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博碩士論文 etd-0802119-135117 詳細資訊
Title page for etd-0802119-135117
論文名稱
Title
「知覺屈就」是自我膨脹:自我增強的動機及效果
Perceived-overqualification is self-inflating: Motivation and effect of self-enhancement
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
117
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
2019-07-22
繳交日期
Date of Submission
2019-09-02
關鍵字
Keywords
自我增強、知覺屈就、自我肯定、自我證實、情感性承諾、離職意圖
turnover intention, organizational commitment, self-verification, self-affirmation, self-enhancement, perceived overqualification
統計
Statistics
本論文已被瀏覽 5815 次,被下載 8
The thesis/dissertation has been browsed 5815 times, has been downloaded 8 times.
中文摘要
本研究不只是將知覺屈就視為自我膨脹心理,並以自我概念為理論基礎,透過自我增強動機解釋知覺屈就與後果變數之間的關聯。本研究凸顯哪些自我動機會影響知覺屈就(what),知覺屈就如何影響工作態度(how),在何種條件下其負面後果會被減弱(when),解釋動機、認知偏誤及態度三者之間的關係,處理知覺屈就與後果變數之間不一致的問題。研究樣本來自電話客服中心服務員(n=289),問卷資料是透過二階段方式取得。研究結果顯示,知覺屈就與情感性承諾負向關聯與離職意圖正向關聯,其負面的後果也會受到外部回饋調節而減弱,也會中介於內外在動機,同時也驗證了條件式的中介效果,最後討論這些結果。
Abstract
This study is different from the perceived overqualification as to self-inflated of psychology, but by self-concept as the core of the theory, through self-enhancement motivation to explain the association between perception and attitude. This study highlights what self-motivation will affect the perception of compliance (what), and perceived flexion is how to influence working attitude (how), so to explain the relationship between motivation, cognitive-bias and the attitude of the three, and deal with the problem of discordance between perception and attitude to work. The research sample from a single Telecom call center staff. The study presents the perception and attitude to work and turnover intention the direct effect and regulation effect, finally discuss these results.
目次 Table of Contents
論文審定書........................................................................................................................ i
誌謝................................................................................................................................... ii
中文摘要........................................................................................................................... iii
英文摘要........................................................................................................................... iv
第一章 緒論 ...................................................................................................................... 1
第一節 研究背景及研究缺口............................................................................................ 1
第二節 研究目的及預期貢獻............................................................................................ 2
第三節 理論模型及假設前提............................................................................................ 4
第二章 理論基礎及假設 ................................................................................................... 7
第一節 知覺屈就與相關的意涵 ........................................................................................ 7
第二節 自我的相關理論.................................................................................................. 13
第三節 知覺屈就的自我概念理論................................................................................... 21
第四節 雙程序機制.......................................................................................................... 33
第五節 研究假設推導...................................................................................................... 41
第三章 研究方法與資料分析策略................................................................................... 52
第一節 樣本與程序.......................................................................................................... 52
第二節 測量工具.............................................................................................................. 53
第三節 分析策略...............................................................................................................55
第四節 研究假設的驗證方式........................................................................................... 56
第四章 分析及結果討論.................................................................................................. 60
第一節 驗證性因素分析.................................................................................................. 60
第二節 描述性統計及相關係數分析............................................................................... 61
第三節 驗證研究假設...................................................................................................... 62
第四節 研究發現及結果討論.......................................................................................... 74
第五章 結論及建議..........................................................................................................77
第一節 理論意涵............................................................................................................. 77
第二節 實務意涵............................................................................................................. 82
第三節 研究限制及建議................................................................................................. 83
參考文獻......................................................................................................................... 85
附錄
附錄一 知覺屈就與相關變數的研究結果......................................................................102
附錄二 問卷....................................................................................................................106

表次
表2-1 自我的二種類別..................................................................................................... 16
表2-2 自我的四種譬喻..................................................................................................... 19
表2-3 雙程序及雙系統..................................................................................................... 34
表4-1 模式適配................................................................................................................ 61
表4-2 敘述性統計及相關係數......................................................................................... 62
表4-3 組織承諾的交互效果及中介效果的驗證結果....................................................... 66
表4-4 自我肯定條件下的間接效果(一)........................................................................... 67
表4-5 自我肯定條件下的間接效果(二)........................................................................... 67
表4-6 離職意圖的交互效果及中介效果的驗證結果....................................................... 68
表4-7 知覺績效管理×知覺就業機會對離職的預測......................................................... 69
表4-8 外部回饋條件下的間接效果分析(一).................................................................... 69
表4-9 外部回饋條件下的間接效果分析(二).................................................................... 69

圖次
圖1-1 知覺、動機及態度的架構........................................................................................ 6
圖2-1 人-工作配適.............................................................................................................. 9
圖2-2 研究架構................................................................................................................. 50
圖2-3 自我肯定的假設模型(一)................................................................................... 51
圖2-4 外部回饋的假設模型(二)................................................................................... 51
圖3-1 PROCESS for SPSS Model 02概念圖.................................................................... 56
圖3-2 PROCESS for SPSS Model 03概念圖.................................................................... 57
圖3-3 PROCESS for SPSS Model 04概念圖.................................................................... 57
圖3-4 PROCESS for SPSS Model 07概念圖.................................................................... 58
圖3-5 PROCESS for SPSS Model 12概念圖.................................................................... 58
圖3-6 PROCESS for SPSS Model 10概念圖.................................................................... 59
圖4-1 驗證性因素分析...................................................................................................... 60
圖4-2 家庭重心與自我效能調節效果............................................................................... 67
圖4-3 內在動機的中介效果.............................................................................................. 67
圖4-4 情感性承諾的條件式中介效果............................................................................... 68
圖4-5 績效管理制度與就業機會調節效果....................................................................... 69
圖4-6 薪資滿意的中介效果.............................................................................................. 70
圖4-7 離職意圖的條件式中介效果................................................................................... 70
圖4-8 績效管理×就業機會對情感性承諾的調節效果...................................................... 71
圖4-9 自我效能對情感性承諾的調節效果....................................................................... 71
圖4-10 績效管理制度對薪資滿意的調節效果................................................................. 71
圖4-11 自我效能對薪資滿意的調節效果......................................................................... 71
圖4-12 績效管理×就業機會對薪資滿意的調節效果........................................................ 71
圖4-13 自我效能對內在動機的調節效果......................................................................... 71
圖4-14 比較理論模型及替代模型的中介效果................................................................. 72
圖4-15 比較離職意圖的理論模型及替代模型的條件式中介效果.................................. 73
圖4-16 比較情感承諾的理論模型及替代模型的條件式中介效果.................................. 74
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