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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 徐木蘭 | |
dc.contributor.author | Chien-Hsun Su | en |
dc.contributor.author | 蘇建勳 | zh_TW |
dc.date.accessioned | 2021-06-13T17:24:30Z | - |
dc.date.available | 2005-01-31 | |
dc.date.copyright | 2005-01-31 | |
dc.date.issued | 2005 | |
dc.date.submitted | 2005-01-26 | |
dc.identifier.citation | 一、中文文獻
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/39222 | - |
dc.description.abstract | 組織變革已是企業組織面對現今競爭激烈的環境為求生存創造競爭優勢下,不得不為的作為。而組織變革的成敗,除了積極進行各項變革措施之外,卻有很大成分是繫乎在組織成員對變革的預期心理認知及其所引發的因應行為上。因此本研究自個人觀點出發,從個人預期變革不確定性認知探討對工作涉入的影響,其間以個人與組織間的關係品質(信任與承諾)為中介變項,並觀察個人情緒智能變項在此一關係結構中所產生的干擾效果。
研究對象分別自高科技產業、傳統產業、服務業及公務機關等四類選取樣本,共調查36家公司或機關,回收有效問卷760份。資料分析獲得以下結果:1.組織成員對資源減少的預期認知,會對個人與組織間的信任關係產生負面影響;2.組織成員對角色負荷的預期認知,會對個人與組織間的承諾關係產生負面影響;3.組織成員與組織間的關係品質(信任與承諾),會對個人的工作涉入產生正面影響;4.組織成員對角色負荷的預期認知,會透過個人與組織間的承諾程度,而影響個人的工作涉入;5.組織成員對資源減少的預期認知,會透過個人與組織間的信任程度,而影響個人的工作涉入;6.當組織成員為低情緒智能時,其對工作不安全與角色衝突的預期認知和個人與組織間的承諾程度間的負相關會大於高情緒智能者;7.當組織成員為低情緒智能時,其對角色負荷與資源減少的預期認知和個人與組織間的信任程度間的負相關會大於高情緒智能者。 | zh_TW |
dc.description.abstract | Organiational change has been the solution for many organizations to sustain their competitive advantages in surviving in nowadays. Whether success or not seems mostly based on the employees’ anticipation and the behavior consequences toward the change. Therefore, this study tries to investigate the uncertainty anticipation on organizational changes employees have toward job involvement from individual’s perspective, the mediating effect of the relationship between employee and organization, and the moderating effect of employee’s emotional intelligence.
The research sample comes from hi-tech industry, traditional industry, service industry, and public servants. There are thirty-six organizations surveyed and seven hundred sixty valid samples collected. The result indicates (1) employee anticipates less resources causing negative influence on the trust individual in organization; (2) employee aniticipates more work load causing negative influence on the commitment individual on organization; (3) the quality of relationship (e.g. trust and commitment) between employee and organization is positively affecting individual’s work involvement; (4) employee’s aniticipation on work load influences individual’s work involvement through the commitment individual on organization; (5) employee’s anticipation on less resources influences individual’s work involvement through the trust individual on organization; (6) employee with low emotional intelligence shows a more negative relationship between job insecurity and role conflict anticipation and individual’s commitment on organization; (7) employee with low emotional intelligence shows a more negative relationship between the anticipation of work load and less resources and individual trust on organization. | en |
dc.description.provenance | Made available in DSpace on 2021-06-13T17:24:30Z (GMT). No. of bitstreams: 1 ntu-94-D88741003-1.pdf: 854690 bytes, checksum: df29500d514b7b0bfe31cd57f03d4d14 (MD5) Previous issue date: 2005 | en |
dc.description.tableofcontents | 第一章 緒論 ............... 1
第一節 研究背景 ................. 1 第二節 研究動機 ................. 4 第三節 研究目的 ................. 7 第二章 文獻探討 ............... 8 第一節 組織變革 ................. 8 第二節 組織成員與組織間的關係品質 . 13 第三節 情緒智能 ................. 24 第四節 組織成員工作涉入 ........... 28 第三章 探索性訪談 ............... 33 第一節 受訪單位與受訪人背景 ...... 33 第二節 訪談過程 ................. 36 第三節 訪談結果與發現 ............ 38 第四章 研究架構與研究假設 ........ 46 第一節 研究架構 ................. 46 第二節 研究假設 ................. 47 第五章 研究方法 ............... 56 第一節 研究變項定義及衡量工具 ... 56 第二節 問卷設計 ................. 59 第三節 研究對象 ................. 60 第四節 資料蒐集過程 .............. 61 第五節 資料分析 ................. 66 第六節 問卷資料信度、效度分析 .... 67 第六章 研究結果 ............... 72 第一節 相關分析 ................. 72 第二節 變項間影響效果—假設路徑驗證結果 ..73 第三節 關係品質的中介效果分析 ..... 80 第四節 情緒智能的干擾效果分析 ..... 83 第五節 產業別模式分析 ............ 88 第七章 結論與討論 ............... 91 第一節 研究結論 . ................. 91 第二節 討論 .... ................. 94 第三節 管理實務意涵 .............. 96 第四節 研究限制 ................. 98 第五節 未來研究方向 .............. 99 參考文獻 ... ............... 102 附錄............................... 116 附錄一 訪談問題 ................. 116 附錄二 問卷 ... ................. 117 附錄三 各變數構面題項負荷量、T檢定值、複合信度(CR).. 125 | |
dc.language.iso | zh-TW | |
dc.title | 組織成員預期變革不確定性認知對工作涉入影響之研究 | zh_TW |
dc.title | The uncertainty anticipation on organizational changes employees have toward job involvement | en |
dc.type | Thesis | |
dc.date.schoolyear | 93-1 | |
dc.description.degree | 博士 | |
dc.contributor.coadvisor | 練乃華,費吳琛 | |
dc.contributor.oralexamcommittee | 余坤東,蔡維奇,王居卿,廖文志 | |
dc.subject.keyword | 關係品質,工作涉入,情緒智能,預期變革不確定性認知, | zh_TW |
dc.subject.keyword | job involvement,relationship quality,emotional intelligence,anticipated organizational change perceived uncertainty, | en |
dc.relation.page | 126 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2005-01-26 | |
dc.contributor.author-college | 管理學院 | zh_TW |
dc.contributor.author-dept | 商學研究所 | zh_TW |
顯示於系所單位: | 商學研究所 |
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