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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 吳英璋(En-Chang Wu) | |
dc.contributor.author | Chia-Chi Chang | en |
dc.contributor.author | 張家齊 | zh_TW |
dc.date.accessioned | 2021-05-17T09:17:19Z | - |
dc.date.available | 2013-07-30 | |
dc.date.available | 2021-05-17T09:17:19Z | - |
dc.date.copyright | 2012-07-30 | |
dc.date.issued | 2012 | |
dc.date.submitted | 2012-07-26 | |
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/6745 | - |
dc.description.abstract | 本研究回顧Lazarus與Folkman(1984)提出之壓力—因應模式與三個工作壓力相關模式(人與環境契合模式、要求-控制模式、付出-回饋失衡模式),探討各模式的基本概念與著重之主題,並試著整合這些模式,以整合性之理念架構,企圖較完整分析工作者工作中壓力經驗。本研究以個案研究的方式蒐集深度訪談資料,探討高科技產業工作者(研發工程師、人資工作者)所面對的工作壓力源,並以內容分析法為資料整理依據,檢驗工作壓力源是否能夠對應本研究提出之不契合狀態,並以Wheaton(1996)的壓力源理論中之持續程度與來源層次的概念進行不契合狀態之分析,更進一步標定出需求內容之類型。由十位工作者的資料中,利用本研究之理念架構不僅能夠了解工作壓力源之不契合狀態類型,提供不契合狀態之持續程度與來源層次的訊息,亦呈現個體需求-工作環境供給不契合中需求之內容類型,更進一步從組織、部門或性別的資料相互比較,了解各種差異可能的影響來源。就本研究之個案分析整理結果進行討論,不契合類型差異受到部門差異之影響,而生活事件、日常瑣事與慢性壓力源的差異則可能來自於組織差異,來源層次亦受組織差異影響明顯,而金錢需求未被工作環境供給滿足之不契合有明顯的性別差異,工作控制需求未被工作環境供給滿足之不契合則呈現部門差異。 | zh_TW |
dc.description.abstract | Present study reciewed the Stress-Coping Model proposed by Lazarus and Folkman(1984)and three job stress models (Person-Environment Fit Theory, Demand-Control Model and Effort-Reward Imbalance Model), and developed an integrated model to understand the stress experience of workers more thoroughly.
Present study adopted case study research method, and performed focus interviews to collect indepth data of the job stressors from 10 personnels in high-technology industry. Following the principle of content analysis, we examined if the integrated model could conceptilize those job stressors. Furthermore, we analyzed the continuity and impact of range of those job stressors by Wheaton’s stressor theory, and also classified the job stressors into different need content categories. According to the analysis of indepth data, the integrated model could manifest many features of the job stressors, including the misfit type, the continuity, and the source of the job stressors. Besides, we could infer the source of difference of job stressor by comparing the data from different organizations, departments or gender. | en |
dc.description.provenance | Made available in DSpace on 2021-05-17T09:17:19Z (GMT). No. of bitstreams: 1 ntu-101-R98227204-1.pdf: 1457010 bytes, checksum: 41293197ddfd15f00f553da54581ccd0 (MD5) Previous issue date: 2012 | en |
dc.description.tableofcontents | 第一章 緒論 1
第一節 Lazarus和Folkman之壓力-因應模式 1 第二節 工作壓力理論模式 4 第三節 整合壓力-因應模式以及人與環境契合模式 12 第四節 研究目的與問題 17 第二章 研究方法 19 第一節 個案研究法 19 第二節 研究對象 19 第三節 資料蒐集方法 21 第四節 資料整理與分析 23 第三章 研究結果 27 第一節 組織A之工作者的工作壓力源分析 27 第二節 組織B之工作者的工作壓力源分析 65 第三節 組織C之工作者的工作壓力源分析 85 第四節 組織D、組織E與組織F之研發工作者的工作壓力源分析 109 第四章 討論 137 第一節 研究結果對整合性人與環境理念架構之回饋 137 第二節 高科技產業研究發展部門工作者所面對之工作相關壓力源之 討論 138 第五章 研究貢獻、限制與未來方向 141 第一節 研究貢獻 141 第二節 研究限制 142 第三節 未來研究方向 143 第六章 參考文獻 145 附錄 一、簡易工作經驗與工作狀態問卷 150 二、研究參與同意書 153 | |
dc.language.iso | zh-TW | |
dc.title | 以整合性之人與環境契合理念架構分析工作相關壓力源:以高科技產業工作者為對象 | zh_TW |
dc.title | Analyzing Work-Related Stressors by Integrated Person-Environment Fit Model: Taking Personnels in High-Technology Industry as Example | en |
dc.type | Thesis | |
dc.date.schoolyear | 100-2 | |
dc.description.degree | 碩士 | |
dc.contributor.coadvisor | 莊仲仁(Chong-Jen Chuang) | |
dc.contributor.oralexamcommittee | 郭建志(Chien-Chi Kuo),吳宗祐(Tsung-Yu Wu) | |
dc.subject.keyword | 工作壓力源,壓力-因應模式,人與環境契合模式,要求-控制模式,付出-回饋失衡模式,個案研究, | zh_TW |
dc.subject.keyword | job stressor,stress-coping model,Person-Environment Fit Theory,Demand-Control Model,Effort-Reward Imbalance Model,case study, | en |
dc.relation.page | 153 | |
dc.rights.note | 同意授權(全球公開) | |
dc.date.accepted | 2012-07-26 | |
dc.contributor.author-college | 理學院 | zh_TW |
dc.contributor.author-dept | 心理學研究所 | zh_TW |
顯示於系所單位: | 心理學系 |
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