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標題: | 從員工知覺低度適配到工作倦怠:資源保存理論觀點 From Low Fit to Job Burnout:A Conservation Theory Perspective |
作者: | Ying-Fei Li 李盈霏 |
指導教授: | 胡昌亞(Changya Hu) |
關鍵字: | 個人與工作適配,個人與組織適配,自我耗損,工作倦怠,資源保存理論,因應策略, person-job fit,person-organization fit,ego-depletion,job burnout,conservation of resource theory,coping strategies, |
出版年 : | 2019 |
學位: | 碩士 |
摘要: | 本研究以資源保存理論為基礎,探討個人與工作低度適配(個人能力—工作要求、個人需求—工作供給)、個人與組織低度適配、自我耗損和工作倦怠的關聯性。此外,也探討增加資源的因應策略(增加結構性及社會性工作資源)如何調節低度適配到自我耗損及工作倦怠之間的關係。本研究透過網路問卷調查法,對台灣不同組織及工作的全職員工進行兩階段問卷調查,總共收回210組有效資料用於假設檢驗。根據多元迴歸分析結果顯示,在控制員工性別、年齡及工作年資後,(1)個人與工作低度適配、個人與組織低度適配與工作倦怠具有正向關聯性。(2)個人與組織低度適配會透過自我耗損來預測工作倦怠。(3)增加結構性工作資源的因應策略,能調節個人與組織低度適配和自我耗損之關係。若增加結構性工作資源資源程度越高,前述的正向關係越強。(4)增加社會性工作資源的因應策略,能調節個人需求—工作供給低度適配和自我耗損之關係。若增加社會性工作資源資源程度越高,前述的正向關係會越強。(5)增加社會性工作資源的因應策略,會調節個人需求—工作供給低度適配經由自我耗損到工作倦怠之關係。增加社會性工作資源程度越高,前述中介關係會被強化。 Drawing on conservation of resources theory, this research examines the linkage between low person-job fit (low demands-abilities low fit (low DA fit), low needs-supplies fit (low NS fit)), low person-organization fit (low PO fit) and job burnout. Furthermore, the study also examines the mediating role of ego depletion as well as the moderating role of coping strategies (increasing structural job resources and increasing social job resources). Using online questionnaire survey and collected data at two time points, a total of 210 valid observations were collected from full-time employees in multiple organizations and occupations in Taiwan. The results showed that (1)low DA fit, low NS fit and low PO fit were all positively related to job burnout; (2)low PO fit predicted job burnout through the mediating effect of ego depletion; (3)increasing structural job resources moderated the relationships between low PO fit and ego depletion such that the positive relationships between low PO low fit and ego depletion was stronger with higher increase resources; (4)increasing social job resources moderated the relationships between low NS fit and ego depletion such that the positive relationship was stronger when increasing social job resources was higher; (5)increasing social job resources moderated the mediating effects of low NS fit and ego depletion on job burnout such that this mediating effect was stronger for employees with higher increasing social job resources. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/74800 |
DOI: | 10.6342/NTU201904326 |
全文授權: | 有償授權 |
顯示於系所單位: | 心理學系 |
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