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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鄭伯壎,吳宗祐 | |
| dc.contributor.author | Yeh-Guan Chou | en |
| dc.contributor.author | 周葉冠 | zh_TW |
| dc.date.accessioned | 2021-06-17T02:14:48Z | - |
| dc.date.available | 2023-01-04 | |
| dc.date.copyright | 2018-01-04 | |
| dc.date.issued | 2017 | |
| dc.date.submitted | 2017-11-06 | |
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(1994). Dimensional assessment of chronic fatigue syndrome. Journal of Psychosomatic Research, 38, 383-392. Wasti, S. A. (2005). Commitment profiles: Combinations of organizational commitment forms and job outcomes. Journal of Vocational Behavior, 67, 290-308. | |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/68208 | - |
| dc.description.abstract | 過往文獻探討離職意向的前因，較少討論人際行為的影響，且影響效果並不穩定，本研究探討同事正負向人際行為對員工離職意向的影響，針對同事正負向人際行為，研究中同時納入正向行為（公民行為）與負向行為（偏差行為）。本研究同時也探討員工對同事去留的預期（即將離職或長期留任）在同事正負向人際行為之影響中扮演的調節角色；具體而言，本研究採用工作要求－模型為基礎，以心理耗損與工作投入作為同事正負向行為的中介，驗證同事正負向行為的影響歷程。研究一使用問卷調查法，採用職場員工樣本，回收224筆資料。研究二使用情境操弄法，採用大學生樣本，回收124筆資料。結果顯示：同事正負向人際行為對員工離職意向影響，視同事去留而有所不同，同事正負向人際行為與去留的交互作用會透過員工心理耗損的中介，對離職意向產生正向的預測效果，但不會透過員工工作投入，對離職意向產生負向的預測效果。最後本文對研究結果進行討論並提出未來研究方向，理論與實務上的意涵。 | zh_TW |
| dc.description.abstract | Past research on the effect of coworker’s interpersonal citizenship behavior (ICB) on employee’s turnover intention (TI) has yielded inconsistent results and ignored the fact that coworkers also exhibit interpersonal deviant behavior (IDB). The current study addresses this research gap by examining the effects of coworkers’ ICB and IDB on employee’s TI, and the moderating effect of perceived coworker’s intent to leave or stay on this relationship. Based on the Job Demands-Resources Model (JD-R model), the current model proposes that psychological strain (PS) and work engagement (WE) mediate the effect of coworker’s ICB and IDB on employee’s TI. Study 1 was conducted on a sample of 224 full-time employees, and Study 2 on a sample of 124 college students. Results showed that perceived coworker’s intent to leave or stay significantly moderated the effect of coworker’s ICB and IDB on employee’s TI. Employee’s PS mediated the interactive effect between coworker’s ICB and IDB, and perceived coworker’s intent to leave or stay on employee’s TI. Employee’s WE did not have significant mediation effects. This study extends the turnover literature by exploring this phenomenon from an interpersonal perspective, and by examining the mediation processes linking coworker’s behavior to TI. Based on the above findings, limitations and suggestions for future research are discussed. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T02:14:48Z (GMT). No. of bitstreams: 1 ntu-106-R03227122-1.pdf: 1774838 bytes, checksum: ad16eca410927e3ed63a97fb6129f476 (MD5) Previous issue date: 2017 | en |
| dc.description.tableofcontents | 研究一……………………………………………………………………...1
第一章 緒論………………………………………………………………….1 第二章 文獻回顧……………………………………………………………….5 第一節 離職界定……………………………………………………...5 第二節 離職發展脈絡…………………………………………………...6 第三節 人際公民行為與人際偏差行為………………………………….…..9 第四節 理論觀點：工作要求－資源模型………………………………….11 第五節 對同事去留的預期之調節作用…………………………………….16 第六節 研究架構…………………………………………………………….18 第三章 研究方法……………………………………………………...19 第一節 程序與對象………………………………………………………….19 第二節 研究量表…………………………………………………………….20 第四章 結果與討論……………………………………………...25 第一節 驗證性因素分析…………………………………………………….25 第二節 各研究變項之相關分析…………………………………………….26 第三節 迴歸分析…………………………………………………………….28 第四節 研究一討論………………………………………………………….31 研究二……………………………………………………………………..34 第一章 前言與目的…………………………………………………34 第二章 研究假設與架構圖………………………………………………………….35 第一節 研究假設…………………………………………………………….35 第二節 研究架構…………………………………………………………….37 第三章 研究方法………………………………………….....38 第一節 程序與對象……………………………………………………….38 第二節 研究量表………………………………………………………….39 第四章 結果與討論………………………………………………………………….42 第一節 驗證性因素分析………………………………………………….42 第二節 各研究變項之相關分析………………………………………….43 第三節 迴歸分析………………………………………………………….45 第四節 中介效果驗證……………………………………………….……47 第五節 中介式調節效果驗證……………………………………….……48 第六節 研究二討論……………………………………………….…50 第五章 綜合討論..…………………………………………………………..52 第一節 結果討論…………………………………………………………….52 第二節 研究限制…………………………………………………………….56 第三節 未來研究方向……………………………………………………….58 第四節 實務意涵…………………………………………………………….59 第五節 結論………………………………………………………………….60 參考文獻……………………………………………………………………….61 附錄一 研究一問卷施測說明………………………………………………...69 附錄二 同事即將離職問卷…………………………………………………...70 附錄三 同事長期留任問眷…………………………………………………...73 附錄四 研究二問卷施測說明…………………………………………………...76 附錄五 研究二四種情境………………………………………………………...77 附錄六 研究二問卷……………………………………………………………...79 | |
| dc.language.iso | zh-TW | |
| dc.subject | 心理耗損 | zh_TW |
| dc.subject | 同事去留的預期 | zh_TW |
| dc.subject | 人際偏差行為 | zh_TW |
| dc.subject | 人際公民行為 | zh_TW |
| dc.subject | 離職意向 | zh_TW |
| dc.subject | 工作投入 | zh_TW |
| dc.subject | Work Engagement | en |
| dc.subject | Interpersonal Citizenship Behavior | en |
| dc.subject | Interpersonal Deviant Behavior | en |
| dc.subject | Perceived Coworker’s Intent to Leave or Stay | en |
| dc.subject | Psychological Strain | en |
| dc.subject | Turnover Intention | en |
| dc.title | 同事正負向人際行為與去留對員工離職意向的影響：工作要求－資源模型觀點 | zh_TW |
| dc.title | The Effect of Coworker’s Behavior and Perceived Coworker’s Intent to Leave or Stay on Employee’s Turnover Intention: A Job Demands-Resources Model Perspective | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 106-1 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 王叢桂,周婉茹,鄭瑩妮 | |
| dc.subject.keyword | 離職意向,人際公民行為,人際偏差行為,同事去留的預期,心理耗損,工作投入, | zh_TW |
| dc.subject.keyword | Turnover Intention,Interpersonal Citizenship Behavior,Interpersonal Deviant Behavior,Perceived Coworker’s Intent to Leave or Stay,Psychological Strain,Work Engagement, | en |
| dc.relation.page | 80 | |
| dc.identifier.doi | 10.6342/NTU201704341 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2017-11-06 | |
| 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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