博碩士論文 107481007 詳細資訊




以作者查詢圖書館館藏 以作者查詢臺灣博碩士 以作者查詢全國書目 勘誤回報 、線上人數:13 、訪客IP:18.216.159.19
姓名 張瀞(Gin Chang)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 組織多樣化管理對員工菁英主義思維、知覺多元氣候與工 作歸屬感之影響‥探討知覺程序公平之調節式中介效果
(Organizational Diversity Management, Meritocracy Belief, Perceived Diversity Climate and Employee Sense of Belonging in the Workplace‥Test of Moderated Mediation Effect of Perceived Procedure Justice)
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摘要(中) 隨著組織多樣化的程度越來越高,多樣化管理在近年已成為各組織相當重 視的課題。過去雖有研究顯示多樣化會為組織帶來許多好處,但也有研究指出 多樣化對組織也有負面影響。本研究檢驗無身份意識(identity-blind, IB)與有身 份意識(identity-conscious, IC)等多樣化管理措施,是否會分別透過菁英主義思維 與知覺多元氣候之中介作用而影響員工的工作歸屬感。並接著檢驗程序公平是 否會對多樣化管理透過菁英主義思維與知覺多元氣候影響工作歸屬感的過程產 生調節效果。
本研究收集 25 家台灣企業員工共 268 份有效問卷,結果發現 (1)無身份意 識(IB)措施會透過員工知覺多元氣候正向影響員工的工作歸屬感;(2)有身份意 識(IC)措施會透過員工知覺多元氣候正向影響員工的工作歸屬感。至於菁英主 義思維的中介效果與知覺程序公平的調節效果均未檢驗出顯著效果。本研究之 研究結論、理論貢獻、管理意涵、研究限制與未來研究建議,都在本文最後進 行討論。
摘要(英) Diversity management has become a topic of considerable importance to organizations in recent years as organizations become more diverse. While some studies have shown that diversity can bring many benefits to organizations, others have pointed out that it can also have negative effects on organizations. This study examines whether identity-blind (IB) and identity-conscious (IC) diversity management practices affect employees′ sense of belonging through the mediating effects of meritocracy belief and perceived diversity climate, respectively. The study also examines whether perceived procedural justice moderates the effect of diversity management on employees′ sense of belonging through meritocracy belief and perceived diversity climate.
In this study, 268 valid questionnaires were collected from employees of 25 Taiwanese companies, and the results showed that (1) measures without identity awareness (IB) positively affected employees′ sense of belonging through their perceived diversity climate; (2) measures with identity awareness (IC) positively affected employees′ sense of belonging through their perceived diversity climate. As for the mediating effect of meritocracy belief and the moderating effect of perceived procedural justice, no significant effects were tested. The findings, theoretical contributions, managerial implications, research limitations, and future research recommendations of this study are discussed at the end of this paper.
關鍵字(中) ★ 無身份意識措施
★ 有身份意識措施
★ 菁英主義思維
★ 知覺多元氣候
★ 知覺程序公平
★ 工作歸屬感
關鍵字(英) ★ Identity-Blind Practices
★ Identity-Conscious Practices
★ Meritocracy Belief
★ Perceived Diversity Climate
★ Perceived Procedure Justice
★ Sense of Belonging
論文目次 目錄
中文摘要 ------------------------------------------------------------------------I
英文摘要 ------------------------------------------------------------------------II
目錄 ---------------------------------------------------------------------------IV
表目錄 -------------------------------------------------------------------------VI
圖目錄 ------------------------------------------------------------------------VIII
第一章 緒論 ---------------------------------------------------------------------1 第一節 研究動機與目的 ----------------------------------------------------------1
第二節 研究範圍與貢獻 ----------------------------------------------------------9
第二章 文獻回顧 ----------------------------------------------------------------11
第一節 多樣化管理措施 --------------------------------------------------------- 11
第二節 菁英主義思維 ----------------------------------------------------------- 16
第三節 知覺多元氣候 ------------------------------------------------------------19
第四節 知覺程序公平 ----------------------------------------------------------- 22
第五節 工作歸屬感 --------------------------------------------------------------24
第六節 菁英主義思維在多樣化管理措施與工作歸屬感之間的中介效果-------------- 26
第七節 程序公平在多樣化管措施、菁英主義思維與工作歸屬感之間的調節效果------ 29
第八節 知覺多元氣候在多樣化管理措施與工作歸屬感之間的中介效果-------------- 32
第九節 程序公平在多樣化管措施、知覺多元氣候與工作歸屬感之間的調節效果------ 36
第三章 研究方法 ----------------------------------------------------------------41
第一節 研究架構 --------------------------------------------------------------- 41
第二節 研究樣本與資料蒐集程序 -------------------------------------------------41
第三節 研究工具 ----------------------------------------------------------------42
第四節 資料分析與統計方法 ---------------------------------------------------- 44
第四章 研究結果 ----------------------------------------------------------------46
第一節 資料來源與樣本特性 ---------------------------------------------------- 46
第二節 信度與效度分析 ---------------------------------------------------------48
第三節 驗證性因素分析 --------------------------------------------------------- 51 第四節 假設模型檢驗 ----------------------------------------------------------- 53
第五章 結論與建議 ------------------------------------------------------------- 81
第一節 研究結論 ----------------------------------------------------------------81
第二節 理論貢獻 --------------------------------------------------------------- 85
第三節 管理意涵 ----------------------------------------------------------------87
第四節 研究限制與未來研究建議 -------------------------------------------------89
參考文獻 ---------------------------------------------------------------------- 91
附錄 -------------------------------------------------------------------------- 131
表 1 樣本特性表 ---------------------------------------------------------------- 47 表 2 信度分析表----------------------------------------------------------------48
表 3 收斂效度分析表------------------------------------------------------------49
表 4 區辨效度分析表------------------------------------------------------------51
表 5 驗證性因素分析表---------------------------------------------------------- 52
表 6 空模型固定效果分析--------------------------------------------------------54
表 7 空模型隨機效果分析--------------------------------------------------------54
表 8 個體階層(L1)組內相關係數(ICC)估計值-------------------------------------- 55
表 9 組內共識指標(rwgj)估計值------------------------------------------------- 56
表 10 隨機迴歸模型固定效果分析------------------------------------------------ 58
表 11 隨機迴歸模型隨機效果分析------------------------------------------------ 59
表 12 無身份意識措施(IB)截距模型固定效果分析----------------------------------61
表 13 無身份意識措施(IB)截距模型隨機效果分析---------------------------------- 61
表 14 有身份意識措施(IC)截距模型固定效果分析----------------------------------62 表 15 有身份意識措施(IC)截距模型隨機效果分析---------------------------------- 63
表 16 多元氣候(DIV)截距模型固定效果(自變項‥IB)--------------------------------64
表 17 多元氣候(DIV)截距模型隨機效果(自變項‥IB)--------------------------------64
表 18 菁英主義思維(MERI)截距模型固定效果(自變項‥IB)-------------------------- 65
表 19 菁英主義思維(MERI)截距模型隨機效果(自變項‥IB)-------------------------- 65
表 20 多元氣候(DIV)截距模型固定效果(自變項‥IC)------------------------------- 66
表 21 多元氣候(DIV)截距模型隨機效果(自變項‥IC)------------------------------- 66
表 22 菁英主義思維(MERI)截距模型固定效果(自變項‥IC)------------------------- 67
表 23 菁英主義思維(MERI)截距模型隨機效果(自變項‥IC)------------------------- 67
表 24 歸屬感(SB)對中介變項影響之固定效果分析(自變項‥IB)--------------------- 72
表 25 歸屬感(SB)對中介變項影響之隨機效果分析(自變項‥IB)--------------------- 72
表 26 歸屬感(SB)對中介變項影響之固定效果分析(自變項‥IC)--------------------- 74
表 27 歸屬感(SB)對中介變項影響之隨機效果分析(自變項‥IC)--------------------- 74
表 28 多元氣候(DIV)對組織階層自變項無身份意識措施(IB)影響之分析------------- 75
表 29 多元氣候(DIV)對組織階層自變項有身份意識措施(IC)影響之分析------------- 76
表 30 菁英主義思維(MERI)對組織階層自變項無身份意識措施(IB)影響之分析------- 77
表 31 菁英主義思維(MERI)對組織階層自變項有身份意識措施(IC)影響之分析------- 78
表 32 中介效果 Sobel’s z 分析表------------------------------------------------ 79
表 33 假設與研究結果總表------------------------------------------------------ 80
圖 1 研究模型架構-------------------------------------------------------------- 41
圖2 中介模型示意圖-------------------------------------------------------------69
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指導教授 李憶萱(Yi-Hsuan Lee) 審核日期 2022-9-26
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