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博碩士論文 etd-1016119-232138 詳細資訊
Title page for etd-1016119-232138
論文名稱
Title
妒羨對尋求回饋行為:目標導向的中介歷程,及知覺主管支持、職場友誼中介式調節效果
The Effects of Envy on Feedback-seeking Behavior: Mediation by Goal Orientation, the Mediated Moderation effect on Perceived Supervisor Support and Workplace Friendship
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
90
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
2019-11-15
繳交日期
Date of Submission
2019-11-16
關鍵字
Keywords
職場友誼、知覺主管支持、尋求回饋行為、目標導向、後設特質、特質妒羨、妒羨
Workplace Friendship, Perceived Supervisor Support, Feedback-seeking Behavior, Meta-personality, Goal Orientation, Dispositional Envy, Envy
統計
Statistics
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中文摘要
本研究以妒羨(Envy)之觀點,來探討員工在產生特質妒羨時,與尋求回饋行為之間的關係,並探討妒羨具有後設特質的存在後,與目標導向的三項構面(學習、證明、逃避)的中介效果,是否會進而影響尋求回饋行為,最後進一步探討知覺主管支持、職場友誼是否會調節妒羨與目標導向間的關係,進而產生調節式中介效果。
本研究以台灣地區現職工作者為受測對象,一共發出350份,共回收303份,無效問卷1份,有效問卷302份,有效回收率為87%。研究結果顯示:(1)妒羨與尋求回饋行為不具有顯著關係:說明妒羨與尋求回饋行為不具有直接的相關性;(2)學習目標導向與妒羨及尋求回饋行為具有顯著的中介效果:證明說員工透過妒羨的後設特質,能夠提升其學習目標導向,進而影響尋求回饋行為;(3)逃避目標導向與妒羨及尋求回饋行為具有顯著的中介效果:顯示出員工的特質妒羨的後設特質,能夠影響逃避目標導向,並改變尋求回饋行為;(4)職場友誼在妒羨、學習目標導向與尋求回饋行為中具有中介式調節效果:透過職場友誼能夠調節員工的妒羨與學習目標導向間的關係,最後影響尋求回饋行為。本研究會透過本文的理論依據與管理意涵,加以討論之。
Abstract
This study uses Envy's point of view to explore the relationship between dispositional envy and feedback-seeking behavior, and to explore the meta-personality of envy. Through the three dimension of goal orientation’s (learning, prove, avoid) mediated effect on feedback-seeking behavior. Perceived supervisor support and workplace friendship whether moderation the relationship between envy and goal orientation, further effect on mediated moderation.
In this study, the current workforce authors in Taiwan were selected as subjects, issued 350 questionnaires, a total of 303 were returned, 1 invalid questionnaire, and 302 valid questionnaires. The effective rate was 87%. The results show that: (1) There is no significant relationship between envy and feedback-seeking behavior: there is no direct correlation between envy and feedback-seeking behavior; (2) Learning goal orientation, envy and feedback-seeking behavior have significant mediating effects: Proof that employees can improve their learning goal orientation through the meta-personality of envy which in turn affects the feedback-seeking behavior; (3) Avoid goal orientation, envy and feedback-seeking behavior have significant mediating effects: showing the meta-personality of envy can influence avoid goal orientation. Through to improve feedback-seeking behavior; (4) Workplace friendship has the mediated moderation effect in envy, learning goal orientation and feedback-seeking behavior: through workplace friendship, the relationship between employee's envy and learning goal orientation can be adjusted. Theoretical and practical implications of the findings are also discussed in this study.
目次 Table of Contents
論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖目錄 vii
表目錄 viii
第一章 緒論 1
第一節 研究背景與目的 1
第二節 研究流程 5
第二章 文獻探討 7
第一節 妒羨(ENVY)的意涵 7
第二節 妒羨的經驗及種類 10
第三節 後設特質 13
第四節 目標導向 14
第五節 尋求回饋行為 18
第六節 知覺主管支持 22
第七節 職場友誼 24
第三章 研究方法 28
第一節 研究架構與假設 28
第二節 對象與施測程序 29
第三節 研究變數衡量 31
第四節 資料分析方法 34
第四章 研究結果 37
第一節 各變項之描述性統計與其相關性 37
第二節 妒羨對尋求回饋行為之影響與目標導向之中介作用 41
第三節 知覺主管支持在妒羨、目標導向與尋求回饋行為之中介式調節效果 44
第四節 職場友誼在妒羨、目標導向與尋求回饋行為之中介式調節效果 51
第五章 研究結論與管理意涵 58
第一節 研究結論與結果討論 58
第二節 管理意涵 63
第三節 研究限制 65
第四節 未來研究建議 66
參考文獻 68
附錄 78
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