請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/89191完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 熊欣華 | zh_TW |
| dc.contributor.advisor | Hsin-Hua Hsiung | en |
| dc.contributor.author | 許珈綺 | zh_TW |
| dc.contributor.author | Chia-Chi Hsu | en |
| dc.date.accessioned | 2023-08-30T16:15:55Z | - |
| dc.date.available | 2023-11-09 | - |
| dc.date.copyright | 2023-08-30 | - |
| dc.date.issued | 2023 | - |
| dc.date.submitted | 2023-07-17 | - |
| dc.identifier.citation | 林姿葶（2014）：《組織中的時間觀領導：概念分析、協時歷程及效果驗證》（未出版之博士論文）。國立臺灣大學心理學研究所。https://doi.org/10.6342/NTU.2014.10949
溫金豐（2005）：〈新進專業人員的組織社會化戰術與組織認同之關係：工作經驗與成長需求強度的干擾效應〉。《臺大管理論叢》，15(2)，143–164。 Abelson, R. P., & Prentice, D. A. (1989). Beliefs as possessions: A functional perspective. Attitude Structure and Function, 3, 361–381. Adams, J., & Nettle, D. (2009). Time perspective, personality and smoking, body mass, and physical activity: An empirical study. British Journal of Health Psychology, 14(1), 83–105. https://doi.org/10.1348/135910708X299664 Allen, D. G. (2006). Do organizational socialization tactics influence newcomer embeddedness and turnover? Journal of Management, 32(2), 237–256. https://doi.org/10.1177/0149206305280103 Allen, D. G., & Shanock, L. R. (2013). Perceived organizational support and embeddedness as key mechanisms connecting socialization tactics to commitment and turnover among new employees. Journal of Organizational Behavior, 34(3), 350–369. https://doi.org/10.1002/job.1805 Allen, N. J., & Meyer, J. P. (1996). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 49(3), 252–276. https://doi.org/10.1006/jvbe.1996.0043 Anders, G. (2022, September 28). Forget ‘quiet quitting’ — many workers are still outright quitting their jobs as quickly as possible. Linkedin. https://www.linkedin.com/pulse/forget-quiet-quitting-many-workers-still-outright-jobs-george-anders/ Ashford, S. J., & Black, J. S. (1996). Proactivity during organizational entry: The role of desire for control. Journal of Applied Psychology, 81(2), 199–214. https://doi.org/10.1037/0021-9010.81.2.199 Ashford, S. J., Blatt, R., & Walle, D. V. (2003). Reflections on the looking glass: A review of research on feedback-seeking behavior in organizations. Journal of Management, 29(6), 773–799. https://doi.org/10.1016/S0149-2063(03)00079-5 Ashforth, B. K., & Saks, A. M. (1996). Socialization tactics: Longitudinal effects on newcomer adjustment. Academy of Management Journal, 39(1), 149–178. https://doi.org/10.2307/256634 Avey, J. B., Avolio, B. J., Crossley, C. D., & Luthans, F. (2009). Psychological ownership: Theoretical extensions, measurement and relation to work outcomes. Journal of Organizational Behavior, 30(2), 173–191. https://doi.org/10.1002/job.583 Avey, J. B., Wernsing, T. S., & Palanski, M. E. (2012). Exploring the process of ethical leadership: The mediating role of employee voice and psychological ownership. Journal of Business Ethics, 107, 21–34. https://doi.org/10.1007/s10551-012-1298-2 Baer, M., & Brown, G. (2012). Blind in one eye: How psychological ownership of ideas affects the types of suggestions people adopt. Organizational Behavior and Human Decision Processes, 118(1), 60–71. https://doi.org/10.1016/j.obhdp.2012.01.003 Bal, P. M., de Lange, A. H., Van der Heijden, B. I., Zacher, H., Oderkerk, F. A., & Otten, S. (2015). Young at heart, old at work? Relations between age,(meta-) stereotypes, self-categorization, and retirement attitudes. Journal of Vocational Behavior, 91, 35–45. https://doi.org/10.1016/j.jvb.2015.09.002 Bammens, Y. P. (2016). Employees’ innovative behavior in social context: A closer examination of the role of organizational care. Journal of Product Innovation Management, 33(3), 244–259. https://doi.org/10.1111/jpim.12267 Bandura, A. (1977). Self-efficacy: toward a unifying theory of behavioral change. Psychological Review, 84(2), 191–215. https://doi.org/10.1037/0033-295X.84.2.191 Bandura, A. (2002). Social foundations of thought and action. In D. F. Marks (Ed.), The health psychology reader (pp. 94–106). London: SAGE Publications Ltd, https://doi.org/10.4135/9781446221129 Baruch, Y., & Rosenstein, E. (1992). Human resource management in Israeli firms: Planning and managing careers in high technology organizations. International Journal of Human Resource Management, 3(3), 477–495. https://doi.org/10.1080/09585199200000161 Baruch, Y., & Rousseau, D. M. (2019). Integrating psychological contracts and ecosystems in career studies and management. Academy of Management Annals, 13(1), 84–111. https://doi.org/10.5465/annals.2016.0103 Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., & Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92(3), 707–721. https://doi.org/10.1037/0021-9010.92.3.707 Bauer, T. N., & Erdogan, B. (2011). Organizational socialization: The effective onboarding of new employees. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology, Vol. 3. Maintaining, expanding, and contracting the organization (pp. 51–64). American Psychological Association. https://doi.org/10.1037/12171-002 Belschak, F. D., & Den Hartog, D. N. (2010). Pro‐self, prosocial, and pro‐organizational foci of proactive behaviour: Differential antecedents and consequences. Journal of Occupational and Organizational Psychology, 83(2), 475–498. https://doi.org/10.1348/096317909X439208 Bernhard, F., & O’Driscoll, M. P. (2011). Psychological ownership in small family-owned businesses: Leadership style and nonfamily-employees’ work attitudes and behaviors. Group & Organization Management, 36(3), 345–384. https://doi.org/10.1177/1059601111402684 Brown, G., Crossley, C., & Robinson, S. L. (2014). Psychological ownership, territorial behavior, and being perceived as a team contributor: The critical role of trust in the work environment. Personnel Psychology, 67(2), 463–485. https://doi.org/10.1111/peps.12048 Burke, P. J., & Reitzes, D. C. (1991). An identity theory approach to commitment. Social Psychology Quarterly, 239–251. https://doi.org/10.2307/2786653 Cable, D. M., & Parsons, C. K. (2001). Socialization tactics and person‐organization fit. Personnel Psychology, 54(1), 1–23. https://doi.org/10.1111/j.1744-6570.2001.tb00083.x Carstensen, L. L. (2006). The influence of a sense of time on human development. Science, 312(5782), 1913–1915. https://doi.org/10.1126/science.1127488 Carstensen, L. L., Isaacowitz, D. M., & Charles, S. T. (1999). Taking time seriously: A theory of socioemotional selectivity. American Psychologist, 54(3), 165–181. https://doi.org/10.1037/0003-066X.54.3.165 Cate, R. A., & John, O. P. (2007). Testing models of the structure and development of future time perspective: maintaining a focus on opportunities in middle age. Psychology and Aging, 22(1), 186–201. https://doi.org/10.1037/0882-7974.22.1.186 Chai, D. S., Song, J. H., & You, Y. M. (2020). Psychological ownership and openness to change: The mediating effects of work engagement, and knowledge creation. Performance Improvement Quarterly, 33(3), 305–326. https://doi.org/10.1002/piq.21326 Chao, G. T., O’Leary-Kelly, A. M., Wolf, S., Klein, H. J., & Gardner, P. D. (1994). Organizational socialization: Its content and consequences. Journal of Applied Psychology, 79(5), 730–743. https://doi.org/10.1037/0021-9010.79.5.730 Cheung, F., Yeung, D. Y., & Wu, A. M. (2019). Occupational future time perspective and successful aging at work. Journal of Career Development, 46(1), 3–16. https://doi.org/10.1177/0894845317696805 Chi, N. W., & Han, T. S. (2008). Exploring the linkages between formal ownership and psychological ownership for the organization: The mediating role of organizational justice. Journal of Occupational and Organizational Psychology, 81(4), 691–711. https://doi.org/10.1348/096317907X262314 Chiu, W. C., Harry Hui, C., & Lai, G. W. (2007). Psychological ownership and organizational optimism amid China’s corporate transformation: effects of an employee ownership scheme and a management-dominated board. The International Journal of Human Resource Management, 18(2), 303–320. https://doi.org/10.1080/09585190601102539 Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26(3), 435–462. https://doi.org/10.1177/014920630002600304 Cross, S., & Markus, H. (1991). Possible selves across the life span. Human Development, 34(4), 230–255. https://doi.org/10.1159/000277058 Dawkins, S., Tian, A. W., Newman, A., & Martin, A. (2017). Psychological ownership: A review and research agenda. Journal of Organizational Behavior, 38(2), 163–183. https://doi.org/10.1002/job.2057 Dutton, J. E., Ashford, S. J., O’Neill, R. M., & Lawrence, K. A. (2001). Moves that matter: Issue selling and organizational change. Academy of Management Journal, 44(4), 716–736. https://doi.org/10.2307/3069412 Ellis, A. M., Nifadkar, S. S., Bauer, T. N., & Erdogan, B. (2017). Newcomer adjustment: Examining the role of managers’ perception of newcomer proactive behavior during organizational socialization. Journal of Applied Psychology, 102(6), 993–1001. https://doi.org/10.1037/apl0000201 Fasbender, U., Wöhrmann, A. M., Wang, M., & Klehe, U.-C. (2019). Is the future still open? The mediating role of occupational future time perspective in the effects of career adaptability and aging experience on late career planning. Journal of Vocational Behavior, 111, 24–38. https://doi.org/10.1016/j.jvb.2018.10.006 Frese, M., & Fay, D. (2001). 4. Personal initiative: An active performance concept for work in the 21st century. Research in Organizational Behavior, 23, 133–187. https://doi.org/10.1016/S0191-3085(01)23005-6 Gjesme, T. (1979). Future time orientation as a function of achievement motives, ability, delay of gratification, and sex. The Journal of Psychology, 101(2), 173–188. https://doi.org/10.1080/00223980.1979.9915069 Grant, A. M., & Ashford, S. J. (2008). The dynamics of proactivity at work. Research in Organizational Behavior, 28, 3–34. https://doi.org/10.1016/j.riob.2008.04.002 Griffin, M. A., Neal, A., & Parker, S. K. (2007). A new model of work role performance: Positive behavior in uncertain and interdependent contexts. Academy of Management Journal, 50(2), 327–347. https://doi.org/10.5465/amj.2007.24634438 Gruman, J. A., Saks, A. M., & Zweig, D. I. (2006). Organizational socialization tactics and newcomer proactive behaviors: An integrative study. Journal of Vocational Behavior, 69(1), 90–104. https://doi.org/10.1016/j.jvb.2006.03.001 Gubler, M., Arnold, J., & Coombs, C. (2014). Reassessing the protean career concept: Empirical findings, conceptual components, and measurement. Journal of Organizational Behavior, 35(S1), S23–S40. https://doi.org/10.1002/job.1908 Han, T.-S., Chiang, H.-H., & Chang, A. (2010). Employee participation in decision making, psychological ownership and knowledge sharing: mediating role of organizational commitment in Taiwanese high-tech organizations. The International Journal of Human Resource Management, 21(12), 2218–2233. https://doi.org/10.1080/09585192.2010.509625 Henry, H., Zacher, H., & Desmette, D. (2017). Future Time Perspective in the Work Context: A Systematic Review of Quantitative Studies. Frontiers in Psychology, 8(413), 1–22. https://doi.org/10.3389/fpsyg.2017.00413 Henson, J. M., Carey, M. P., Carey, K. B., & Maisto, S. A. (2006). Associations among health behaviors and time perspective in young adults: Model testing with boot-strapping replication. Journal of Behavioral Medicine, 29, 127–137. https://doi.org/10.1007/s10865-005-9027-2 Henssen, B., Voordeckers, W., Lambrechts, F., & Koiranen, M. (2014). The CEO autonomy–stewardship behavior relationship in family firms: The mediating role of psychological ownership. Journal of Family Business Strategy, 5(3), 312–322. https://doi.org/10.1016/j.jfbs.2014.01.012 Hinkin, T. R., & Tracey, J. B. (1999). An analysis of variance approach to content validation. Organizational Research Methods, 2(2), 175–186. https://doi.org/10.1177/109442819922004 Ho, H. C., & Yeung, D. Y. (2016). Effects of occupational future time perspective on managing stressful work situations. International Journal of Psychology, 51(4), 261–268. https://doi.org/10.1002/ijop.12144 Hom, P. W., Tsui, A. S., Wu, J. B., Lee, T. W., Zhang, A. Y., Fu, P. P., & Li, L. (2009). Explaining employment relationships with social exchange and job embeddedness. Journal of Applied Psychology, 94(2), 277–297. https://doi.org/10.1037/a0013453 Hou, S. T., Hsu, M. Y., & Wu, S. H. (2009). Psychological ownership and franchise growth: An empirical study of a Taiwanese taxi franchise. International Journal of Entrepreneurial Behavior & Research, 15(5), 415–435. https://doi.org/10.1108/13552550910983004 Huang, H.-L., Cheng, L.-K., Sun, P.-C., Jiang, Y. S., & Lin, H. H. (2021). Relationship among social tactics, job embeddedness, and affective commitment in newcomers: the moderating effect of workplace spirituality. Journal of Management & Organization, 1–21. https://doi.org/10.1017/jmo.2021.11 Husman, J., & Shell, D. F. (2008). Beliefs and perceptions about the future: A measurement of future time perspective. Learning and Individual Differences, 18(2), 166–175. https://doi.org/10.1016/j.lindif.2007.08.001 Jones, G. R. (1986). Socialization tactics, self-efficacy, and newcomers’ adjustments to organizations. Academy of Management Journal, 29(2), 262–279. https://doi.org/10.2307/256188 Kammeyer-Mueller, J., Wanberg, C., Rubenstein, A., & Song, Z. (2013). Support, undermining, and newcomer socialization: Fitting in during the first 90 days. Academy of Management Journal, 56(4), 1104–1124. https://doi.org/10.5465/amj.2010.0791 Kammeyer-Mueller, J. D., & Wanberg, C. R. (2003). Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment. Journal of Applied Psychology, 88(5), 779–794. https://doi.org/10.1037/0021-9010.88.5.779 Knapp, J. R., Smith, B. R., & Sprinkle, T. A. (2014). Clarifying the relational ties of organizational belonging: Understanding the roles of perceived insider status, psychological ownership, and organizational identification. Journal of Leadership & Organizational Studies, 21(3), 273–285. https://doi.org/10.1177/1548051814529826 Kochoian, N., Raemdonck, I., Frenay, M., & Zacher, H. (2017). The role of age and occupational future time perspective in workers’ motivation to learn. Vocations and Learning, 10, 27–45. https://doi.org/10.1007/s12186-016-9160-9 Kollmuss, A., & Agyeman, J. (2002). Mind the gap: why do people act environmentally and what are the barriers to pro-environmental behavior? Environmental Education Research, 8(3), 239–260. https://doi.org/10.1080/13504620220145401 Kooij, D. T., Kanfer, R., Betts, M., & Rudolph, C. W. (2018). Future time perspective: A systematic review and meta-analysis. Journal of Applied Psychology, 103(8), 867–893. https://doi.org/10.1037/apl0000306 Korsgaard, M. A., Schweiger, D. M., & Sapienza, H. J. (1995). Building commitment, attachment, and trust in strategic decision-making teams: The role of procedural justice. Academy of Management Journal, 38(1), 60–84. https://doi.org/10.5465/256728 Korte, R., Brunhaver, S., & Sheppard, S. (2015). (Mis) interpretations of organizational socialization: The expectations and experiences of newcomers and managers. Human Resource Development Quarterly, 26(2), 185–208. https://doi.org/10.1002/hrdq.21206 Kowtha, N. R. (2011). School-to-work transition and newcomer socialisation: The role of job-related education. Journal of Management & Organization, 17(6), 747–763. https://doi.org/10.5172/jmo.2011.747 Kowtha, N. R. (2018). Organizational socialization of newcomers: the role of professional socialization. International Journal of Training and Development, 22(2), 87–106. https://doi.org/10.1111/ijtd.12120 Landis, R. S., Beal, D. J., & Tesluk, P. E. (2000). A comparison of approaches to forming composite measures in structural equation models. Organizational Research Methods, 3(2), 186–207. https://doi.org/10.1177/109442810032003 Lang, F. R., & Carstensen, L. L. (2002). Time counts: future time perspective, goals, and social relationships. Psychology and Aging, 17(1), 125–139. https://doi.org/10.1037//0882-7974.17.1.125 Lee, H. W. (2013). Locus of control, socialization, and organizational identification. Management Decision, 51(5), 1047–1055. https://doi.org/10.1108/MD-11-2012-0814 Lennings, C. J., & Burns, A. M. (1998). Time perspective: Temporal extension, time estimation, and impulsivity. The Journal of Psychology, 132(4), 367–380. https://doi.org/10.1080/00223989809599271 LePine, J. A., & Van Dyne, L. (1998). Predicting voice behavior in work groups. Journal of Applied Psychology, 83(6), 853–868. https://doi.org/10.1037/0021-9010.83.6.853 Lewin, K. (1939). Field theory and experiment in social psychology: Concepts and methods. American Journal of Sociology, 44(6), 868–896. https://doi.org/10.1086/218177 Lewin, K. (1951). Field theory in social science. In D. Cartwright (Ed.), Selected Theoretical Papers. New York: Harpers. Little, T. D., Cunningham, W. A., Shahar, G., & Widaman, K. F. (2002). To parcel or not to parcel: Exploring the question, weighing the merits. Structural Equation Modeling, 9(2), 151–173. https://doi.org/10.1207/S15328007SEM0902_1 Liu, J., Wang, H., Hui, C., & Lee, C. (2012). Psychological ownership: How having control matters. Journal of Management Studies, 49(5), 869–895. https://doi.org/10.1111/j.1467-6486.2011.01028.x Louis, M. R. (1980). Surprise and sense making: What newcomers experience in entering unfamiliar organizational settings. Administrative Science Quarterly, 226–251. https://doi.org/10.2307/2392453 Mayhew, M. G., Ashkanasy, N. M., Bramble, T., & Gardner, J. (2007). A study of the antecedents and consequences of psychological ownership in organizational settings. The Journal of Social Psychology, 147(5), 477–500. https://doi.org/10.3200/SOCP.147.5.477-500 Miller, R. B., & Brickman, S. J. (2004). A model of future-oriented motivation and self-regulation. Educational Psychology Review, 16, 9–33. https://doi.org/10.1023/B:EDPR.0000012343.96370.39 Morrison, E. W. (1993a). Longitudinal study of the effects of information seeking on newcomer socialization. Journal of Applied Psychology, 78(2), 173–183. https://doi.org/10.1037/0021-9010.78.2.173 Morrison, E. W. (1993b). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36(3), 557–589. https://doi.org/10.2307/256592 Morrison, E. W. (2002). Newcomers’ relationships: The role of social network ties during socialization. Academy of Management Journal, 45(6), 1149–1160. https://doi.org/10.2307/3069430 Ng, T. W., & Lucianetti, L. (2018). Are embedded employees active or passive? The roles of learning goal orientation and preferences for wide task boundaries and job mobility in the embeddedness–voice link. Human Resource Management, 57(5), 1251–1269. https://doi.org/10.1002/hrm.21898 O’driscoll, M. P., Pierce, J. L., & Coghlan, A.-M. (2006). The psychology of ownership: Work environment structure, organizational commitment, and citizenship behaviors. Group & Organization Management, 31(3), 388–416. https://doi.org/10.1177/1059601104273066 Pan, X.-F., Qin, Q., & Gao, F. (2014). Psychological ownership, organization-based self-esteem and positive Organizational Behaviors. Chinese Management Studies, 8(1), 127–148. https://doi.org/10.1108/CMS-04-2014-0088 Park, C. H., Song, J. H., Yoon, S. W., & Kim, J. (2013). A missing link: psychological ownership as a mediator between transformational leadership and organizational citizenship behaviour. Human Resource Development International, 16(5), 558–574. https://doi.org/10.1080/13678868.2013.839510 Park, I.-J., & Jung, H. (2015). Relationships among future time perspective, career and organizational commitment, occupational self-efficacy, and turnover intention. Social Behavior and Personality: An International Journal, 43(9), 1547–1561. https://doi.org/10.2224/sbp.2015.43.9.1547 Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856. https://doi.org/10.1177/0149206310363732 Parker, S. K., Williams, H. M., & Turner, N. (2006). Modeling the antecedents of proactive behavior at work. Journal of Applied Psychology, 91(3), 636–652. https://doi.org/10.1037/0021-9010.91.3.636 Peng, H., & Pierce, J. (2015). Job-and organization-based psychological ownership: Relationship and outcomes. Journal of Managerial Psychology, 30(2), 151–168. https://doi.org/10.1108/JMP-07-2012-0201 Pierce, J. L., Kostova, T., & Dirks, K. T. (2001). Toward a theory of psychological ownership in organizations. Academy of Management Review, 26(2), 298–310. https://doi.org/10.2307/259124 Pierce, J. L., Kostova, T., & Dirks, K. T. (2003). The state of psychological ownership: Integrating and extending a century of research. Review of General Psychology, 7(1), 84–107. https://doi.org/10.1037/1089-2680.7.1.84 Pierce, J. L., O’driscoll, M. P., & Coghlan, A.-M. (2004). Work environment structure and psychological ownership: The mediating effects of control. The Journal of Social Psychology, 144(5), 507–534. https://doi.org/10.3200/SOCP.144.5.507-534 Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879 Porath, C. L., & Bateman, T. S. (2006). Self-regulation: From goal orientation to job performance. Journal of Applied Psychology, 91(1), 185–192. https://doi.org/10.1037/0021-9010.91.1.185 Porteous, J. D. (1976). Home: The territorial core. Geographical Review, 383–390. https://doi.org/10.2307/213649 Preacher, K. J., Zyphur, M. J., & Zhang, Z. (2010). A general multilevel SEM framework for assessing multilevel mediation. Psychological Methods, 15(3), 209–233. https://doi.org/10.1037/a0020141 Ramos, H. M., Man, T. W. Y., Mustafa, M., & Ng, Z. Z. (2014). Psychological ownership in small family firms: Family and non-family employees’ work attitudes and behaviours. Journal of Family Business Strategy, 5(3), 300–311. https://doi.org/10.1016/j.jfbs.2014.04.001 Rudolph, C. W., Kooij, D. T., Rauvola, R. S., & Zacher, H. (2018). Occupational future time perspective: A meta‐analysis of antecedents and outcomes. Journal of Organizational Behavior, 39(2), 229–248. https://doi.org/10.1002/job.2264 Rudolph, C. W., Lavigne, K. N., & Zacher, H. (2017). Career adaptability: A meta-analysis of relationships with measures of adaptivity, adapting responses, and adaptation results. Journal of Vocational Behavior, 98, 17–34. https://doi.org/10.1016/j.jvb.2016.09.002 Saks, A. M., Uggerslev, K. L., & Fassina, N. E. (2007). Socialization tactics and newcomer adjustment: A meta-analytic review and test of a model. Journal of Vocational Behavior, 70(3), 413–446. https://doi.org/10.1016/j.jvb.2006.12.004 Shipp, A. J., Edwards, J. R., & Lambert, L. S. (2009). Conceptualization and measurement of temporal focus: The subjective experience of the past, present, and future. Organizational Behavior and Human Decision Processes, 110(1), 1–22. https://doi.org/10.1016/j.obhdp.2009.05.001 Sieger, P., Bernhard, F., & Frey, U. (2011). Affective commitment and job satisfaction among non-family employees: Investigating the roles of justice perceptions and psychological ownership. Journal of Family Business Strategy, 2(2), 78–89. https://doi.org/10.1016/j.jfbs.2011.03.003 Simons, J., Vansteenkiste, M., Lens, W., & Lacante, M. (2004). Placing motivation and future time perspective theory in a temporal perspective. Educational Psychology Review, 16, 121–139. https://doi.org/10.1023/B:EDPR.0000026609.94841.2f Simosi, M. (2012). Disentangling organizational support construct: The role of different sources of support to newcomers’ training transfer and organizational commitment. Personnel Review, 41(3), 301–320. https://doi.org/10.1108/00483481211212959 Sirois, F. M. (2014). Out of sight, out of time? A meta–analytic investigation of procrastination and time perspective. European Journal of Personality, 28(5), 511–520. https://doi.org/10.1002/per.1947 Stephens, K. K., & Dailey, S. L. (2012). Situated organizational identification in newcomers: Impacts of preentry organizational exposure. Management Communication Quarterly, 26(3), 404–422. https://doi.org/10.1177/0893318912440179 Stolarski, M., Zajenkowski, M., Jankowski, K. S., & Szymaniak, K. (2020). Deviation from the balanced time perspective: A systematic review of empirical relationships with psychological variables. Personality and Individual Differences, 156, 109772. https://doi.org/10.1016/j.paid.2019.109772 Strathman, A., Gleicher, F., Boninger, D. S., & Edwards, C. S. (1994). The consideration of future consequences: Weighing immediate and distant outcomes of behavior. Journal of Personality and Social Psychology, 66(4), 742–752. https://doi.org/10.1037/0022-3514.66.4.742 Strauss, K., Griffin, M. A., & Parker, S. K. (2012). Future work selves: how salient hoped-for identities motivate proactive career behaviors. Journal of Applied Psychology, 97(3), 580–598. https://doi.org/10.1037/a0026423 Taormina, R. J. (1994). The organizational socialization inventory. International Journal of Selection and Assessment, 2(3), 133–145. https://doi.org/10.1111/j.1468-2389.1994.tb00134.x Thomas, J. P., Whitman, D. S., & Viswesvaran, C. (2010). Employee proactivity in organizations: A comparative meta‐analysis of emergent proactive constructs. Journal of Occupational and Organizational Psychology, 83(2), 275–300. https://doi.org/10.1348/096317910X502359 Tian, K., & Belk, R. W. (2005). Extended self and possessions in the workplace. Journal of Consumer Research, 32(2), 297–310. https://doi.org/10.1086/432239 Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: does investment in employees pay off? Academy of Management Journal, 40(5), 1089–1121. https://doi.org/10.2307/256928 Van Dyne, L., & LePine, J. A. (1998). Helping and voice extra-role behaviors: Evidence of construct and predictive validity. Academy of Management Journal, 41(1), 108–119. https://doi.org/10.2307/256902 Van Dyne, L., & Pierce, J. L. (2004). Psychological ownership and feelings of possession: Three field studies predicting employee attitudes and organizational citizenship behavior. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(4), 439–459. https://doi.org/10.1002/job.249 Van Maanen, J. E., & Schein, E. H. (1979). Toward a theory of organizational socialization. Research in Organizational Behavior, 1, 209–264. Vandenberghe, C., Landry, G., Bentein, K., Anseel, F., Mignonac, K., & Roussel, P. (2021). A dynamic model of the effects of feedback-seeking behavior and organizational commitment on newcomer turnover. Journal of Management, 47(2), 519–544. https://doi.org/10.1177/0149206319850621 Vandewalle, D., Van Dyne, L., & Kostova, T. (1995). Psychological ownership: An empirical examination of its consequences. Group & Organization Management, 20(2), 210–226. https://doi.org/10.1177/1059601195202008 Wanberg, C. R., & Kammeyer-Mueller, J. D. (2000). Predictors and outcomes of proactivity in the socialization process. Journal of Applied Psychology, 85(3), 373–385. https://doi.org/10.1037//0021-9010.85.3.373 Wang, D., Hom, P. W., & Allen, D. G. (2017). Coping with newcomer “Hangover”: How socialization tactics affect declining job satisfaction during early employment. Journal of Vocational Behavior, 100, 196–210. https://doi.org/10.1016/j.jvb.2017.03.007 Weikamp, J. G., & Göritz, A. S. (2016). Organizational citizenship behaviour and job satisfaction: The impact of occupational future time perspective. Human Relations, 69(11), 2091–2115. https://doi.org/10.1177/0018726716633512 Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 26(2), 179–201. https://doi.org/10.2307/259118 Yarcheski, A., Mahon, N. E., Yarcheski, T. J., & Cannella, B. L. (2004). A meta‐analysis of predictors of positive health practices. Journal of Nursing Scholarship, 36(2), 102–108. https://doi.org/10.1111/j.1547-5069.2004.04021.x Zacher, H. (2013). Older job seekers’ job search intensity: The interplay of proactive personality, age and occupational future time perspective. Ageing & Society, 33(7), 1139–1166. https://doi.org/10.1017/S0144686X12000451 Zacher, H. (2015). Successful aging at work. Work, Aging and Retirement, 1(1), 4–25. https://doi.org/10.1093/workar/wau006 Zacher, H., & de Lange, A. H. (2011). Relations between chronic regulatory focus and future time perspective: Results of a cross-lagged structural equation model. Personality and Individual Differences, 50(8), 1255–1260. https://doi.org/10.1016/j.paid.2011.02.020 Zacher, H., & Frese, M. (2009). Remaining time and opportunities at work: Relationships between age, work characteristics, and occupational future time perspective. Psychology and Aging, 24(2), 487–493. https://doi.org/10.1037/a0015425 Zacher, H., & Frese, M. (2011). Maintaining a focus on opportunities at work: The interplay between age, job complexity, and the use of selection, optimization, and compensation strategies. Journal of Organizational Behavior, 32(2), 291–318. Zacher, H., Heusner, S., Schmitz, M., Zwierzanska, M. M., & Frese, M. (2010). Focus on opportunities as a mediator of the relationships between age, job complexity, and work performance. Journal of Vocational Behavior, 76(3), 374–386. https://doi.org/10.1016/j.jvb.2009.09.001 Zacher, H., & Rudolph, C. W. (2019). Why do we act as old as we feel? The role of occupational future time perspective and core self-evaluations in the relationship between subjective age and job crafting behaviour. European Journal of Work and Organizational Psychology, 28(6), 831–844. https://doi.org/10.1080/1359432X.2019.1677609 Zacher, H., & Rudolph, C. W. (2021). Relationships between psychological contract breach and employee well‐being and career‐related behavior: The role of occupational future time perspective. Journal of Organizational Behavior, 42(1), 84–99. https://doi.org/10.1002/job.2495 Zenger, J., & Folkman, J. (2022, August 31). Quiet Quitting Is About Bad Bosses, Not Bad Employees. Harvard Business Review. https://hbr.org/2022/08/quiet-quitting-is-about-bad-bosses-not-bad-employees Zhu, H., Chen, C. C., Li, X., & Zhou, Y. (2013). From personal relationship to psychological ownership: The importance of manager–owner relationship closeness in family businesses. Management and Organization Review, 9(2), 295–318. https://doi.org/10.1111/more.12001 Zimbardo, P.G., Boyd, J.N. (2015). Putting Time in Perspective: A Valid, Reliable Individual-Differences Metric. In M. Stolarski et al. (Eds.), Time perspective theory; Review, research and application (pp. 17–55). Switzerland: Springer International Publishing. https://doi.org/10.1007/978-3-319-07368-2_2 Zimbardo, P. G., Keough, K. A., & Boyd, J. N. (1997). Present time perspective as a predictor of risky driving. Personality and Individual Differences, 23(6), 1007–1023. https://doi.org/10.1016/S0191-8869(97)00113-X | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/89191 | - |
| dc.description.abstract | 隨著個人職涯發展途徑的選擇增加，當代員工對於要留於同組織中工作的動機不再如傳統工業社會一樣強烈。許多企業的人員流動率提升，而這樣的現象在新進員工上尤其明顯。相比於未順利融入組織的員工，成功適應組織的新進員工應會對未來在同一組織中的生活有更樂觀的期待，並相信自己未來於組織中能夠順利發展。本研究認為，新進員工對於所處組織中的未來時間認知（即組織未來時間觀）不僅會影響該員工於組織中的行為展現，更會影響其能否與組織建立長期穩定的關係。因此，組織未來時間觀是使組織有效發揮既有人力資源之關鍵。
本研究借鑒於心理所有權理論，聚焦於新進員工的組織未來時間觀，並探究影響組織未來時間觀之前因與後果變數。在前因部分，本研究檢驗不同層面的組織社會化策略是如何透過心理所有權的中介歷程，進而對新進員工的組織未來時間觀產生影響；而在後果部分，本研究檢視組織未來時間觀對不同層面之主動行為所產生的獨特影響力。與過去側重於探討職涯層次的未來時間觀研究不同的是，本研究將員工的未來時間觀擴展至組織情境中，並以新進員工作為研究對象，不再局限於中高齡員工。本研究亦將職涯未來時間觀一同納入研究架構中進行比較，將其作為參照構念變數，以檢驗組織未來時間觀之概念獨特性。 本研究以 117 名大學生作為樣本，首先進行組織未來時間觀的內容效度驗證。之後，再透過兩階段的問卷調查，收集到共 319 份的新進員工資料。研究結果顯示：一、組織基礎心理所有權與新進員工組織未來時間觀之間的正向關係會強於工作基礎心理所有權與組織未來時間觀之間的正向關係；二、在組織社會化策略中，僅內容策略會透過組織基礎心理所有權提升新進員工的組織未來時間觀；三、在控制職涯未來時間觀的效果後，組織未來時間觀能夠正向影響新進員工於不同層面之主動行為。基於上述研究結果，本研究提出相關之理論與實務意涵、研究限制之處以及未來的研究方向。 | zh_TW |
| dc.description.abstract | With the increase of occupational choices, people in a modern society may not have a strong motive to spend their all-career life in the same organization as people in a traditional industrial society. This phenomenon is particularly obvious for organizational newcomers. However, newcomers who adapt to their organization successfully usually can have more optimistic expectations on their future organizational life in the same organization than those who do not adapt well. This study proposed that employees’ perception of future time in the organization (that is, organizational future time perspective, ORGFTP) not only influences their behaviors, but also influences their development of long-term relationship with the organization. Thus, ORGFTP is the key for organization managers to effectively utilize existing human resources. Drawing on psychological ownership theory (POT), this study focused on newcomers’ ORGFTP and investigated the antecedents and consequences of ORGFTP. With regard to the antecedents, this study examined how different organizational socialization strategies influenced newcomers’ ORGFTP through the mediation of psychological ownership. With regard to the consequences, this study examined how newcomers’ ORGFTP influenced their different levels of proactive behavior. Different from previous FTP studies focusing on employees’ career span, this study focused on employees’ FTP within their current organizations. Furthermore, instead of focusing on senior employees’ FTP as in most previous studies, this study focused on understanding junior employees’ FTP (i.e., newcomers’ FTP). To prove the conceptual uniqueness of ORGFTP, this study included occupational future time perspective (OFTP) in the same theoretical model so that the effects of these two FTP constructs can be compared with each other. Using a sample of 117 university students, this study first evaluated the content validity of ORGFTP. After that, this study conducted two waves of survey and collected valid data from 319 newcomers. The results revealed that: (1) the positive relationship between organization-based psychological ownership and newcomers’ ORGFTP was stronger than the positive relationship between job-based psychological ownership and newcomers’ ORGFTP; (2) content socialization tactics enhanced newcomers’ ORGFTP through the mediation of organization-based psychological ownership; (3) after controlling the effect of OFTP, ORGFTP was positively related to newcomers’ proactive behaviors. On the basis of these findings, this study proposed relevant theoretical and practical implications and indicated the research limitations and future research directions. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2023-08-30T16:15:55Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2023-08-30T16:15:55Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 誌謝 i
摘要 iii Abstract v 第一章 緒論 1 第二章 文獻回顧 9 第一節 組織未來時間觀 9 第二節 心理所有權概念及其理論觀點 15 第三節 組織社會化策略 21 第四節 理論架構與研究假設 25 第三章 研究方法 38 第一節 樣本與程序 38 第二節 研究構念衡量 40 第三節 資料分析方法 47 第四章 研究結果 50 第一節 相關分析 50 第二節 信度分析與效度分析 52 第三節 理論模型與假設驗證 55 第四節 補充分析 60 第五章 討論與建議 68 第一節 理論貢獻 68 第二節 實務意涵 72 第三節 研究限制 74 第四節 未來研究方向 75 第五節 結論 78 參考文獻 81 附錄 101 附錄一 研究構念之衡量量表 101 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 新進員工 | zh_TW |
| dc.subject | 主動行為 | zh_TW |
| dc.subject | 組織社會化策略 | zh_TW |
| dc.subject | 心理所有權 | zh_TW |
| dc.subject | 組織未來時間觀 | zh_TW |
| dc.subject | organizational socialization tactics | en |
| dc.subject | newcomer | en |
| dc.subject | proactive behavior | en |
| dc.subject | organizational future time perspective | en |
| dc.subject | psychological ownership | en |
| dc.title | 新進員工組織未來時間觀之前因與後果驗證：心理所有權觀點之解釋 | zh_TW |
| dc.title | The Antecedents and Consequences of Newcomers’ Organizational Future Time Perspective: An Explanation from Psychological Ownership Theory | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 111-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 張曼玲;林姿葶 | zh_TW |
| dc.contributor.oralexamcommittee | Man-Ling Chang;Tzu-Ting Lin | en |
| dc.subject.keyword | 組織未來時間觀,心理所有權,組織社會化策略,主動行為,新進員工, | zh_TW |
| dc.subject.keyword | organizational future time perspective,psychological ownership,organizational socialization tactics,proactive behavior,newcomer, | en |
| dc.relation.page | 105 | - |
| dc.identifier.doi | 10.6342/NTU202301536 | - |
| dc.rights.note | 未授權 | - |
| dc.date.accepted | 2023-07-18 | - |
| dc.contributor.author-college | 理學院 | - |
| dc.contributor.author-dept | 心理學系 | - |
| 顯示於系所單位： | 心理學系 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-111-2.pdf 未授權公開取用 | 1.45 MB | Adobe PDF |
系統中的文件，除了特別指名其著作權條款之外，均受到著作權保護，並且保留所有的權利。