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博碩士論文 etd-0011119-101907 詳細資訊
Title page for etd-0011119-101907
論文名稱
Title
主動性人格特質、組織認同與工作熱情的關聯:以專業照顧服務員為例
A Study on the Relationships among Proactive Personality, Organization Identification, and Work Passion:Professional Nurse Aides
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
126
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
2019-01-11
關鍵字
Keywords
專業照顧服務員、主動性人格特質、情緒勞務、組織認同、工作熱情、知覺組織支持
Work passion and Perceived organi, Organization identification, Professional nurse aides, Proactive personality, Emotional labor
統計
Statistics
本論文已被瀏覽 5833 次,被下載 85
The thesis/dissertation has been browsed 5833 times, has been downloaded 85 times.
中文摘要
本研究探討主動性人格特質、組織認同與工作熱情間之關係,並分析情緒勞務的中介效果及知覺組織支持的調節效果。
本研究以國內養護中心、居家照護之「專業照顧服務員」為研究對象。為避免共同方法變異的問題,以二階段問卷調查進行資料蒐集,第一階段共發放423份問卷,回收有效問卷302份,有效問卷回收率為71.0%;第二階段再以第一階段之有效問卷的302份問卷發放,回收有效問卷為270份,有效問卷回收率為89.0%,總計來自於22家養護中心、居家照護。
樣本資料經統計分析後,研究結果顯示如下:
(1) 照顧服務員所具備的主動性人格特質愈高,對組織認同的知覺反應愈高,對情緒勞務的知覺反應也愈高,在工作職場上也較會展現較高的工作熱情。
(2) 當照顧服務員展現高度正向情緒表達和克制負向情緒時,對組織認同的知覺反應和對工作熱情的展現,就會愈高愈正向。
(3) 情緒勞務在主動性人格特質與組織認同具完全中介效果。
(4) 情緒勞務在主動性人格特質與工作熱情具部分中介效果。
(5) 知覺組織支持對情緒勞務與組織認同具調節效果,但知覺組織支持對情緒勞務與工作熱情不具調節效果。
依據研究結果,提出具體研究結論與建議供實務界與後續研究之參考。
Abstract
This study is to explore the relationships among proactive personality, organization identification, and work passion. Meanwhile, emotional labor was used to investigate the mediating effect between proactive personality, organization identification, and work passion. In addition, the perceived organizational support took as a moderator.
The population of the study are from professional nurse aides of Taiwan's long-term care center and homecare. The nurse aides were subjects in the study. In order to reduce common method variance and know long-serving professional nurse aides work in this field as well as whether they can attract younger professional nurse aides join to this field, the two-wave questionnaire survey was used to collect data in the study. There were 423 questionnaires distributed at the first phase and 302 valid questionnaires were returned. The valid response rate was 70.0%. Furthermore, 302 questionnaires were issued at the second phase and 270 valid questionnaires were returned. The valid response rate was 89.0% including 22 long-term care center and homecare in total. The statistical analysis methods of Pearson correlation analysis and hierarchical linear modelling were used to conduct hypotheses test.
The results of the study are as below:
1. The nurse aides have higher proactive personality to be significantly positive influence on organization identification, emotional labor and work passion.
2. The nurse aides having positive emotional expression and restrains negative emotions have significantly positive influence on organization identification as well as work passion.
3. Emotional labor has a mediating effect between proactive personality, organization identification and work passion.
4. The perceived organizational support as a moderator can significantly positive influence emotional labor and organization identification.
Based on the research results, the concrete conclusions and suggestions will be provided for long-term care practice and further study as the references.
目次 Table of Contents
目錄 i
表目錄 ii
圖目錄 iii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機與目的 4
第三節 研究流程 8
第二章 文獻探討 11
第一節 人格特質 11
第二節 情緒勞務 19
第三節 組織認同 30
第四節 知覺組織支持 34
第五節 工作熱情 38
第六節 各變項之間的關係 45
第三章 研究方法 51
第一節 研究對象與資料蒐集 51
第二節 研究變項操作型定義與衡量工具 61
第三節 測量模式 68
第四節 資料分析方法 70
第四章 結果與討論 73
第一節 相關分析 73
第二節 研究變項間之直接效果分析 76
第三節 情緒勞務的中介效果分析 79
第四節 知覺組織支持之調節效果分析 82
第五節 研究假設驗證結果 85
第五章 結論與建議 87
第一節 研究結論 87
第二節 研究建議 91
第三節 研究限制與未來研究建議 93
參考文獻 96
附錄-問卷 114

表目錄
表2-1 人格特質的定義 12
表2-2 主動性人格特質之定義 14
表2-3 Bateman & Crant 之主動性人格特質量表 16
表2-4 Seibert, Kraimer, & Crant之主動性人格特質量表 17
表2-5 情緒勞務的定義 20
表2-6 情緒勞務工作的分類 23
表2-7 吳宗祐、鄭伯壎之情緒勞務特質量表 26
表2-8 Mael & Ashforth之組織認同量表 32
表2-9 知覺組織支持量表 36
表2-10工作熱情的定義 40
表2-11 Schaufeli, Bakker, & Salanova之工作熱情量表 43
表3-1 兩階段問卷發放說明 52
表3-2 樣本特性分析表 53
表3-3 主動性人格特質量表驗證性因素分析 61
表3-4 情緒勞務量表驗證性因素分析 63
表3-5 組織認同量表驗證性因素分析 65
表3-6 工作熱情量表驗證性因素分析 66
表3-7 知覺組織支持量表驗證性因素分析 67
表3-8 理論模式之整體測量適配度 69
表4-1 相關係數的強度大小與意義 73
表4-2 各研究變項間之相關係數 75
表4-3 各研究變項迴歸模型 76
表4-4 情緒勞務中介效果 81
表4-5 知覺組織支持調節效果 84
表4-6 研究假設及驗證結果彙整表 85
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三、網站資料
蔣志偉(2018)。高齡化!長期照護專員人力「需求大」【TVBS NEWS】。擷取日期:2018年6月23日,https://news.tvbs.com.tw/fun/875265。
衛生福利部統計處(2017)。一般護理之家護理人員及照顧服務員人力統計表。擷取日期:2018年6月23日,https://dep.mohw.gov.tw/DOS/lp-3550-113-xCat-T02.html。
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