博碩士論文 110421051 詳細資訊




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姓名 朱佳儀(Chia-Yi Chu)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 核心自我評價、員工幸福感、敬業精神、建言行為關係之研究:論知覺組織支持之調節作用
(A Study on Core Self-evaluation, Employee Well-being, Job Engagement, and Voicing Behavior: The Moderation of Perceived Organizational Support)
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摘要(中) 幸福感成為近年來備受廣泛關注之議題,企業建立幸福的職場環境並吸引合 適的人才,對於組織績效與企業發展具有重要的影響。本研究旨在探討核心自我 評價與員工幸福感、敬業精神與建言行為之間的關係,並檢視組織支持的調節作 用。本研究透過線上問卷調查,對各行業的全職員工進行資料蒐集,獲得 342 份 有效問卷,並以此進行資料分析與驗證研究架構與假設。研究結果顯示:(1)核心 自我評價與員工幸福感具有正向關係;(2)員工幸福感與敬業精神具有正向關係; (3)員工幸福感與建言行為有正向的關係。此外,本研究亦證實員工幸福感會中介 核心自我評價與敬業精神、建言行為之間的關係。基於上述研究結果,本研究提 出管理意涵以及未來研究之相關建議。
摘要(英) The concept of well-being has garnered widespread attention among scholars and practitioners due to its effect on enhancing performance and attracting talent for organizations. This research aims to investigate the relationships among employee’s core self-evaluation, well-being, job engagement, and voicing behavior. The moderation of employee’s perceived organizational support is also examined. 342 copies of valid responses from full-time employees were collected from online survey. Data were analyzed and research results demonstrated that employee core self- evaluation is positively related to their well-being. Employee well-being is positively related to their job engagement and voicing behavior. Besides, employee well-being mediates the relationship between their core self-evaluation and job engagement as well as voicing behavior. Contrary to the hypothesis, perceived organizational support did not moderate the relationship between the core self-evaluation and employee well- being. Drawn on the findings, managerial implications and future research recommendation are thus discussed.
關鍵字(中) ★ 核心自我評價
★ 員工幸福感
★ 敬業精神
★ 建言行為
★ 組織支持
關鍵字(英) ★ core self-evaluation
★ employee well-being
★ job engagement
★ voicing behavior
★ perceived organizational support
論文目次 中文摘要 .................................... i
Abstract .................................. ii
致謝 ...................................... iii
目錄 ....................................... iv
圖目錄 ...................................... v
表目錄 ..................................... vi
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 核心自我評價 .............................5
第二節 員工幸福感 ..............................9
第三節 敬業精神 ...............................12
第四節 建言行為 ...............................18
第六節 各研究變項之間的關係 .....................20
第三章 研究方法 ...............................23
第一節 研究架構 ...............................23
第二節 研究工具 ...............................24
第三節 研究設計 ...............................26
第四節 研究分析方法 ............................27
第四章 研究結果 ...............................29
第一節 描述性統計分析 ..........................29
第二節 信度與效度分析 ..........................32
第三節 驗證性因素分析 ..........................36
第四節 相關分析 ...............................37
第五節 假說模型檢驗 ............................38
第五章 結論與建議 ..............................42
第一節 研究結論 ................................42
第二節 研究貢獻與管理意涵 ........................46
第三節 研究限制與未來建議 ........................48
參考文獻 ..................................... 50
附錄 ........................................ 60
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指導教授 陳春希(Chun-Hsi Chen) 審核日期 2023-7-19
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