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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陸洛 | |
| dc.contributor.author | Chu-Yun Huang | en |
| dc.contributor.author | 黃楚芸 | zh_TW |
| dc.date.accessioned | 2021-06-15T12:55:27Z | - |
| dc.date.available | 2018-07-26 | |
| dc.date.copyright | 2016-07-26 | |
| dc.date.issued | 2016 | |
| dc.date.submitted | 2016-07-17 | |
| dc.identifier.citation | 中文文獻
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/50737 | - |
| dc.description.abstract | 本研究以工作資源與工作後果(工作滿意、離職意圖、工作績效)的關聯以及，知覺組織支持及工作價值觀對主效果的調節角色。台灣地區全職工作者為樣本，進行結構問卷施測，共回收506份有限問卷。透過階層是迴歸分析，研究結果發現：工作資源與工作滿意度與工作績效有顯著的正項關聯、與離職意圖有顯著負向關聯。而知覺組織支持能強化工作資源對工作績效的影，內在工作價值觀(發揮能力、人際滿足)能強化工作主性與工作績效的影響。據此，研究者建議企業應致力於提供工作資源，能對工作後果產生正面影響；並透過加強知覺組織支持，及甄選高內在工作價值觀的員工，強化工作資源對工作績效的影響 | zh_TW |
| dc.description.provenance | Made available in DSpace on 2021-06-15T12:55:27Z (GMT). No. of bitstreams: 1 ntu-105-R03741042-1.pdf: 5908761 bytes, checksum: d998a9f3c492096001411ea689e251d1 (MD5) Previous issue date: 2016 | en |
| dc.description.tableofcontents | 誌謝……………………………………………………………………………………...i
中文摘要………………………………………………………………………………..ii 英文摘要………………………………………………………………………………..iii 目錄……………………………………………………………………………………..iv 表目錄…………………………………………………………………………………...v 圖目錄………………………………………………………………………………….vii 第一章 緒論…………………………………………………………………………...1 第一節 研究背景與動機……………………………………………………...…1 第二節 研究目的………………………………………………………………...4 第二章 文獻回顧………………………………………………………………...........5 第一節 工作資源之相關研究…………………………………………………...5 第二節 工作資源與工作後果…………………………………………………...9 第三節 工作價值觀相關研究………………………………………………….14 第四節 工作資源與工作價值觀的關聯……………………………………….16 第五節 知覺組織支持相關研究……………………………………………….18 第六章 知覺組織支持與工作價值觀的關聯………………………………….20 第三章 研究方法……………………………………………………………….........23 第一節 研究架構與研究假設………………………………………………….23 第二節 研究對象……………………………………………………………….26 第三節 研究工具……………………………………………………………….27 第四節 資料分析……………………………………………………………….31 第四章 研究結果……………………………………………………………….........32 第一節 樣本描述……………………………………………………………….32 第二節 主要變項之描述性統計……………………………………………….34 第三節 變項間之相關分析…………………………………………………….36 第四節 階層式迴歸分析……………………………………………………….43 第五章討論與建議……………………………………………………………….........87 第一節 研究結果彙整與討論………………………………………………….87 第二節 管理意涵……………………………………………………………….95 第三節 研究限制與未來研究方向………………………………………….....98 第四節 結論……………………………………………………………….......100 參考文獻……………………………………………………………….......................101 附錄一………………………………………………………………………………...111 | |
| dc.language.iso | zh-TW | |
| dc.subject | 離職意圖 | zh_TW |
| dc.subject | 工作資源 | zh_TW |
| dc.subject | 工作滿意 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 知覺組織支持 | zh_TW |
| dc.subject | 工作價值觀 | zh_TW |
| dc.subject | 工作資源 | zh_TW |
| dc.subject | 工作滿意 | zh_TW |
| dc.subject | 離職意圖 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 知覺組織支持 | zh_TW |
| dc.subject | 工作價值觀 | zh_TW |
| dc.subject | Job resources | en |
| dc.subject | Work value | en |
| dc.subject | Job resources | en |
| dc.subject | Job satisfaction | en |
| dc.subject | Turnover intention | en |
| dc.subject | Work performance | en |
| dc.subject | Perceived organizational support | en |
| dc.subject | Work value | en |
| dc.subject | Job satisfaction | en |
| dc.subject | Turnover intention | en |
| dc.subject | Work performance | en |
| dc.subject | Perceived organizational support | en |
| dc.title | 工作資源與工作後果之關聯
－以知覺組織支持與工作價值觀為調節變項 | zh_TW |
| dc.title | The Relationships between Job Resources and Job Outcomes:
Perceived Organizational Support and Work Values as Moderators | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 104-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 張婷婷,吳欣蓓 | |
| dc.subject.keyword | 工作資源,工作滿意,離職意圖,工作績效,知覺組織支持,工作價值觀, | zh_TW |
| dc.subject.keyword | Job resources,Job satisfaction,Turnover intention,Work performance,Perceived organizational support,Work value, | en |
| dc.relation.page | 114 | |
| dc.identifier.doi | 10.6342/NTU201600908 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2016-07-17 | |
| 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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| ntu-105-1.pdf 未授權公開取用 | 5.77 MB | Adobe PDF |
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