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博碩士論文 etd-0524120-235806 詳細資訊
Title page for etd-0524120-235806
論文名稱
Title
感受妒羨對離職傾向之影響:焦慮的中介效果與知覺主管支持的干擾效果
The Influence of Feeling Envied on Turnover Intention:The Mediation Effect of Anxiety and the Moderation Effect of Perceived Supervisor Support
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
80
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
2020-06-23
繳交日期
Date of Submission
2020-06-24
關鍵字
Keywords
知覺主管支持、離職傾向、焦慮、知覺他人妒羨、妒羨
Perceived Supervisor Support, Turnover Intention, Anxiety, Feeling Envied, Envy
統計
Statistics
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中文摘要
本研究主要探討知覺他人妒羨對於員工情緒及行為之影響,並以焦慮作為中介變項、離職傾向為依變項、知覺主管支持作為干擾變項。在職場中,當個體績效較好或擁有他人所渴望之特質或物品時,會成為他人妒羨之目標,並引起妒羨,而當個體感受到來自他人的妒羨時,會擔心自己他人對自己產生敵意、或與同事產生人際衝突,進而產生焦慮之感受,並提升其離職傾向。然而,許多遭受妒羨之人均為在組織中績效表現較優異的員工,若其因遭受妒羨進而離開組織,無異為組織重大的損失,故本研究進而加入主管支持作為干擾變項,分析其是否能有效減緩個體在遭遇妒羨後所產生之焦慮及離職傾向。本研究以問卷調查的方式,以目前在職的員工做為研究對象,共蒐集246名樣本,經彙整之後進行統計分析。並獲得以下結論:
一、當員工知覺他人妒羨程度越高時,其所感受到之焦慮程度亦越高。
二、當員工焦慮程度越高時,會提高離職的意圖。
三、焦慮有顯著中介效果。當員工知覺他人妒羨程度高時,其所感受之焦慮程度較高,進而提高離職傾向。
四、知覺主管支持會增強知覺他人妒羨與焦慮、焦慮與離職傾向之關係。
五、當主管介入給予支持時,不僅無法降低員工之焦慮及離職傾向,反而會增強員工在知覺他人妒羨後之焦慮情緒,並進而提升離職傾向。
Abstract
This research investigates the influence of feeling envied on employees’ emotion and behavior, using anxiety as mediator and perceived supervisor as moderator. In the workplace, when someone has high performance or own something that others want. Then he or she will turn into the target of envy. After aware of feeling envied, the person will feel anxiety due to afraid of other’s hostility and interpersonal conflict and further increase turnover intention. The research is based on 246 surveys of full-time employees. Below are the results:
1.Feeling envied can positively predict anxiety.
2.Anxiety can positively predict turnover intention.
3.Anxiety has significant mediation effect on the relationship between feeling envied and turnover.
4.Perceived supervisor support has positive effect on the relationship between “feeling envied—anxiety” and “anxiety—turnover intention”.
5.When the supervisor gives support to the envied target, it will enhance the anxiety after feeling envied and further increase turnover intention.
目次 Table of Contents
論文審定書........................................................................................................................i
誌謝...................................................................................................................................ii
摘要..................................................................................................................................ⅲ
Abstract.............................................................................................................................iv
目錄...................................................................................................................................ⅴ
圖目錄..............................................................................................................................ⅵ
表目錄.............................................................................................................................ⅶ
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.....................................................................................................5
第二章 文獻探討.............................................................................................................7
第一節 妒羨.............................................................................................................7
第二節 焦慮...........................................................................................................15
第三節 離職傾向...................................................................................................18
第四節 知覺主管支持...........................................................................................22
第五節 各變項之關聯性.......................................................................................24
第三章 研究設計與方法...............................................................................................29
第一節 研究架構...................................................................................................29
第二節 研究對象與施測程序...............................................................................29
第三節 研究工具與操作型定義...........................................................................30
第四節 統計分析方法...........................................................................................34
第四章 研究結果與討論...............................................................................................35
第一節 描述性統計...............................................................................................35
第二節 相關性分析...............................................................................................38
第三節 知覺他人妒羨之影響與焦慮之中介效果...............................................40
第四節 知覺主管支持之干擾效果.......................................................................42
第五章 研究結論與建議...............................................................................................46
第一節 研究結論...................................................................................................46
第二節 管理實務之建議.......................................................................................51
第三節 研究限制與未來研究建議.......................................................................52
參考文獻.........................................................................................................................53
附錄.................................................................................................................................70
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