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博碩士論文 etd-0731119-130111 詳細資訊
Title page for etd-0731119-130111
論文名稱
Title
懷才不遇或眼高手低?知覺屈就與組織公民行為之關係研究:以工作滿意度為中介變項與心理賦權為調節變項。
Unrecognized Talent or Great Ambition but Little Talent? A Study on the Relationship between Perceived Overqualification and Organizational Citizenship Behavior: Job Satisfaction as a Mediator and Psychological Empowerment 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
157
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
2019-08-31
關鍵字
Keywords
知覺屈就、低度就業、組織公民行為、心理賦權、工作滿意度
Psychological Empowerment, Job Satisfaction, Perceived Overqualification, Underemployment, Organizational Citizenship Behavior
統計
Statistics
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The thesis/dissertation has been browsed 5830 times, has been downloaded 0 times.
中文摘要
本研究最主要目的在探討知覺屈就對組織公民行為之影響,並進一步分析工作滿意度之中介效果及心理賦權的調節作用。本研究共回收360份有效問卷,並藉由相關分析及迴歸分析後,研究結果如下:
一、知覺屈就對工作滿意度-工作及同事支持均具有顯著負向之影響。
二、工作滿意度-工作、上司及同事支持對組織公民行為-利個人均具有顯著正向之影響。
三、知覺屈就對個人導向及組織公民行為-利組織均具有顯著負向影響。
四、工作滿意度-工作支持在知覺屈就與組織公民行為-利個人具完全中介效果。
五、工作滿意度-同事支持在知覺屈就與組織公民行為-利個人具部分中介效果。
六、工作滿意度-工作支持對組織公民行為-利組織具有顯著正向之影響。
七、工作滿意度-工作支持在知覺屈就與組織公民行為-利組織具部分中介效果。
八、心理賦權(包括工作意義、能力、自我決定及影響)對知覺屈就與工作滿意度(包括工作支持、上司支持及同事支持)關係不具調節作用。
依據研究結果,本研究建議企業應賦予員工對工作意義與價值的認同感及建立組織與員工間溝通的管道。另外,建議個人應強化與工作相容性以達到工作滿意度。
Abstract
The main purpose of this study is to explore the influence of perceived overqualification on organizational citizenship behavior. Furthermore, to analyze the mediating effect of job satisfaction and moderating effect of psychological empowerment are conducted in the study. This studt collects 360 copies of valid questionaires. The result of the study after correlation analysis and regression analysis are as follows:
1. Perceived overqualification has a significantly negative influence on job satisfaction (work and coworkers' support).
2. Job satisfaction (work, supervisor, and coworkers’ support) has a significantly positive influence on organizational citizenship behavior for individual.
3. Perceived overqualification has a significantly negative influence on organizational citizenship behavior for individual and organization.
4. Job satisfaction (work support) has a fully mediating effect on perceived overqualification and organizational citizenship behavior for individual.
5. Job satisfaction (coworkers’ support) has a partially mediating effect on perceived overqualification and organizational citizenship behavior for individual.
6. Job satisfaction (work support) has a significantly positive influence on organizational citizenship behavior for organization.
7. Job satisfaction (work support) has a partially mediating effect on perceived overqualification and organizational citizenship behavior for organization.
8. Psychological empowerment (meaning of work, competence, self-determination, and impact) doesn't have moderating effect on perceived overqualification and job satisfaction (work, supervision, and coworker’s support).
Based on the results, suggestions provide enterprises to give employees sense of identity on meaning and value of work, and establish communication channels between organizations and employees. Besides, this study suggests enterprises allocate work tasks to suitable employees to increase job satisfaction.
目次 Table of Contents
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 研究範圍、對象與研究流程------------------------------------------5
第二章 文獻探討-----------------------------------------------------------------------7
第一節 知覺屈就之理論及相關研究------------------------------------------7
第二節 心理賦權之理論及相關研究----------------------------------------16
第三節 工作滿意度-----------------------------------------------------------------25
第四節 組織公民行為之理論及相關研究--------------------------------39
第五節 各研究變項間之關聯性-----------------------------------------------52
第六節 研究架構---------------------------------------------------------------------57
第三章 研究方法---------------------------------------------------------------------59
第一節 研究對象與資料蒐集---------------------------------------------------59
第二節 研究變項操作性定義與衡量工具---------------------------------63
第三節 測量模式---------------------------------------------------------------------73
第四節 資料分析方法-------------------------------------------------------------79
第四章 結果與討論-----------------------------------------------------------------81
第一節 研究變項之相關分析--------------------------------------------------81
第二節 相關研究變項之迴歸分析-------------------------------------------85
第三節 研究假設驗證結果----------------------------------------------------103
第五章 結論與建議---------------------------------------------------------------105
第一節 研究結論------------------------------------------------------------------105
第二節 研究建議------------------------------------------------------------------109
第三節 研究限制與後續研究建議-----------------------------------------110
參考文獻---------------------------------------------------------------------------------113
附錄----------------------------------------------------------------------------------------142
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三、日文文獻
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