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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | zh_TW |
| dc.contributor.advisor | Shu-Cheng Steve Chi | en |
| dc.contributor.author | 蔡明潔 | zh_TW |
| dc.contributor.author | Ming-Jie Tsai | en |
| dc.date.accessioned | 2024-08-06T16:25:51Z | - |
| dc.date.available | 2024-08-08 | - |
| dc.date.copyright | 2024-08-06 | - |
| dc.date.issued | 2024 | - |
| dc.date.submitted | 2024-07-29 | - |
| dc.identifier.citation | Abrams, D., & Hogg, M. A. (1988). Comments on the motivational status of self‐esteem in social identity and intergroup discrimination. European Journal of Social Psychology, 18(4), 317-334.
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An empirical study on the impact of peer effects on Chinese seniors' intention to purchase travel insurance, Tourism Management Perspectives, 38(7), 100809. https://doi.org/10.1016/j.tmp.2021.100809 Yao, L., Ayub, A., Ishaq, M., Arif, S., Fatima, T., & Sohail, H. M. (2022). Workplace ostracism and employee silence in service organizations: The moderating role of negative reciprocity beliefs. International Journal of Manpower, 43(6), 1378-1404. | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/93632 | - |
| dc.description.abstract | 本研究旨在建構員工適應組織價值觀的整體歷程，研究一希望瞭解影響員工適應組織價值觀的前因，研究二則提出員工不適應組織價值觀所可能導致的結果。本研究採用Hewlin (2003)所提出的假性從眾概念(facades of conformity)進行，探討組織內的員工為了適應組織價值觀，可能會因為規範從眾而與自己的價值觀產生衝突，而感到有壓力。本研究研究一之模型一以自我決定理論推論員工對組織的自主、勝任和關係需求滿足，會正向影響自我決定程度，進而減少假性從眾。模型二推論員工對組織的自主、勝任和關係需求挫折，會負向影響自我決定程度，進而增加假性從眾。研究二以社會認定理論推論員工的假性從眾可能會對組織認同產生負向影響，並進而增加員工的沉默行為。此外，本研究提出組織可透過實行結構性賦權，緩和員工假性從眾對組織認同的負向影響，並進而減少其沉默行為。
本研究一和二皆採用問卷調查法，分兩階段發放問卷。本研究先檢驗各主要研究變數之信效度，再以單階層結構方程模型和拔靴法(bootstrapping)檢驗研究一和二的假設推論。研究一結果顯示，員工的自主和勝任需求滿足，可以透過增加自我決定，負向影響假性從眾；關係需求滿足則無法透過增加自我決定，負向影響假性從眾。員工的自主和勝任需求挫折，可以透過減少自我決定，正向影響假性從眾；關係需求挫折則無法透過減少自我決定，正向影響假性從眾。研究二結果顯示員工假性從眾可以透過減少組織認同，進而增加沉默行為，而結構性機會賦權可以緩和假性從眾對組織認同的負向影響，進而減少沉默行為。結果部分支持本研究之假說，最後以此結果提出理論和實務意涵。 | zh_TW |
| dc.description.abstract | This study aimed to construct the process of employees adapting to organizational values. When new employees enter an organization, they begin to follow the organizational social norms and values to adapt into their roles. During the adaptation process, employees often conform to organizational norms as a guide, even if these norms conflict with their personal values and behaviors. This internal conflict shapes employees’ perception of conformity pressure, Hewlit (2003) conceptualized this concept as “facades of conformity.” This study used facades of conformity to explore how employees adapting their organizational values in study 1, and what might happen to their attitudes and behaviors if they couldn’t adapt their organizational values in study 2? Study 1 used self-determination theory to examine the antecedents of employees’ facades of conformity. We proposed employees’ autonomy, competence, relatedness satisfaction to their organizations could foster self-determination and further decrease facades of conformity. Employees’ autonomy, competence, relatedness frustration to their organizations could decrease self-determination and further increase facades of conformity. Study 2 used social identity theory to examine the consequences of employees’ facades of conformity. We proposed employees’ facades of conformity could negatively affect their organizational identification and further increase their silence behavior. Structural empowerment practices could mitigate the negative relationship between facades of conformity and organizational identification, further decrease their silence behavior.
We used a two-time research design for each study. In study 1, we found employees’ autonomy and competence satisfaction could decrease facades of conformity via their self-determination. Employees’ autonomy and competence frustration could increase facades of conformity via their self-determination. Employees’ relatedness satisfaction and frustration were non-significant. In study 2, we found employees’ facades of conformity could affect silence behavior via their organizational identification. Structural opportunity empowerment practice could mitigate the negative relationship between facades of conformity and organizational identification, further decrease their silence behavior. Finally, we discuss theoretical and managerial implications of our results and findings. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2024-08-06T16:25:50Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2024-08-06T16:25:51Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 口試委員審定書 i
致謝 ii 中文摘要 iii 英文摘要 iv 圖次 viii 表次 viii 第一章 緒論 1 1.1 研究背景 1 1.2 研究動機和問題 3 1.3 文獻缺口 4 1.4 預期研究貢獻 7 第二章 文獻回顧與假說推導 9 2.1 研究一文獻回顧與假說推導 9 2.1.1假性從眾的定義 9 2.1.2 以自我決定理論解釋假性從眾 10 2.1.3 Deci 和 Ryan (2000)的基本心理需求理論 12 2.1.4 心理需求滿足與假性從眾之關係：自我決定為中介變數 15 2.1.5 心理需求挫折與假性從眾之關係：自我決定為中介變數 16 2.2 研究二文獻回顧與假說推導 18 2.2.1 員工假性從眾與沉默行為的關係 18 2.2.2 組織認同的中介效果 20 2.2.3 結構性賦權的調節角色 23 2.2.4 結構性賦權對假性從眾和組織認同間關係的調節效果 24 2.2.5 結構性賦權的調節中介效果 25 第三章 研究方法 27 3.1 研究一研究方法 27 3.1.1樣本與程序 27 3.1.2 變數衡量 28 3.2研究二研究方法 29 3.2.1樣本與程序 29 3.2.2 變數衡量 30 第四章 資料分析與結果 32 4.1 研究一資料分析與結果 32 4.1.1信效度分析 32 4.1.2相關分析 34 4.1.3假設驗證 36 4.1.4小結 38 4.2 研究二資料分析與結果 39 4.2.1信、效度分析 39 4.2.2相關分析 40 4.2.3假說驗證 42 4.2.4調節假說驗證 43 4.2.5調節中介假說驗證 45 4.2.6小結 47 第五章 結論與建議 48 5.1 研究結論與發現 48 5.2 理論意涵 49 5.3 實務意涵 50 5.4 研究限制和建議 52 參考文獻 55 附錄 71 研究一量表 71 研究二量表 75 圖2-1 自我決定理論之激勵連續域 12 圖2-2 研究一之模型一架構圖 17 圖2-3 研究一之模型二架構圖 18 圖2-4 研究二架構圖 26 圖4-1 結構性機會賦權對假性從眾與組織認同間關係的調節效果 45 圖4-2 結構性機會賦權調節假性從眾、組織認同和沉默行為的間接關係 46 表4-1 研究一驗證性因素分析結果 33 表4-2 研究一變數之信度、組合信度(CR)和平均變異萃取量(AVE)係數 34 表4-3 研究一敘述性統計、相關係數和Cronbach’s α信度係數 35 表4-4 研究一之模型一結構方程模型分析結果 36 表4-5 研究一之模型一中介效果檢定結果 37 表4-6 研究一模型二結構方程模型分析結果 38 表4-7 研究一之模型二中介效果檢定結果 38 表4-8 研究二之驗證性因素分析結果 39 表4-9 研究二主要變數之信、效度係數 40 表4-10 研究二敘述性統計、相關係數和Cronbach’s α信度係數 41 表4-11 單層次結構方程模型分析結果 42 表4-12 組織認同中介效果檢定結果 42 表4-13 研究二之調節效果分析 43 表4-14 研究二結構性機會賦權之調節效果分析 44 表4-15 組織認同被結構性機會賦權調節的中介效果 46 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 假性從眾 | zh_TW |
| dc.subject | 自我決定理論 | zh_TW |
| dc.subject | 社會認定理論 | zh_TW |
| dc.subject | 組織認同 | zh_TW |
| dc.subject | 沉默行為 | zh_TW |
| dc.subject | social identity theory | en |
| dc.subject | facades of conformity | en |
| dc.subject | self-determination theory | en |
| dc.subject | organizational identification | en |
| dc.subject | silence behavior | en |
| dc.title | 員工假性從眾的前因與後果之實證研究：自我決定理論與社會認定理論的觀點 | zh_TW |
| dc.title | Empirical Study on the Antecedents and Consequences of Employees’ Facades of Conformity: Self-Determination Theory and Social Identity Theory Perspectives | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 112-2 | - |
| dc.description.degree | 博士 | - |
| dc.contributor.oralexamcommittee | 黃家齊;許碧芬;羅新興;陳淑貞 | zh_TW |
| dc.contributor.oralexamcommittee | Jia-Chi Huang;Bi-Fen Hsu;Hsin-Hsin Lo;Shu-Chen Chen | en |
| dc.subject.keyword | 假性從眾,自我決定理論,社會認定理論,組織認同,沉默行為, | zh_TW |
| dc.subject.keyword | facades of conformity,self-determination theory,social identity theory,organizational identification,silence behavior, | en |
| dc.relation.page | 77 | - |
| dc.identifier.doi | 10.6342/NTU202402404 | - |
| dc.rights.note | 未授權 | - |
| dc.date.accepted | 2024-07-30 | - |
| dc.contributor.author-college | 管理學院 | - |
| dc.contributor.author-dept | 商學研究所 | - |
| 顯示於系所單位： | 商學研究所 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-112-2.pdf 未授權公開取用 | 1.28 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。