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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陸洛(Luo Lu) | |
| dc.contributor.author | Wan-Yu Wu | en |
| dc.contributor.author | 吳婉瑜 | zh_TW |
| dc.date.accessioned | 2021-06-17T00:40:24Z | - |
| dc.date.available | 2013-02-16 | |
| dc.date.copyright | 2012-02-16 | |
| dc.date.issued | 2011 | |
| dc.date.submitted | 2012-01-18 | |
| dc.identifier.citation | 中文文獻
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/66522 | - |
| dc.description.abstract | 本研究從職場心理學的觀點出發，主要在探討員工幸福感對工作績效的影響，再以知覺組織支持為前置變項，了解其與幸福感的關聯。此外，考慮個人工作態度的不同，本研究選擇「工作滿意」與「組織承諾」做為調節變項，進一步檢視此二變項對「幸福感－工作績效」關係的調節效果。
研究對象以台灣地區各縣市、不同組織的全職工作者為樣本，引用合適的量表進行問卷施測，總計共回收598份有效問卷。 透過階層迴歸分析，研究結果顯示員工的「幸福感」與「工作績效」有顯著的正相關，員工的「知覺組織支持」亦與其「幸福感」有顯著正相關；「工作滿意」與「組織承諾」等兩項工作態度則在「幸福感—工作績效」的關係中有調節效果存在。 在管理實務上，建議企業在追求績效的同時，也需關注員工的幸福感。透過制度的訂定或其他福利活動設計，營造組織支持的氛圍，設法增加員工的幸福感，便可進一步提升工作績效的表現，達成員工心理滿足與組織利益的雙贏。此外，設法增進員工的工作滿意度與組織承諾，亦可增強幸福感與工作績效表現之間的關聯。 | zh_TW |
| dc.description.abstract | Based on the concept of occupational health psychology, the purpose of this study is to explore the relationships between “well-being and job performance”, “perceived organizational support and well-being”. In addition, considering individual differences in work attitudes, “job satisfaction” and “organizational commitment” are also selected and examined as possible moderating factors. With structured questionnaire, a diverse sample of 598 full-time employees from various organizations in Taiwan was collected.
Hierarchical regression analysis shows that “well-being” has positive effect on “job performance”, and “perceived organizational support” has also positive influence on “well-being”. Moreover, “job satisfaction” and “organizational commitment” both moderate the relationship between well-being and job performance. Consequently, to put the findings into managerial practices, we suggest that it is important for enterprises to pay close attention to employee well-being, as well as job performance. By means of designing appropriate welfare systems or group activities in organizations to enhance employees’ perception of organizational support, employee well-being, and moreover, their job performance, would be improved as well. The results benefit both individuals and enterprises. Besides, to positively increase the degree of job satisfaction and organizational commitment would reinforce the relationship between well-being and job performance. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T00:40:24Z (GMT). No. of bitstreams: 1 ntu-100-R98741002-1.pdf: 708287 bytes, checksum: 7dce4646acde85c634e238186327b143 (MD5) Previous issue date: 2011 | en |
| dc.description.tableofcontents | 第一章 緒論 1
第一節 研究動機與背景 1 第二節 研究目的 4 第二章 文獻回顧 5 第一節 職場健康管理 5 第二節 幸福感 7 一、幸福感的意涵 7 二、幸福感的相關理論 8 三、中華文化的幸福感內涵 9 四、影響幸福感的因素 10 第三節 工作績效 13 一、工作績效的定義 13 二、工作績效的衡量 14 三、工作績效的重要性 14 第四節 幸福感與工作績效的關係 16 第五節 知覺組織支持與幸福感、工作績效的關係 18 一、知覺組織支持的定義與相關理論 18 二、知覺組織支持與幸福感的關係 19 三、知覺組織支持與工作績效的關係 20 第六節 工作態度與工作績效的關係 22 一、工作滿意 22 二、組織承諾 26 第三章 研究方法 30 第一節 研究架構與假設 30 一、研究架構 30 二、研究假設 31 第二節 研究樣本 31 第三節 研究工具 32 一、幸福感的測量 32 二、工作績效的測量 32 三、知覺組織支持的測量 33 四、工作滿意的測量 33 五、組織承諾的測量 33 六、人口學變項 34 第四節 資料分析 35 一、描述性統計分析 35 二、信度分析 35 三、相關分析 35 四、階層迴歸分析 35 第四章 研究結果與分析 36 第一節 樣本描述 36 第二節 主要變項之描述性統計分析 38 第三節 變項間之相關分析 39 一、人口學背景變項之相關 39 二、人口學背景變項與主要變項之相關 40 三、主要變項之相關 41 第四節 階層式迴歸分析 43 一、預測工作績效 44 二、預測幸福感 44 三、幸福感之中介效果 44 四、工作滿意之調節效果 46 五、組織承諾之調節效果 47 第五節 補充性分析 50 一、共同方法變異 50 二、職位的二階調節效果 51 第五章 結論與建議 53 第一節 研究結果討論 53 一、幸福感與工作績效之主要效果 54 二、幸福感與「知覺組織支持－工作績效」之中介效果 55 三、工作態度之調節效果 56 第二節 管理意涵 58 第三節 研究限制與建議 62 一、研究工具與對象的限制 62 二、自評的誤差 63 三、橫斷面研究的限制 63 參考文獻 64 中文文獻 64 英文文獻 65 附錄：問卷 74 | |
| dc.language.iso | zh-TW | |
| dc.subject | 組織承諾 | zh_TW |
| dc.subject | 幸福感 | zh_TW |
| dc.subject | 工作績效 | zh_TW |
| dc.subject | 知覺組織支持 | zh_TW |
| dc.subject | 工作滿意 | zh_TW |
| dc.subject | 工作態度 | zh_TW |
| dc.subject | work attitude | en |
| dc.subject | job performance | en |
| dc.subject | well-being | en |
| dc.subject | perceived organizational support | en |
| dc.subject | job satisfaction | en |
| dc.subject | organizational commitment | en |
| dc.title | 知覺組織支持、幸福感與工作績效之關聯－以工作態度為調節變項 | zh_TW |
| dc.title | The Relationship between Perceived Organizational Support, Well-Being and Job Performance: Work Attitudes as moderators | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 100-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 高旭繁,吳欣蓓 | |
| dc.subject.keyword | 幸福感,工作績效,知覺組織支持,工作滿意,組織承諾,工作態度, | zh_TW |
| dc.subject.keyword | well-being,job performance,perceived organizational support,job satisfaction,organizational commitment,work attitude, | en |
| dc.relation.page | 76 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2012-01-19 | |
| 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 | |
文件中的檔案：
| 檔案 | 大小 | 格式 | |
|---|---|---|---|
| ntu-100-1.pdf 未授權公開取用 | 691.69 kB | 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。