and test of a model. Unpublished manuscript, McMaster University, Hamilton, Canada, 331-351. Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of organizational behavior, 25(3), 293-315. Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and psychological measurement, 66(4), 701-716. Schaufeli, W. B., Salanova, M., Gonzalez-Roma, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Study, 3, 71-92. Seligman, M. E. P. (1998). Learned optimism. New York: Pocket Books. Seligman, M. E. P. (2002). Authentic happiness: Using the new positive psychology to realize your potential for lasting fulfillment. New York: Simon and Schuster. Snyder, C. R., Sympson, S. C., Ybasco, F. C., Borders, T. F., Babyak, M. A., & Higgins, R. L. (1996). Development and validation of the State Hope Scale. Journal of personality and social psychology, 70, 321-335. Stajkovic, A. D., & Luthans, F. (1998). Self-efficacy and work-related performance: A meta-analysis. Psychological bulletin, 124(2), 240. Sweetman, D., & Luthans, F. (2010). The power of positive psychology: Psychological capital and work engagement. Work engagement: A handbook of essential theory and research, 54-68. Tepper, B. J. (2000). Consequences of abusive supervision. Academy of Management Journal, 43(2), 178-190. Tepper, B. J. (2007). Abusive supervision in work organizations: Review, synthesis, and research agenda. Journal of management, 33(3), 261-289. Tepper, B. J., Duffy, M. K., Hoobler, J. M., & Ensley, M. D. (2004). Moderators of the relationship between cowokers' organizational citizenship behavior and fellow employees' attitude. Journal of applied psychology, 89, 455-465. Tepper, B. J., & Henle, C. A. (2011). A case for recognizing distinctions among constructs that capture interpersonal mistreatment in work organizations. Journal of organizational behavior, 32, 487-498. Tomoki, S., James, P. B., & Chris, J. S. (2008). The role of job embeddedness on employee performance : The interactive effects with Leader-Menber Excharge and organization-based self-esteem. Personnel Psychology, 61, 761-792. Tugade, M. M., Fredrickson, B. L., & Barrett, L. F. (2004). Psychological resilience and positive emotional granularity: Examining the benefits of positive emotions on coping and health. Journal of Personality, 72, 1161-1190. Whicker , M. L. (1996). Toxic leaders: When organization go bad. Westport, Conn.: Quorum books. Wu, T. Y., & Hu, C. (2009). Abusive supervision and employee emotional exhaustion: Dispositional antecedents and boundaries. Group and Organization Management, 34, 143-169. Yagil, D. (2006). The relationship of abusive and supportive workplace supervision to employee burnout and upward influence tactics. Journal of emotional abuse, 6(1), 49-65. Zhang, M., Fried, D. D., & Griffeth, R. W. (2012). A review of job embeddedness: Conceptual, measurement issues, and directions for future research. Human Resource Management Review, 22(3), 220-231. |
電子全文 Fulltext |
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。 論文使用權限 Thesis access permission:自定論文開放時間 user define 開放時間 Available: 校內 Campus: 已公開 available 校外 Off-campus:永不公開 not available 您的 IP(校外) 位址是 18.226.177.25 論文開放下載的時間是 校外不公開 Your IP address is 18.226.177.25 This thesis will be available to you on Indicate off-campus access is not available. |
紙本論文 Printed copies |
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。 開放時間 available 已公開 available |
QR Code |