Responsive image
博碩士論文 etd-0526120-165914 詳細資訊
Title page for etd-0526120-165914
論文名稱
Title
我世代的組織公民行為? 工作塑造與獨特感需求的中介效果及主動性人格的調節效果
The More Entitlement, The More Organizational Citizenship Behavior? Job Crafting and the Need of Uniqueness as Mediators and Proactive Personality as A Moderator
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
65
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
2020-06-19
繳交日期
Date of Submission
2020-06-26
關鍵字
Keywords
主動性人格、應得權益感、組織公民行為、工作塑造、獨特感需求
Job Crafting, Proactive Personality, Organizational Citizenship Behavior, Entitlement, the Need of Uniqueness
統計
Statistics
本論文已被瀏覽 5708 次,被下載 3
The thesis/dissertation has been browsed 5708 times, has been downloaded 3 times.
中文摘要
隨著世代推移,職場中的千禧世代族群扮演的角色越來越重要,這個世代帶
有高度自我中心、自我感覺良好的特質,促成了他們在應得權益感的表現,遠高
過於上一代。雖然這些特質在職場中也帶來不少衝突與管理影響,因此過去的研
究多將應得權益感與負面的職場行為做連結,然而本研究旨在探討應得權益感與
職場正面行動-組織公民行為之間的關係,檢視應得權益感是否能預測工作塑造、
獨特感需求,並進而促進組織公民行為,同時也檢視主動性人格對於應得權益感
和組織公民行為之間關聯的調節效果。
本研究針對有工作經驗者實施問卷調查,抽樣來自於不同產業的公司員工,
蒐集有效問卷 297 份。研究發現,應得權益感會透過對工作塑造與獨特感需求產
生相關性,增加組織公民行為,此外,當員工兼具主動性人格時,也會增強高應
得權益感員工在組織公民行為上的表現。本研究參照研究的結果,提出實務管理
與未來研究方向的建議。
Abstract
Along with generations, millennials have gradually become dominant in the
workplace. While compared with their parents, millennials are characterized by their
self centered and narcissistic intentions which generate a sense of entitlement. Among
studies in the past, entitlement is mostly linked with negative workplace behaviors
such as conflicts and turnover; however, the present study examined the relationship
between entitlement and organizational citizenship behavior. This study also explored
the mediating effects of job crafting and the need of uniqueness, an d the moderating
effect of proactive personality on this relationship.
The data were collected and composed of 297 samples from different companies
and industries in Taiwan. The result showed that through the mediating effects of job
crafting and the need of uniqueness, entitled employees tended to practice more
organizational citizenship behaviors. What’s more, proactive personality positively
moderates the relationship between entitlement and organizational citizenship
behavior. The study provided suggestions for practical implications and further
research directions based on the results.
目次 Table of Contents
論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻探討 5
第一節 員工應得權益感 5
第二節 組織公民行為 6
第三節 工作塑造 7
第四節 獨特感需求 9
第五節 主動性人格 11
第三章 研究方法 12
第一節 研究架構 12
第二節 研究假設 13
第三節 研究樣本 14
第四節 研究工具 16
第五節 研究控制變項 21
第六節 研究程序 22
第七節 資料分析 23
第八節 共同方法變異之檢測、說明 25
第四章 研究結果 27
第一節 員工應得權益感、工作塑造、獨特感需求、主動性人格及組織公民行為之現況描述 27
第二節 人口變項於各變項的差異檢定 30
第三節 相關係數分析 35
第四節 員工應得權益感、工作塑造、獨特感需求及組織公民行為之(中介模式)結構方程式模型 37
第五節 員工應得權益感、主動性人格、組織公民行為之(調節模式)結構方程式模型 40
第六節 假設檢驗摘要表 43
第五章 討論與建議 44
第一節 研究發現與討論 44
第二節 實務管理意涵 47
第三節 研究限制與未來建議 49
參考文獻 50
附錄 55
圖次
圖3-1 研究架構 12
圖4-1 結構方程式模式圖-完全中介 37
圖4-2結構方程式模式圖-調節模式主效果 40
圖4-3 結構方程式模式圖-調節模式主效果及交互作用效果 41
圖4-4 員工應得權益感與主動性人格之調節效果 42

表次
表3-1 樣本基本資料分布情形 15
表3-2 單因子與多因子模型的驗證性因素分析 26
表4-1 獎勵權益之現況分析 27
表4-2 工作塑造之現況分析 28
表4-3 獨特感需求之現況分析 28
表4-4 主動性人格之現況分析 28
表4-5 組織公民行為之現況分析 29
表4-6 性別在變項上的T檢定 30
表4-7 婚姻狀況在變項上的T檢定 31
表4-8 職稱別在變項上的T檢定 32
表4-9 教育程度在變項上的變異數分析 33
表4-10 變相相關係數表 35
表4-11 中介模式適配度指標 37
表4-12 直接與間接效果的標準化估計值與檢定 38
表4-13 標準化參數估計與顯著性檢測 41
表4-14 假設檢定統整表 43
參考文獻 References
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。
游銘仁、吳靜吉(2019)。應得權益感與創新行為關係之研究: 以創意自我效能為中介變項。科技管理學刊,24(1), 1-29。
Ariani, D. W. (2013). The relationship between employee engagement, organizational citizenship behavior, and counterproductive work behavior. International Journal of Business Administration, 4(2), 46.
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.
Bandura, A. (1982). Self-efficacy mechanism in human agency. American Psychologist, 37(2), 122.
Bateman. T. S., & Grant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14, 103-118.
Bergeron, D. M., Schroeder, T. D., & Martinez, H. A. (2014). Proactive personality at work: Seeing more to do and doing more?. Journal of Business and Psychology, 29(1), 71-86.
Blau, P. M. (1964). Exchange and Power in Social Life. New York: Wiley
Brummel, B. J., & Parker, K. N. (2015). Obligation and entitlement in society and the workplace. Applied Psychology, 64(1), 127-160.
Bruning, P. F., & Campion, M. A. (2018). A role–resource approach–avoidance model of job crafting: A multimethod integration and extension of job crafting theory. Academy of Management Journal, 61(2), 499-522.
Campbell, W. K., Bonacci, A. M., Shelton, J., Exline, J. J., & Bushman, B. J. (2004). Psychological entitlement: Interpersonal consequences and validation of a self-report measure. Journal of Personality Assessment, 83(1), 29-45.
Gilmore, P. L., Hu, X., Wei, F., Tetrick, L. E., & Zaccaro, S. J. (2013). Positive affectivity neutralizes transformational leadership's influence on creative performance and organizational citizenship behaviors. Journal of Organizational Behavior, 34(8), 1061-1075.
Gong, B., Greenwood, R. A., Hoyte, D., Ramkissoon, A., & He, X. (2018). Millennials and organizational citizenship behavior. Management Research Review.
Harvey, P., & Dasborough, M. T. (2015). Entitled to solutions: The need for research on workplace entitlement. Journal of Organizational Behavior, 36(3), 460-465.
Harvey, P., & Martinko, M. J. (2009). An empirical examination of the role of attributions in psychological entitlement and its outcomes. Journal of Organizational Behavior, 30(4), 459-476.
Kesen, M. (2016). Linking organizational identification with individual creativity: organizational citizenship behavior as a mediator. Journal of Yasar University, 11(41).
Kets de Vries, M. F. R. (2017). How to Manage a Narcissist. Harvard Business Review.
Klimchak, M., Carsten, M., Morrell, D., & MacKenzie Jr, W. I. (2016). Employee entitlement and proactive work behaviors: The moderating effects of narcissism and organizational identification. Journal of Leadership & Organizational Studies, 23(4), 387-396.
Korman, A. K. (1970). Toward an hypothesis of work behavior. Journal of Applied Psychology, 54(1), 31-41.
Langerud, D. H., & Jordan, P. J. (2020). Entitlement at work: Linking positive behaviors to employee entitlement. Journal of Management & Organization, 26(1), 75-94.
Liguori, E. W., McLarty, B. D., & Muldoon, J. (2013). The moderating effect of perceived job characteristics on the proactive personality-organizational citizenship behavior relationship. Leadership & Organization Development Journal.
Li, N., Liang, J., & Crant, J. M. (2010). The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of Applied Psychology, 95(2), 395.
Lin, B., Law, K. S., & Zhou, J. (2017). Why is underemployment related to creativity and OCB? A task-crafting explanation of the curvilinear moderated relations. Academy of Management Journal, 60(1), 156-177.
Lynn, M., & Harris, J. (1997). Individual differences in the pursuit of self-uniqueness through consumption. Journal of Applied Social Psychology, 27, 1861–1883.
Malingumu, W., Stouten, J., Euwema, M., & Babyegeya, E. (2016). Servant leadership, organisational citizenship behavior and creativity: The mediating role of team-member exchange. Psychologica Belgica, 56(4), 342.
Obiora, J. N., & Okpu, T. (2015). Creativity and organizational citizenship behaviour in the Nigerian hospitality industry. International Journal of Managerial Studies and Research, 3(3), 9-20.
O’Leary-Kelly, A., Rosen, C. C., & Hochwarter, W. A. (2017). Who is deserving and who decides: Entitlement as a work-situated phenomenon. Academy of Management Review, 42(3), 417-436.
Organ, D.W. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. Lexington, MA: Lexington Books.
Parker, S. K. (1998). Enhancing role breadth self-efficacy: the roles of job enrichment and other organizational interventions. Journal of Applied Psychology, 83(6), 835.
Petrou, P., Demerouti, E., & Schaufeli, W. B. (2018). Crafting the change: The role of employee job crafting behaviors for successful organizational change. Journal of Management, 44(5), 1766-1792.
Podsakoff, P. M., Ahearne, M., & MacKenzie, S. B. (1997). Organizational citizenship behavior and the quantity and quality of work group performance. Journal of Applied Psychology, 82(2), 262.
Priesemuth, M., & Taylor, R. M. (2016). The more I want, the less I have left to give: The moderating role of psychological entitlement on the relationship between psychological contract violation, depressive mood states, and citizenship behavior. Journal of Organizational Behavior, 37(7), 967-982.
Roczniewska, M., & Bakker, A. B. (2016). Who seeks job resources, and who avoids job demands? The link between dark personality traits and job crafting. The Journal of Psychology, 150(8), 1026-1045.
Shin, Y., & Hur, W. M. (2019). Linking flight attendants’ job crafting and OCB from a JD-R perspective: A daily analysis of the mediation of job resources and demands. Journal of Air Transport Management, 79, 101681.
Shusha, A. (2014). The effects of job crafting on organizational citizenship behavior: Evidence from Egyptian medical centers. International Business Research, 7(6), 140.
Snyder, C. R., & Fromkin, H. L. (1 980). Uniqueness: The human pursuit of difference. New York, NY: Plenum.
Szalkowska, A., Żemojtel-Piotrowska, M., & Clinton, A. (2015). Entitlement and organizational behaviors: the moderating role of narcissism. Current Issues in Personality Psychology, 3(4), 230-241.
Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs. Journal of occupational and organizational psychology, 83(2), 275-300.
Time (2013). Millennials: The Me Me Me Generation. Retrieved May 10, 2020, from https://time.com/247/millennials-the-me-me-me-generation/
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the job crafting scale. Journal of Vocational Behavior, 80(1), 173-186.
Tims, M., Bakker, A. B., & Derks, D. (2015). Job crafting and job performance: A longitudinal study. European Journal of Work and Organizational Psychology, 24(6), 914-928.
Westerlaken, K. M., Jordan, P. J., & Ramsay, S. (2017). What about ‘MEE’: A Measure of Employee Entitlement and the impact on reciprocity in the workplace. Journal of Management & Organization, 23(3), 392-404.
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179-201.
Yan, L., & Yan, J. (2013). Leadership, organizational citizenship behavior, and innovation in small business: an empirical study. Journal of Small Business & Entrepreneurship, 26(2), 183-199.
Zitek, E. M., & Jordan, A. H. (2019). Psychological entitlement predicts failure to follow instructions. Social Psychological and Personality Science, 10(2), 172-180.
Zitek, E. M., & Vincent, L. C. (2015). Deserve and diverge: Feeling entitled makes people more creative. Journal of Experimental Social Psychology, 56, 242-248.
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: 已公開 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