Responsive image
博碩士論文 etd-0627120-204627 詳細資訊
Title page for etd-0627120-204627
論文名稱
Title
壓力山大,甘之如飴?現職工作價值觀與工作滿意度關係,以工作壓力為中介效果及幸福感為調節效果
More Stress with More Happiness? The relationship among Work Values and Work Satisfaction, The Mediating Effect of Job Stress and Moderating Effect of Well-Beings
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
77
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
2020-06-13
繳交日期
Date of Submission
2020-07-27
關鍵字
Keywords
工作壓力、工作滿意度、工作價值觀、幸福感
Work value, Job Stress, Work satisfaction, Well-being
統計
Statistics
本論文已被瀏覽 5709 次,被下載 105
The thesis/dissertation has been browsed 5709 times, has been downloaded 105 times.
中文摘要
本研究主旨在討論現職員工的工作價值觀與工作滿意度關係,並進一步以幸福感為干擾變項,
工作壓力為中介歷程,探討不同變項是否為工作價值觀與工作滿意帶來影響。
本研究以台灣地區有全職工作人員為調查樣本,進行結構性問卷施測,採用便利性取樣,
研究者透過網際網絡與陌生拜訪發放問卷,總計回收405份有效問卷,施測對象分布於全台及多項產業。
依據數據顯示,現職工作價值觀與幸福感高低均會正向影響其工作滿意度評價;而工作壓力對工作價值觀與工作滿意有部分中介關係,然幸福感對其工作價值觀與工作滿意無干擾影響,在調解工作壓力於工作價值觀對工作滿意之中介歷程也並未成立。本研究另有額外變項分析,在調節作用方面,幸福感可以調節發揮能力工作價值觀與工作壓力的關係,以及幸福感亦可以調節人際關係工作價值觀與工作壓力的關係。
本研究希望藉由驗證結果,可幫助企業更明確了解員工持有價值觀與工作滿意關係,並建議企業在人才甄選與用才時可以依據不同傾向價值觀之員工,
給予適切任務安排與職涯規劃,使員工對於所屬組織與任職職務更加滿意並提高投入工作意願。
Abstract
This research aims to explore the relationship among work value, job stress, well-being, and work satisfaction. In addition, we also examined the moderating effect of well-being on the relationship between work value and work satisfaction, and to help entrepreneur proposing the management strategy.
This research utilizes a survey data from a sample of 405 full-time staffs in Taiwan exam the hypotheses by using descriptive statistic analysis, correlation analysis, and regression analysis.
The major research findings of this research are summarized as follows:
1. Work value and well-being has positive effect on work satisfaction.
2. Job Stress partial mediates the relationship between work value and work satisfaction.
3. The well-being could not moderate the relationship between work value and work satisfaction.
4. The other studies found well-being could moderate the relationship between “Seeking opportunities to use my personal abilities” and job stress ; well-being could moderate the relationship between“Seeking interpersonal satisfaction” and job stress.
Based on the results of the study, theoretical and practical implications are discussed.
I wish this study can help entrepreneur have more methods and ideals on providing employee benefits and developing employee policies.
目次 Table of Contents
目錄
論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 vii
表次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章 文獻探討 4
第一節 工作價值觀 4
第二節 工作滿意度 9
第三節 幸福感 13
第四節 工作壓力 17
第五節 各變項之相關研究 24
第三章 研究方法 28
第一節 研究架構 28
第二節 研究變項的操作型定義與測量工具 29
第三節 研究設計與共同方法變異的檢驗 36
第四節 資料分析方法 37
第四章 研究結果與分析 38
第一節 敘述性統計分析 38
第二節 信度分析 40
第三節 各變數間之敘述性統計與相關係數 40
第四節 主效果與中介效果檢定 42
第五節 迴歸分析-干擾效果 45
第六節 調節式中介效果檢定 46
第七節 額外分析 47
第八節 假設結果整理 52
第五章 研究結論與建議 53
第一節 結論與探討 53
第二節 管理意涵 56
第三節 研究限制與建議 60
參考文獻 61
圖次
圖2-1工作滿足概念架構 11
圖2-2壓力與疾病關係 18
圖2-3挑戰與壓力模式 22
圖3-1研究架構圖 28
圖4-1幸福感對發揮能力工作價值觀與工作壓力的關係之調節效果 50
圖4-2幸福感對人際關係工作價值觀與工作壓力的關係之調節效果 51
表次
表2-1工作價值觀與工作滿意度相關研究 24
表3-1工作價值觀量表 30
表3-2工作滿意 31
表3-3幸福感 33
表3-4工作壓力_挑戰型壓力 35
表3-5工作壓力_阻礙型壓力 35
表4-1受訪員工之基本資料 39
表4-2本研究各量表信度分析 40
表4-3各主要變項之敘述統計與相關係數 41
表4-4工作價值觀、工作壓力與工作滿意之階層迴歸分析 44
表4-5幸福感對工作價值觀與工作滿意之干擾效果階層迴歸表 45
表4-6幸福感對工作價值觀與工作滿意之干擾效果階層迴歸表 47
表4-7幸福感對工作價值觀與工作壓力之干擾效果階層迴歸表 49
表4-8研究結果 52
表4-9額外分析 52
參考文獻 References
參考文獻
一、 中文部分
王致堯(2016),人格特質、工作價值觀、工作壓力與工作滿意之關聯性-以E遊樂園為例,國立高雄應用科技大學。
王韻(2008)。服飾產業的工作價值觀與工作滿意度對員工離職意願之探討-以X、Y世代 為例。紡織綜合研究期刊,3,64-71。
刑占軍(2005)。對主觀幸福感測量的反思。本土心理學研究,24,頁 301-323。
朴英培(1988)。工作價值觀、領導型態、工作滿足與組織承諾關係之研究:以韓國電子業為例。未出版之博士論文,國立政治大學。
吳鐵雄、李坤崇、劉佑星、歐慧敏(1996)。工作價值觀量表之編製研究,台北: 行政院青年輔導委員會。
呂信寬(2001),我國高級職業進修學校工業類科學生工作價值觀之研究。國立彰化師範大學工業教育學系未出版碩士論文。
沈明宏(2012),員工工作價值觀、工作滿足與組織承諾關聯性之探討-以紡織業為例,佛光大學管理學系碩士在職專班碩士論文。
林子雯(1996),成人學生多重角色與幸福感之相關研究,未出版碩士論文,國立高雄師範大學成人教育研究所,高雄。
林若蕎(2012),臺灣民航機師工作價值觀、組織承諾、工作滿足與留任意願關係之研究,銘傳大學觀光學院觀光事業學系碩士在職專班碩士論文。
林惠彥、陸洛、佘思科(2011)。工作價值落差與工作態度之關聯。彰化師大教育學報,第19 期,頁13-30。
林惠彥、陸洛(2012),工作價值之群體差異-全台代表性之樣本分析,台灣管理學刊,第 12 卷 1 期,頁 99-116。
林惠彥、陸洛、吳珮瑀、吳婉瑜(2012)。快樂的員工更有生產力嗎?組織支持與工作態度之雙重影響。中華心理學刊,54(4),頁451-469。
施建彬(1995)。幸福感來源與相關因素之探討。高雄醫學院行為科學研究所碩士論文,未出版,高雄市。
夏林清、游慧卿(1984)。「工作價值觀問卷介紹與初步修訂報告」,測驗與輔導, 第60期,1030-1036。
高旭繁、陸洛(2011)。工作壓力及其後果的組群差異:以OSI 模式為理論基礎之大樣本分析。臺大管理論叢,22(1),239-272。
張春興(1998)張氏心理學辭典。台北:東華。
張順發、羅希哲(2005)。國小教師工作價值觀與組織承諾關係之研究。國立嘉義大學國民教育研究學報,14,79-111。
莊雅如(2010)。《企業願景、組織文化、工作價值觀、組織承諾之關係研究-以南部地區金融產業為例》,國立成功大學企業管理研究所碩士論文
許士軍(1977)。工作滿足、個人特徵與組織氣候-文獻探討與實證研究。國立政治大學學報,35,13-56。
許士軍(1990)。管理學(第十版)。台北:東華書局。
許雅琁(2014)。工作價值觀、激勵方式與工作滿意度及工作投入關係之研究-不同世代之比較,國立中正大學企業管理研究所碩士論文。
陳佳雯、陸洛、許雅玉(2012)。工作要求、工作資源與員工工作態度之關聯:以勤勉審慎性及主動性人格為調節變項。人力資源管理學報,12(1),23-49。
陳皎眉、李睿杰(2013)。永遠幸福美滿—由正向心理學看幸福感。T & D 飛訊,160,3-4。
陸洛(1996)。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究。
陸洛(1997)。「工作壓力之歷程理論與研究的對話」,中華心理衛生學刊,10卷4期:頁 19-51。
陸洛(1998)。中國人幸福感之內涵、測量及相關因素探討。行政院國家科學委員會研究彙刊:人文及社會科學,8(1),頁115-137。
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(1980):〈生活素質的心理學觀〉。《中華心理學刊》,22(2),11-24。
潘怡婷(2013)。不同世代工作者之人格特質、工作價值觀、組織氣候、工作滿意度對離職傾向之影響研究(碩士論文)。
蘇秀芬(1988)。工作廠青年工作價值觀與生 活型態之研究。東海大學社會工作研究所碩士論文。

二、 英文部分
Andrews, F. M., & Withey, S. B. (1976). Social indicators of well-being. New York:Plenum Press.
Beehr, T. A., & Newman, J. E. (1978). Job stress, employee health and organizational effectiveness: A facet analysis, model and literature review. Personnel Psychology, 31(4), 665-669.
Bowling, N. A., Eschleman, K. J., & Wang, Q. (2010). A meta-analytic examination of the relationship between job satisfaction and subjective well-being. Journal of Occupational and Organizational Psychology, 83, 915934.
Brief, A. P., Schuler, R. S., & Van Sell, M. (1981). Managing job stress. Boston: Little Brown, as cited in Umstot, D. D. (1988). Understanding organizational behavior (2nd ed). St.Paul: West Publishing Company.
Cavanaugh, M. A., Boswell, W. R., Roehling, M. V., & Boudreau, J. W. (2000). An empirical examination of self-reported work stress among U.S. managers. Journal of Applied Psychology, 85(1), 65-74. doi: 10.1037/0021-9010.85.1.65
Chatman J. A. (1991). Matching people and organizations: selection and socialization in public accounting firms. Administrative Science Quarterly, 3, 459-484. Cohen, S., Kamarck, T., & Mermelstein, R. (1983). A global measure of perceived stress. Journal of Health and Social Behavior, 24, 385-396.
Cooper, C.L. & Marshall, J. (1976), Occupational sources of stress: A review of the literature relating to coronary heart disease and mental ill health. Journal of Occupation Psychology, Vol.49, 11-28.
Cooper, C. L., Sloan, S. J., & Williams, S. (1988). Occupational Stress Indicator: Management guide. Windsor: NFER-Nelson.
Cooper, C. L ., Dewe, P. J., & O’Driscoll, M. P.(2001). Organizational stress:A review and critique of theory, research, and applications. Thousand Oaks, Calif.: Sage Publications.
Crawford, E. R., LePine, J. A., & Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95(5), 834-848. doi: 10.1037/a0019364
Diener, E., Larsen, R. J., & Emmons, R. (1984). Bias in mood recall in happy and unhappy persons. Paper presented at the 92nd Annual Convention of the American Psychological Association, Toronto, Ontario, Canada.
Emmons, R. A.(1991). Personal striving, daily life events, and psychological and Physical well-being. Jornal of Personality, 59(3), 453-472.
Farrel, D. (1983). Exit, Voice, Loyalty, and Neglect as Responses to Job Dissatisfaction : A Multidimensional Scaling Study. Academy of Management Journal, 26, 511-
514.
Gaus, G. F. (1990). Value and justification: The foundations of liberal theory. Cambridge University Press.
Greenberg. (1995). Comprehensive stress management New York:Viking.
Gupta, N., & Beehr, T. A. (1979). Job stress and employee behaviors. Organizational Behavior and Human Performance, 23(3), 373-387.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. New York, NY: Guilford.Herzberg, F., Mausner, B., & Snyderman, B. B. 1959. The motivation to work. New York: Wiley.
Hoppock, R. (1935). Job Satisfaction. New York: Happer & Row.
Ivancevich, J. M., & Matteson, M. T. (1980). Stress and Work a Managerial Perspective. New York, Scott, Foresman.Jamal, M. (1990). Relationship of job stress and type-a behavior to employees job satisfaction. Organizational commitment,psychosomatic health problems, and trnover motivation. Human Relations, 43(8), 727-738.
Kalleberg, A. L. (1977). Work values and job rewards: A theory of job satisfaction.American Sociological Review, 42, 124-143.
Keyes, C. L. M., Shmotkin, D. & Ryff, C. D.(2002). Optimizing well-being: The empirical encounter of two traditions. Journal of Personality and Social Psychology, 82(2),1007-1022.
Kreitner & Kinicki (2003). Organizational Behavior: Key Concepts, Skills & BestPractices. McGraw-Hill/Irwin.
Lazarus, R. S. & Folkman, S. (1984). Stress, appraisal, and coping. New York, NY: Springer.
LePine, J. A., LePine, M. A., & Jackson, C. L. (2004). Challenge and hindrance stress: Relationships with exhaustion, motivation to learn, and learning performance. Journal of Applied Psychology, 89, 883–891.
LePine, J. A., Podsakoff, N. P., & LePine, M. A., (2005). A meta-analytic test of the challenge stressor-hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48(5), 764-775. doi: 10.5465/ AMJ.2005.18803921
Locke, E. A. (1976). The nature and causes of job diagnostic survey. In M. D.Dunnette (Ed.), Handbook of Industrial and Organizational Psychology (pp. 1297-1343). Chicago: Rand Mcnally.
Lu, L. (1999). Personal and environmental causes of happiness: A longitudinal analysis. Journal of Social Psychology, 139, 79-90.
Lu, L., & Lin, G. C. 2002. Work values and job adjustment of Taiwanese workers.Research and Practice, 10(2): 70-76
Lu, L., & Lin, Y. C. (2003). Academic achievement and self-concept: Chinese and Japanese adolescents. Fu Jen Studies: Science and Engineering, 37, 43-62.
Maslow, A. H. (1943). A theory of human motivation. Psychological review, 50(4):370-396.
Meglino, B. M. (1977). Stress and performance: Are they always incompatible. Supervisory Management, 22, 2-12.
Nord,W.R., Brief,A.P., Atich,J.M., & Doherty,E.M.(1988) Work values and the conduct of organizational behavior. In Ferris,G. R., & Rowland,K.M. (Eds.),Research in Personnel and Human Resources Management,(pp.1-42).
O'Leary VE, Ickovics JR. Resilience and thriving in response to challenge: an opportunity for a paradigm shift in women's health. Womens Health 1995;1(2):121-42.
Okun, M. A., Stock, W. A., Haring, M. J., & Witter, R. A. (1984). Health and subjective well-being: A meta-analysis. International Journal of Aging and Human Development, 19(2): 111-132.
Porter, L. W., & Lawler, E. E. (1968). Managerial Attitudes and Performance. Homewood, IL: Richard D, Irwin, Inc
Pryor, R. (1979). In search of a concept: Work values.Vocational Guidance Quarterly,27(3), 250-258.
Rim, Y. (1993). Values, happiness and family structure variables. Personality and Individual Difference, 15(5), 595-598.
Robbins, S. P. (2001). Organizational behavior (9th ed.). New Jersey, NJ: Prentice-Hall.
Ryff, C. D. (1989). Happiness in everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57, 1069-1081.
Ryan, R. M., & Deci, E. L. (2001). On happiness and human potentials: A review of research on hedonic and eudaimonic well-being. Annual Review of Psychology, 24(4), 422-429.
Schuler, R.S.(1980). Definition and conceptualization of stress in organizational , Organization behavior and human perfomance.
Selye, H. (1956). The stress of life. New York: McGraw-Hill.
Seligman, E. & Csikszentmihalyi, M. (2000). Positive psychology: An introduction. American Psychologist. 55 (1), 5-14.
Seligman, Martin E. P. (2002). Authentic happiness: Using the new Positive Psychology to realize your potential for lasting fulfillment. New York: Simon and Schuster
Shah, J., Higgins, E. T., & Friedman, R. S. (1998). Performance incentives and means: How regulatory focus influences goal attainment. Journal of Personality and Social Psychology, 74, 285–293.
Shin, D. & Johnson, D.(1978). Avowed happiness as an overall assessment of the quality of life. Social Indicators Research, 5(1), 475-492.
Smith, P. C., Kendall, L. M. & Hulin, C. L. (1969). The Measurement of Satisfaction in Work Retirement. Chicago: Rand McNally.
Staw, B. M. (1986). Organizational psychology and the pursuit of the happy/ productive worker. California Management Review, 28 (4): 40-53.
Steers R. M. (1988). Work and Stress Introduction to Organizational Behavior, Human Performance, 32, 160-177.
Super, D. E. (1970). Manual for the Work Values Inventory. Chicago: Riverside Publishing Company.
Veenhoven, R. (1994). Is happiness a trait? Tests of the theory that a better society does not make people any happier. Social Indicators Research, 32, 101-160.
Vroom, V. H. (1964). Work and Motivation. New York, NY: Wiley & Sons Inc.
Wallace, J. C., Edwards, B. D., Arnold, T., Frazier, M. L., & Finch, D. M. (2009). Work stressors, rolebased performance, and the moderating influence of organizational support. Journal of Applied Psychology, 94(1), 254-262. doi:10.1037/a0013090
Warr, P. B. (1987). Work, unemployment, and mental health. New York: Oxford University Press.
Weiss, D. J., Dawis, R. V., England, G. W. & Lofquist, L. M.,1967, Manual for the Minnesota Satisfaction Questionnaire; Minnesota Studies in Vocational Rehabilitation. Vocational Psychology Research.
Wollack, S., Goodale, J., Wuting, & Smith, P. (1971). Development of the Survey of Work Values. Journal of Applied Psychology, 55, 331-338.
Zytowski, D. G. (1970). The Concept of Work Values. Vocational Guidance Quarterly, 18, 176-18
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