帳號:guest(54.173.221.132)          離開系統
字體大小: 字級放大   字級縮小   預設字形  

詳目顯示

以作者查詢圖書館館藏以作者查詢臺灣博碩士論文系統以作者查詢全國書目勘誤回報
作者:李幸璉
作者(英文):Hsin-Lien Li
論文名稱:帶人要帶心: 探討知覺主管支持對工作敬業心之影響-以心理資本為中介變項
論文名稱(英文):Impact of Perceived Supervisor Support on Work Engagement : Mediating Role of Psychological Capital
指導教授:陳建男
指導教授(英文):Chien-Nan Chen
口試委員:郭又銘
陳淑玲
口試委員(英文):Yu-Ming Kuo
Shu-Ling Chen
學位類別:碩士
校院名稱:國立東華大學
系所名稱:企業管理學系
學號:610732509
出版年(民國):109
畢業學年度:108
語文別:中文
論文頁數:48
關鍵詞:社會交換理論知覺主管支持工作敬業心心理資本
關鍵詞(英文):Social Exchange TheoryPerceived Supervisor SupportPsychological CapitalWork Engagement
相關次數:
  • 推薦推薦:0
  • 點閱點閱:21
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:1
  • 收藏收藏:0
於工作場合中,主管提倡「帶人要帶心」,然而員工何以能理解主管的心意,透過什麼方式讓自我的工作效能提高?本研究以「社會交換理論」為基礎,試圖了解知覺主管支持可否藉由心理資本之中介提高員工之工作敬業心。本研究施測對象為台灣的全職員工,共251筆問卷調查資料,經實證結果顯示,知覺主管支持與心理資本為正相關;心理資本與工作敬業心為正相關;以及知覺主管支持會透過心理資本之中介效果,正向影響員工工作敬業心,本研究最後亦提出相關的理論與實務管理意涵。
It is said that “ To mange people is to mange their minds. “ But how can employees understand the supervisor's mind and how to improve their work efficiency? This study is based on "social exchange theory" trying to figure out the mediating role of psychological capital between perceived supervisor support and work engagement. This study analyzed 251 questionnaires from full-time employees in Taiwan. The empirical results revealed that perceived supervisor support positively affected psychological capital, psychological capital positively affected work engagement, and perceived supervisor support will positively affect employees’ work engagement through the mediating effect of psychological capital. At the end of this study, relevant theoretical and practical management implications are also proposed.
第一章 緒論 1
第二章 文獻回顧與研究假設 5
第三章 研究方法 19
第四章 研究結果 27
第五章 結論與建議 35
中文
王雯芳,2012。主管職涯滿意對員工工作敬業心的影響-主管心理資本為中介效果。國立東華大學管理學院高階經營管理碩士在職專班碩士論文。
田喜洲、謝晉宇,2010。組織支援感對員工工作行為的影響:心理資本仲介作用的實證研究。南華管理評論。1,23-29。
李斌、馬紅宇、郭永玉,2014。心理資本作用機制的研究回顧與展望。心理研究,7(6),53-63。
李霞、張伶、謝晉宇,2011。組織文化的影響:心理資本的中介作用。華南師範大學學報(社會科學版)。6,219-238。
吳宗祐、鍾佩芳、王瑜榛、高凌政、吳溫真、邱淑芬、葉穎蓉,2017。服務人員之情緒要求如何與何時減損服務績效?工作要求-資源模式的觀點。人力資源管理學報,7(4),1-35。
吳盛、林東清、林杏子,2006。以社會交換理論觀點探討影響虛擬團隊成員知識分享行為因素。資訊管理學報,13(1),193-219。
柯江林、孫健敏、李永瑞,2009。心理資本:本土量表的發展及中比較。心理學報,41(9),875-888。
唐強,2008。企業員工心理資本結構維度及其因果關係的初步驗證。浙江牽定學位碩士論文。
張立貞,2013。柔性領導與角色績效之研究-知覺主管支持的中介效果。國立中山大學人力資源管理研究所碩士論文。
張國義、陳淑玲、呂依璇,2015。團隊競爭氣候對業務人員任務績效之影響歷程:察覺-動機-能耐觀點。臺大管理論叢,25(3),133-162。
陳映潔,2015。個人與組織適配、知覺主管支持對敬業貢獻與組織公民行為之影響。國立臺灣師範大學科技應用與人力資源發展學系碩士論文。
陳淑玲、黃讌茹,2014。轉換型領導對工作敬業心的影響歷程:心理資本與服務氣候之跨層次中介觀點。臺大管理論叢,25(1),129-156。
陳靜華,2016。工作家庭福利溝通、工作家庭措施可使用性與工作家庭福利滿意及工作滿意之關聯 探討知覺主管支持之干擾效果。國立中央大學人力資源管理研究所碩士論文。
郭建志、曹常成,2004。內外控信念、主管支持與不安全行為:臺灣營造業之研究。中華心理學刊,46(4),293-305。
謝耀瑩,2012。主管真誠領導與員工心理資本對工作敬業心之影響-工作意義的中介效果。國立東華大學企業管理學系碩士論文。
譚美金、毛晉平,2013。心理資本:概念、結構及前因變量。社會心理科學,28(6),
28-33。
羅新興、周慧珍,2006。組織成員知覺主管支持對其離職傾向之影響-探探工作負荷與成就動機之干擾作用。人力資源管理學報,6(4),67-80。
網站
吳硯文,2016。經理人,主管帶人,更要帶心!這樣做,才是贏得公司市占率的關鍵。取自:https://www.managertoday.com.tw/articles/view/52074
蓋洛普,2013。Worldwide, 13% of Employees Are Engaged at Work。取自:
https://news.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx
怡安翰威特,2013。2013 Trends in Global Employee Engagement。取自:
https://www.aon.com/attachments/human-capital-consulting/2013_Trends_in_Global_Employee_Engagement_Report.pdf
英文
Arran Caza, Richard P. Bagozzi, Lydia Woolley, Lester Levy, Brianna Barker Caza. 2010. Psychological capital and authentic leadership: Measurement, gender, and cultural extension. Asia-Pacific Journal of Business Administration. 2(1), 53-70.
A.J. McMurray, A. Pirola‐Merlo, J.C. Sarros, M.M. Islam. 2010. Leadership, climate, psychological capital, commitment, and wellbeing in a non‐profit organization. Leadership & Organization Development Journal. 31(5), 436-457.
Andrew J. Wefald, Ronald G. Downey. 2009. Job engagement in organizations: Fad, fashion, or folderol? Journal of Organizational Behavior. 30(1),141-145.
Arthur H. Goldsmith, Jonathan R. Veum, & Willian Darity Jr. 2007. The Impact of Psychologycal and Human Capital on Wages. Economics Inquiry. 35(4), 815-829.
Bakker, A. B., & Schaufeli, W. B. 2008. Positive organizational behavior: Engagedemployees in flourishing organizations. Journal of Organizational Behavior, 29 (2), 147-154.
Bandura, A. 1997. Self-efficacy: The exercise of control. New York: Freeman W. H.
Baron, R. M.,Kenny, D. A.1986.The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations.Journal of Personality and Social Psychology. 51, 1173-1182.
Bauer, D. J.,Preacher, K. J.,Gil, K. M. 2006. Conceptualizing and testing random indirect effects and moderated mediation in multilevel models: New procedures and recommendations. Psychological Methods.11(2), 142-163.
Block, J., & Kremen, A. M. 1996. IQ and ego-resiliency: Conceptual and empirical connections and separateness. Journal of Personality and Social Psychology, 70 (2), 349-361.
Burke, M. J., Borucki, C. C., & Hurley, A. E. 1992. Reconceptualizing psychological climate in a retail service environment: A multiple-stakeholder perspective. Journal of Applied Psychology, 77(5), 717-729.
Carver, C. S., & Seligman, M. 2005. Optimism. In Snyder C. R., and Lopez S. J. (Eds.), Handbook of Positive Psychology: 231-241. Oxford, UK: Oxford University.
Christian, M. S., Garza, A. S., & Slaughter, J. E. 2011. Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64 (1), 89-136.
Colquitt, J. A.. 2001. On the dimensionality of organizational justice: A construct validation of a measure.Journal of Applied Psychology, 86(3), 386-400.
Colquitt, J. A., Conlon, D. E., Wesson, M. J., Porter, C. O. L. H., & Ng, K. Y. 2001. Justice at the millennium: A meta-analytic review of 25 years of organizational justice research. Journal of Applied Psychology, 86(3), 425-445.
Dina M. Mansour-Cole, Susanne G. Scott, 1998. Hearing it through the grapevine : The influence of source, leader-relations, and legitimacy on survivors’ fairness perceptions. Personnel Psychology. 51, 25-54.
Deborah E. Rupp & Russell Cropanzano. 2002. The mediating effects of socialexchange relationships in predictingworkplace outcomes frommultifoci organizational justice. Organizational Behavior and Human Decision Processes. 89(1), 925-946.
DeVellis, R. F. (1991), Scale Development Theory and Applications, London: SAGE.
Douglas R. May, Richard L. Gilson, Lynn M. Harter. 2004. The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology. 77, 11-37.
Edward M. Mone, Manuel London. 2010. Employee Engagement Through Effective Performance Management: A Practical Guide for Managers. Routledge Academic.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. 2001. Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42-51.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. 1986. Perceived organizational support. Journal of Applied Psychology, 71(3), 500-507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. 2002. Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565-573.
Fredric D. Frank, Richard P. Finnegan, Craig R. Taylor. 2004. The Race for Talent: Retaining and Engaging Workers in the 21st Century. Human Resource Planning. 27(3), 12-25.
Fischer, A. H., Rodriguez Mosquera, P. M., van Vianen, A. E. M., & Manstead, A. S. R ., 2004. Gender and culture differences in emotion. Emotion, 4(1), 87-94.
Harter, James K.,Schmidt, Frank L.,Hayes, Theodore L.2002. Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268-279.
Hosen, R, Dolovey Hosen, D, and Stern, L. 2003. Education and capital development: Capital as durable personal, social, economic and political influences on the happiness of induviduals. Education, 123(3), 496-513.
Janet L. Kottke, Clare E. Sharafinski. 1988. Measuring Perceived Supervisory and Organizational Support. Educational and Psychological Measurement. 48(4), 1075-1079.
Jin nam Choi,Richard H. Price, & Amirad D. Vinoku, 2003. Self-efficacy changes in groups: effects ofdiversity, leadership, and group climate. Journal of Organizational Behavior. 24, 357-372.
Kahn, W. A. 1990. Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal. 33(4), 692-724.
Kahn, W. A. 1992. To Be Fully There: Psychological Presence at Work. Human Relations. 45(4), 321-349.
Kara L Britt, Ann E Drummond, Mitzilee Dyson, Nigel G Wreford, Margaret E.Ejones, Evan R Simpson, Jock K Findlay. 2001.The ovarian phenotype of the aromatase knockout (ArKO) mouse. The Journal of Steroid Biochemistry and Molecular Biology. 79(1-5), 181-185.
Kenneth Cole, Anne Daly, Anita Mak. 2009. Good for the soul: The relationship between work, wellbeing and psychological capital. The Journal of Socio-Economics. 38(3), 464-474.
Kottke, J. L., & Sharafinski, C. E., 1988. Measuring perceived supervisory and organizational support. Educational and Psychological Measurement, 48(4), 1075-1079.
L. Alan Witt and Dana Broach. 1993. Exchange Ideology as a Moderator of the Procedural Justice-Satisfaction Relationship. The Journal of Social Psychology. 133(1), 97-103.
Larson, M., and Luthans, F. 2006. Potential added value of psychological capital in predicting work attitudes. Journal of Leadership and Organization Studies, 13, 75-92.
Lazarus, R. S. 1993. From psychological stress to the emotions: A history of changing outlooks. Annual Review of Psychology, 44, 1-21.
Linda Rhoades, Robert Eisenberger. 2002. Perceived organizational support: A review of the literature. Journal of Applied Psychology. 87(4), 698-714.
Luthans, F. 2002. The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23 (6), 695-706.
Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M., and Combs, G. M. 2006. Psychological capital development: Toward micro-intervention. Journal of Organizational Behavior, 27, 387-393.
Luthans, F., Avey, J. B., Clapp-Smith, R., and Li, W. 2008a. More evidence on the value of Chinese workers’ psychological capital: A potentially unlimited competitive resource? The International Journal of Human Resource Management, 19 (5), 818-827.
Luthans, F., Avolio, B. J., Walumbwa, F. O., and Li, W. 2005. The psychological capital of Chinese workers: Exploring the relationship with performance. Management and Organization Review, 1, 247-269.
Luthans, F., Avolio, B. J., Avey, J. B., and Norman, S. M. 2007. Psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541-572.
Luthans, F., Luthans, K. W., and Luthans, B. C. 2004. Positive psychological capital beyond human and social capital. Business Horizons, 47 (1), 45-50.
Luthans, F., Norman, S. M., Avolio, B. J., and Avey, J. B. 2008. The mediating role of psychological capital in the supportive organizational climate – employee performance relationship. Journal of Organizational Behavior, 29, 219-238.
Luthans, F., and Jensen, S.M. 2005. The Linkage between Psychological Capital and Commitment to Organizational Mission. Journal of Nursing Administration, 35 (6), 304-310.
Luthans, F., and Youssef, C. M. 2004. Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33 (2), 1-22.
Luthans, F., and Youssef, C.M. 2007. Emerging Positive Organizational Behaviour. Journal of Management, 33, 321-349.
Luthans F, Youssef CM, Avolio BJ. (2007). Psychological capital. New York: Oxford University Press.
Lydia Woolley, Arran Caza, Lester Levy. 2011. Authentic Leadership and Follower Development: Psychological Capital, Positive Work Climate, and Gender. Journal of Leadership & Organizational Studies. 18(4), 438-448.
MacKinnon, D. P.,Lockwood, C. M.,Hoffman, J. M.,West, S. G.,Sheets, V. 2002.A comparison of methods to test mediation and other intervening variable effects. Psycholgical Methods. 7, 83-104.
Martin M. Greller David & M. 1975. Herold. Sources of feedback: A preliminary
investigation. Organizational Behavior and Human Performance. 13(2), 244-256.
Maslach, C., & Leiter, M. P. 1997. The truth about burnout: How organization cause, personal stress and what to do about it. San Francisco: Jossey-Bass.
Maslach, C., Schaufelli, W.B. & Leiter, M.P. 2001, “Job burnout”, Annual Review of Psychology, 52, 397-422.
Masterson, S. S. 2001. A trickle-down model of organizational justice: Relating employees' and customers' perceptions of and reactions to fairness. Journal of Applied Psychology, 86(4), 594-604.
Michael J. Frank, Lauren C. Seeberger, Randall C. O'Reilly. 2004. By Carrot or by Stick: Cognitive Reinforcement Learning in Parkinsonism. Science.306 (5703), 1940-1943.
Noraini Othman, Aizzat Mohd Nasurdin. 2013. Social support and work engagement: a study of Malaysian nurses. Journal of nursing management. https://doi.org/10.1111/j.1365-2834.2012.01448.x
Pajares, F., 1996. Self-efficacy beliefs in academic setting, Review of Educational Research, 66 (4), 543-545.
Rebecca J. Erickson. 2005. Why emotion work matters: sex, gender, and the division of household labor. Journal of Marriage and Family. 67, 337-351.
Philip M Podsakoff, Scott B MacKenzie, Julie Beth Paine,Daniel Gbachrach. 2000. Organizational citizenship behaviors: a critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management. 26(3), 513-563
Rich B., LePine J. A., Crawford E. R. 2010. Job engagement: antecedents and effects on job performance. Academy of Management Journal. 53(3), 617–635.
Richard M. Emerson. 1976. Social exchange theory. Annual Review of Sociology.2, 335-362
Richard T. Mowday, Lyman W. Porter, & Richard M. Steers. 1982. Employee—Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press.
Porter, L. W., Steers, R. M., Mowday, R. T., & Boulian, P. V. 1974. Organizational commitment, job satisfaction, and turnover among psychiatric technicians. Journal of Applied Psychology, 59(5), 603-609.
Rothbard, N. P. 2001. Enriching or depleting? The dynamics of engagement in work and family roles. Administrative Science Quarterly, 46 (4), 655-684.
Russell Cropanzano, Marie S. Mitchell.2005. Social Exchange Theory: An Interdisciplinary Review. Journal of Management, 31 (6), 874-900.
Saks, A. 2006, Antecedents and consequences of employee engagement, Journal of Managerial Psychology, 21 (7), 600-619.
Sandy J. Wayne, Shawn A. Green. 1993. The Effects of Leader-Member Exchange on Employee Citizenship and Impression Management Behavior. Human Relations. 46(12), 1431-1440.
Schaufeli, W.B., Salanova, M., Gonzalez-Roma;, V., & Bakker, A.B. (2002). The measurement of burnout and engagement: A confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25, 293-315.
Scheier, M. F., & Carver, C. S. 1985. Optimism, coping, and health: Assessment and implications of generalized outcome expectancies. Health Psychology, 4, 219-247.
Scheier, M. F., Carver, C. S., & Bridges, M. W. 2001. Optimism, pessimism, and psychological well-being. In E. Chang (Ed.), Optimism and Pessimism: Implications for Theory, Research, and Practice: 189-216. Washington, Dc: American Psychological Association.
Shalley, C. E., Zhou, J., and Oldham, G. R. 2004. The Effects of Personal and Contextual Characteristics on Creativity: Where Should We Go from Here? Journal of Management, 30 (6), 933-958.
Snyder, C. R. 2000. Handbook of Hope. San Diego, CA: Academic Press.
Snyder, C. R. 2002. Hope theory: Rainbows in the mind. Journal of Psychological Inquiry, 13, 249-275.
Snyder, C. R., Sympson, S., Ybasco, F., Borders, T., Babyak, M., and Higgins, R. 1996. Development and validation of the state hope scale. Journal of Personality and Social Psychology, 70: 321-335.
Stajkovic, A. D., and Luthans, F. 1998a. Self-efficacy and work-related performance: A meta-analysis. Psychological Bulletin, 124, 240-261.
Stajkovic, A. D., and Luthans, F. 1998b. Social cognitive theory and self-efficacy: Going beyond traditional motivational and behavioral approaches. Organizational Dynamics, 26, 62-74.
Steven M. Norman, James B. Avey, James L. Nimnicht, & Nancy Graber Pigeon. 2010. The Interactive Effects of Psychological Capital and Organizational Identity on Employee Organizational Citizenship and Deviance Behaviors. Journal of Leadership & Organizational Studies. 17(4), 380-391.
Susan M. Jensen and Fred Luthans. 2006. Relationship between Entrepreneurs' Psychological Capital and Their Authentic Leadership. Journal of Managerial Issues. 18(2), 254-273.
Sweetman, D., and Luthans, F. 2010. The power of positive psychology: Psychological capital and work engagement. In Leiter, M. P., and Bakker, A. B. (Eds.), Work Engagement: A Handbook of Essential Theory and Research: 54-68. New York, NY: Psychology Press.
Wendy Jean Casper, Christopher Harris, Amy Taylor-Bianco, Julie Holliday Wayne.2011. Work–family conflict, perceived supervisor support and organizational commitment among Brazilian professionals. Journal of Vocational Behavior. 79(3), 640-652.
William H. Macey, Benjamin Schneider, Karen M. Barbera, Scott A. Young. 2011. Employee engagement: Tools for analysis, practice, and competitive advantage. Wiley-Blackwell. A John Wiley & Sons, Ltd., Publication.
Ulrich Witt. 1998. Imagination and leadership - The neglected dimension of an evolutionary theory of the firm. Journal of Economic Behavior & Organization. 35(2), 161-177
(此全文20250811後開放外部瀏覽)
01.pdf
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
* *