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博碩士論文 etd-0703119-230649 詳細資訊
Title page for etd-0703119-230649
論文名稱
Title
不當督導對建言與退卻行為之影響研究-以情緒耗竭為中介變項及調節焦點為調節變項
The Influence of Abusive Supervision on Voice and Withdrawal Behavior: Emotional Exhaustion as a Mediator and Regulatory Focus 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
75
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
2019-07-15
繳交日期
Date of Submission
2019-08-03
關鍵字
Keywords
調節焦點、情緒耗竭、退卻行為、不當督導、建言行為
Regulatory focus, Withdrawal behavior, Abusive supervision, Emotional exhaustion, Voice
統計
Statistics
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中文摘要
企業資產中最重要的是員工,而員工的認知與行為深受主管的影響。過去研究也指出主管對員工與組織的績效與成功扮演關鍵因素。因此,本研究的目的在於瞭解不當督導與個體情緒耗竭、建言行為、退卻行為之關係。
本研究採用兩個階段發放問卷,受試者為一般企業員工,以第一階段回收之有效問卷進行第二階段發放,一共發放500份問卷,回收之有效問卷362份,回收率約72.4%。經由統計分析得出以下結果:
一、不當督導對情緒耗竭具有顯著的正向影響。
二、情緒耗竭對建言行為具有顯著的負向影響。
三、情緒耗竭對退卻行為具有顯著的正向影響。
四、情緒耗竭對不當督導和建言行為具有部分中介效果。
五、情緒耗竭對不當督導與退卻行為具有部分中介效果。
六、促進焦點對不當督導與情緒耗竭具有調節效果。
七、預防焦點對不當督導與情緒耗竭不具有調節效果。
根據本研究假設之驗證結果,期望能帶給企業或組織在管理實務方面的建議與參考。
Abstract
Employees are the most important asset of the enterprise, and the perception and behavior of employees are deeply influenced by the supervisor. Past research has also pointed out that supervisors play a key role in the performance and success of employees and organizations. Therefore, the purpose of this study is to explore the relationships among abusive supervision, emotional exhaustion, voice, and withdrawal behavior.
The study was conducted by two stages questionnaire survey. 500 questionnaires were distributed and 362 collected questionnaires were valid. The valid return rate is 72.4%.
Through statistical analysis, the results are as follows:
1.Abusive supervision has a significantly positive influence on emotional exhaustion.
2.Emotional exhaustion has a significantly negative influence on voice behavior.
3.Emotional exhaustion has a significantly positive influence on withdrawal behavior.
4.Emotional exhaustion has partially mediating effect between abusive supervision and voice behavior.
5.Emotional exhaustion has partially mediating effect between abusive supervision and withdrawal behavior.
6.Promotion focus has a moderating effect between abusive supervision and emotional exhaustion.
7.Prevention focus has no moderating effect between abusive supervision and emotional exhaustion.
Based on the test of hypotheses of this study, the study provided some concrete suggestions to HRM practice and future study.
目次 Table of Contents
目錄 i
圖目錄 ii
表目錄 ii
第一章 緒論 1
第一節 研究背景和動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 不當督導 5
第二節 建言行為 8
第三節 退卻行為 12
第四節 情緒耗竭 15
第五節 調節焦點 18
第六節 各研究變項之關係 21
第三章 研究設計 27
第一節 研究對象和研究資料蒐集 27
第二節 各研究變項操作性定義與衡量工具 30
第三節 測量模式 37
第四節 資料分析方法 38
第四章 研究結果 40
第一節 研究變項相關分析 40
第二節 直接效果之迴歸分析 42
第三節 情緒耗竭之中介效果 43
第四節 調節焦點之調節效果 45
第五節 假設檢驗 47
第五章 結論與建議 48
第一節 研究結論 48
第二節 管理意涵 51
第三節 研究限制與未來研究建議 53
參考文獻 55
附錄 問卷 63
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