請用此 Handle URI 來引用此文件：
http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/18122完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | |
| dc.contributor.author | Han-Tien Lee | en |
| dc.contributor.author | 李函恬 | zh_TW |
| dc.date.accessioned | 2021-06-08T00:51:52Z | - |
| dc.date.copyright | 2015-07-20 | |
| dc.date.issued | 2015 | |
| dc.date.submitted | 2015-06-26 | |
| dc.identifier.citation | 吳宗祐、鄭伯壎(2006)。工作投入、調節他人情緒能力與情緒勞動之交互作用對情緒耗竭的預測效果。中華心理學刊，48(1)，069-087
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/18122 | - |
| dc.description.abstract | 本研究旨在探討主管-部屬交換關係、工作敬業及情緒耗竭三者間之關係，並驗證主管-部屬交換關係透過工作敬業對員工之情緒耗竭的中介效果。
而本研究以「各行業之正職工作者」為研究對象，進行問卷調查，回收111份有效問卷，有效回收率為74％。 資料分析方面，本研究以描述性統計、信度分析、Pearson 相關分析、複迴歸分析以及事後驗證性因素分析進行分析，而結果顯示，主管-部屬交換關係(LMX)對於員工的工作敬業具有顯著正向的影響；主管-部屬交換關係(LMX)對於情緒耗竭則具有顯著負向的影響關係；此外，員工的工作敬業程度對其情緒耗竭程度有顯著負向的影響，且員工的工作敬業程度對於主管-部屬交換關係(LMX)與其情緒耗竭之間，具有完全中介的影響效果。 最後，依據研究結論對管理實務界提出相關建議，例如：領導者(主管)應可能地與每位部屬發展出高品質的交換關係，以及領導者除應與每位部屬培養良好交換關係外，同時必須確實驅動出員工由內在自主而生的工作敬業熱忱，產生高度工作投入，才能真正有效減緩員工情緒耗竭、工作倦怠之程度。 另外，本研究也提出理論及實證上的相關建議，以供後續研究學者參考。 | zh_TW |
| dc.description.abstract | The study is to explore the relationships among Leader-Member Exchange (LMX) ,work engagement, and emotional exhaustion and to verify the mediating effect of work engagement between Leader-Member Exchange (LMX) and emotional exhaustion of employees.
This study collected data based on “the full-time staffs of every industry in Taiwan” and there are 111 subjects from each organization, with 74% valid returned ratio. The statistical methods of description statistics, reliability analysis, Pearson correlation, multiple regression analysis, and confirmatory factor analysis were used in the study. The results of the study show that LMX has significant positive effects on work engagement of employee. LMX has negative effects on emotional exhaustion. Work engagement of employee has negative effects on emotional exhaustion. Work engagement of employee has the full mediating effect between LMX and emotional exhaustion. Based on these results of the study, this study proposed some practical suggestions, such as Leaders should develop LMX in high quality with each member. In addition, in terms of good leadership, leaders should not only develop LMX in high quality with each member but also indeed drive their members to generate work engagement and enthusiasm from their mind and also generate high work involvement to reduce the level of emotional exhaustion and job burnout. On the other hand, this study also proposed some empirical and theoretical suggestions to offer reference resources to researchers in the future. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-08T00:51:52Z (GMT). No. of bitstreams: 1 ntu-104-R02741023-1.pdf: 1078401 bytes, checksum: a16810ade48c6fbcdb8f21793e3165bd (MD5) Previous issue date: 2015 | en |
| dc.description.tableofcontents | 目錄
口試委員會審定書..................................................... i 致謝............................................................. .............ii 中文摘要.............................................................iii 英文摘要.......................................................... .. iv 第一章 緒論..........................................................1 第一節 研究背景與動機............................................1 第二節 研究目的..................................................3 第三節 研究流程..................................................4 第二章 文獻探討......................................................5 第一節 主管與部屬交換關係理論....................................5 第二節 工作敬業.................................................11 第三節 情緒耗竭.................................................18 第四節 變項間之相關研究.........................................22 第三章 研究方法.....................................................26 第一節 研究架構與假設..........................................26 第二節 研究變項的操作性定義....................................27 第三節 研究方法................................................29 第四節 資料分析方法............................................31 第四章 資料分析與結果...............................................32 第一節 描述性統計分析..........................................32 第二節 信度與效度分析..........................................35 第三節 各研究變項之相關分析....................................36 第四節 各研究變項之簡單線性迴歸分析............................37 第五節 工作敬業之中介效果......................................40 ii 第五章 結論與建議...................................................44 第一節 研究結論................................................44 第二節 研究建議與管理意涵......................................46 第三節 研究限制................................................48 第四節 後續研究之建議..........................................49 參考文獻............................................................50 附錄.............................................................59 | |
| dc.language.iso | zh-TW | |
| dc.title | 主管與部屬交換關係對員工情緒耗竭之影響：以工作敬業為中介變項 | zh_TW |
| dc.title | The Effects of Leader-Member Exchange on Employee’s Emotional Exhaustion: Work Engagement as a Mediator | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 103-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 梁欣光,陳淑貞 | |
| dc.subject.keyword | 主管-部屬交換關係,工作敬業,情緒耗竭,工作倦怠,完全中介, | zh_TW |
| dc.subject.keyword | Leader-Member Exchange (LMX), Work Engagement, Emotional Exhaustion, Job Burnout, Full Mediating Effect, | en |
| dc.relation.page | 63 | |
| dc.rights.note | 未授權 | |
| dc.date.accepted | 2015-06-27 | |
| 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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