好想告訴你！探討LGB團體性傾向的友善環境對其員工工作態度及表現之形成;Something I want to say: Sexual orientation friendly environment on lesbian, gay, and bisexual employees′ attitudes and behaviors

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題名:	好想告訴你！探討LGB團體性傾向的友善環境對其員工工作態度及表現之形成;Something I want to say: Sexual orientation friendly environment on lesbian, gay, and bisexual employees′ attitudes and behaviors
作者:	鐘羚勻;Zhong, Ling-Yun
貢獻者:	人力資源管理研究所
關鍵詞:	LGB;組織多元化;性傾向友善環境;知覺主管支持;知覺環境友善;LGB;Organizational Diversity;Sexual Orientation Friendly Environment;Perceived Supervisor Support;Perceptual Environment Friendliness
日期:	2018-06-05
上傳時間:	2018-08-31 11:07:02 (UTC+8)
出版者:	國立中央大學
摘要:	基於人人平等，以及多元化人力資本所帶來的好處，企業應開始正視組織內部對於多元化群體之友善度，如：性傾向多元團體－女同性戀(Lesbian)、男同性戀(Gay)與雙性戀者(Bisexual)，而本研究以LGB知覺環境性傾向友善度為主軸，以了解對於員工的工作態度和行為之形成結果。本次研究共回收229份線上問卷，扣除無效問卷後，其有效問卷數為211份，有效率為92.14%。透過統計分析結果，本次研究結果為：(1)知覺直線主管支持多元性別傾向、知覺可展現多元性別傾向之環境，對於情感性承諾、員工建言行為皆為正相關，與離職傾向則呈現負相關；(2)情緒耗竭對於情感性承諾、員工建言行為皆為負相關，與離職傾向則呈現正相關；(3) 知覺直線主管支持多元性別傾向、知覺可展現多元性別傾向之環境，對於情緒耗竭皆為負相關；(4)情緒耗竭的中介效果，在所有中介假設中，知覺可展現多元性別傾向之環境，對於離職傾向之間，是具有完全中介效果的，其他中介驗證則為部分中介效果。由於台灣整體學術研究中，對於LGB職場相關研究仍屬少數，故希望透過此研究以人力資源領域專業角度出發，說明友善LGB團體的環境，對於工作態度及行為上之影響，也希望能透過這次的研究促發更友善的管理意涵，讓企業能夠正視多元化管理之重要，以優化企業內部多元人力資本。;Based on the benefits of all humans are equal in fundamental worth and diversified human capital, companies should attach great importance to the organizational friendliness toward diverse groups, such as, sexual orientation diversity group - Lesbians, Gay and Bisexuals. In order to understand the results of the work attitude and behavior from LGB employees, this research is based on the perceived sexual orientation friendly environment. In this research, 229 online questionnaires were collected, after deducting the invalid questionnaires, the number of valid questionnaires was 211, and the effective rate was 92.14%. The following are the results of this research: (1) Perceived supervisor support towards multiple sexual orientation and perceived sexual orientation friendly environment were positively correlated with affective commitment and voice behavior, negative correlation with turnover intention. (2) Emotional exhaustion was negatively correlated with affective commitment, voice behavior was positive correlated with turnover intention. (3) Perceived supervisor support and perceived sexual orientation friendly environment towards multiple sexual orientation was negatively correlated with emotional exhaustion. (4) The mediating effect of emotional exhaustion, all relationships were partially mediated, except one, perceived sexual orientation friendly environment to turnover intention has complete mediating effect. Due to the research of LGB in the workplace is still in its infancy in Taiwanese academic research, it is hoped that this research can explain the environment of the friendly LGB group in the field of human resource management, and the impact on work attitudes and behavior. I also hope that enterprises can embrace the importance of diverse management and promote more friendly management through this research to optimize the diverse human capital within the company.
顯示於類別:	[人力資源管理研究所] 博碩士論文

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