博碩士論文 108421014 詳細資訊




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姓名 劉文心(Wen-Hsin Liu)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 個人適配度、心理意義、當責與敬業精神關係之研究:組織支持調節作用之探討
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摘要(中) 本研究探討個人適配度、心理意義與當責、敬業精神之關係,並觀察組織支持之調節作用。本研究以線上發放問卷方式對具一年以上正職工作經驗者進行研究,最終蒐集440份有效問卷,並透過SPSS & AMOS進行信度分析、相關分析、階層迴歸分析及驗證性因素分析。研究證實(1)員工個人與工作適配度、個人與組織適配度及心理意義對於當責有正向關係;(2)當責對敬業精神有正向關係;(3)組織支持對個人適配度與當責有正向調節效果;(4)組織支持對員工心理意義與當責之調節效果。基於上述研究結果,本研究提出相關管理意涵與未來研究之建議。
摘要(英) This study aims to explore the relationships among person-job fit, person-organization fit, meaningfulness, accountability, and job engagement. The moderating effect of perceived organizational support is also explored. Online survey is conducted to collect data from the full- time employees and 440 copies of replied questionnaire are obtained. It is found that person-job fit, person-organization fit, and meaningfulness have positive relationships with employees’ accountability. Accountability has a positive relationship with employees’ job engagement. In addition, perceived organizational support moderates the relationships between person-job fit, person-organization fit, and felt accountability. Perceived organizational support moderates the relationship between meaningfulness and felt accountability. Drawn on the research findings, managerial implications and suggestions for future research are thus discussed.
關鍵字(中) ★ 個人與工作適配度
★ 個人與組織適配度
★ 心理意義
★ 當責
★ 組織支持
★ 敬業精神
關鍵字(英) ★ person-job fit
★ person-organization fit
★ meaningfulness
★ accountability
★ job engagement
★ perceived organizational support
論文目次 摘要 i
Abstract ii
目錄 i
圖目錄 iii
表目錄 iv
第一章 緒論 1
第一節 研究背景與動機 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 個人與工作適配度 5
第二節 個人與組織適配度 7
第三節 心理意義 11
第四節 當責 13
第五節 知覺組織支持 16
第六節 敬業精神 18
第七節 各研究變項之關係 20
第三章 研究方法與設計 23
第一節 研究架構 23
第二節 研究變項與測量工具 24
第三節 研究設計 27
第四節 研究分析方法 28
第四章 研究結果 30
第一節 研究樣本及描述性統計分析 30
第二節 驗證性因素分析 33
第三節 信度及相關分析 36
第四節 階層迴歸分析 38
第五章 結論與建議 45
第一節 研究結論 45
第二節 研究貢獻與管理意涵 47
第三節 研究限制與未來建議 49
參考文獻 51
附錄 60
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指導教授 陳春希(Chun-Hsi Chen) 審核日期 2021-9-29
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