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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陸洛 | |
| dc.contributor.author | Chun-Yi Chou | en |
| dc.contributor.author | 周君倚 | zh_TW |
| dc.date.accessioned | 2021-06-17T07:01:47Z | - |
| dc.date.available | 2021-08-16 | |
| dc.date.copyright | 2019-08-16 | |
| dc.date.issued | 2019 | |
| dc.date.submitted | 2019-07-31 | |
| dc.identifier.citation | AbuAlRub, R. F., & AL‐ZARU, I. M. (2008). Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses. Journal of Nursing Management, 16(3), 227-236.
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/72606 | - |
| dc.description.abstract | 本研究以資源保存理論為基礎，採貫時性研究方法，在亞洲地區文化脈絡下探討長時間過度工作的後果以及資源的保護作用。此外亦梳理被過度簡化的資源概念，將資源概念化為目的性及功能性，以釐清不同資源的保護作用。研究1共有323個有效樣本，實徵結果顯示時間點一的工時與六個月後的情緒耗竭有正向關聯，而與六個月後的工作績效及敬業貢獻間有負向關聯。就保護機制而言，屬於目的性資源的心理分離能緩解工時與情緒耗竭間的正向關聯，且能轉變工時與工作績效及敬業貢獻間的負向關聯，即心理分離程度高者，工時與工作績效以及與敬業貢獻之間有正向關聯，而心理分離程度低者，工時與工作績效及與敬業貢獻間有負向關聯；屬於功能性資源的社會取向成就動機則能減緩工時與情緒耗竭間的正向關聯。研究2有275個有效樣本，實徵結果顯示時間點一的勉強出勤與五個月後的工作績效有負向關聯，而屬於目的性資源的知覺主管支持能緩衝勉強出勤與工作績效間的負向關聯。本研究結果說明了長時間的過度工作確實會對個人心理健康、工作態度與工作行為有負項影響，但若在下班後不再沉浸於工作相關活動，則能減少耗竭感受，並提升士氣與績效，而當個人成就取向與所屬文化一致時，能獲得社會認同及歸屬感，進而願意維持工作績效。最後，知覺主管支持能讓抱病來工作的員工維持工作績效。 | zh_TW |
| dc.description.abstract | This research is comprised of two two-waved studies to investigate long-term effects of excessive availability of work on job-related outcomes (emotional exhaustion, work engagement, and job performance), as well as examine the protective role of resources in the Chinese work context. Basing on the Conservation of Resource theory, I hypothesized the cross-lagged and reversed causal relations between working hours and job-related outcomes in study 1 (N = 323), and presetenteeism and job performance in study 2 (N = 275) as well. In addition, I examined the moderating role of psychological detachment and social-oriented achievement motivation in buffering the negative effects of working hours on outcomes over 6 months (study 1), and the moderating role of perceived supervisory supports in alleviating the negative effect of presenteeism on job performance over 5 months (study 2). The results supported most of the cross-lagged and reversed causality hypotheses. Findings further revealed that psychological detachment moderated and even overturn the negative impacts of working hours on all three outcomes. Social-oriented achievement orientations, on the hand, alleviated the poison effect of working hours on future job performance. I also found that perceived supervisory supports ameliorated the noxious impact of presenteeism on future job performance. Managerial implications of the findings are discussed. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-17T07:01:47Z (GMT). No. of bitstreams: 1 ntu-108-D00741003-1.pdf: 2073644 bytes, checksum: 9514cd5a598b5ff42dad3ea0119d9f1e (MD5) Previous issue date: 2019 | en |
| dc.description.tableofcontents | Verification letter from the Oral Examination Committee .....i
Acknowledgments .....ii Chinese Abstract .....iii English Abstract .....iv List of Tables .....x List of Figures .....x CHAPTER 1: INTRODUCTION OF RESEARCH 1.1 Introduction .....1 1.2 Purpose of studies .....7 1.3 Research questions and hypotheses .....8 1.4 Conceptual framework .....12 1.5 Significance of studies .....13 CHAPTER 2: THEORETICAL FRAMWORK 2.1 Introduction .....16 2.2 Literature search strategy .....16 2.3 Review of theory and focal concepts .....17 2.3.1 Culture background: Compounded pressure of sociocultural imperative and economic reality in Chinese working context .....17 2.3.2 Excessive availability for work and presenteeism .....20 2.3.3 Conservation of resources theory and the nature of resources .....23 2.3.4 Social-oriented achievement motivation .....29 2.3.5 Perceived supervisory supports .....32 2.3.6 Psychological detachment .....33 CHAPTER 3: PRESENT STUDIES 3.1 Study 1 .....37 3.1.1 Introduction .....37 3.1.2 The causal relationships between working hours and job-related outcomes .....39 3.1.3 The reversed causal relationships between working hours and job-related outcomes .....42 3.1.4 Psychological detachment as a personal resource .....43 3.1.5 The moderating effects of psychological detachment .....45 3.1.6 The moderating effects of social-oriented achievement motivation .....47 3.2 Study 2 .....51 3.2.1 Introduction .....51 3.2.2 The causal relationship between sickness presenteeism and job performance .....53 3.2.3 The reversed causal relationship between sickness presenteeism and job performance .....54 3.2.4 The moderating effect of perceived supervisory support .....55 CHAPTER 4: METHODOLOGY 4.1 Participants and procedures .....59 4.2 Measures .....62 4.2.1 Measurements of study 1 .....62 4.2.2 Measurements of study 2 .....64 4.2.3 Participant characteristics questions .....65 4.3 Strategy of Analysis .....65 CHAPTER 5: RESULTS 5.1 Results of study 1 .....69 5.1.1 Preliminary results .....69 5.1.1.1 Descriptive analysis .....69 5.1.1.2 Confirmatory factor analysis .....69 5.1.2 Hypotheses testing .....69 5.1.2.1 Cross-lagged effects .....69 5.1.2.2 Reversed causality effects .....70 5.1.2.3 Moderation effects .....73 5.2 Results of study 2 .....80 5.2.1 Preliminary results .....80 5.2.1.1 Descriptive analysis .....80 5.2.1.2 Confirmatory factor analysis .....80 5.2.2 Hypotheses testing .....80 5.2.2.1 Cross-lagged effects .....80 5.2.2.2 Reversed causality effects .....81 5.2.2.3 Moderation effects .....81 CHAPTER 6: DISCUSSION 6.1 General discussion .....89 6.2 Limitations and directions for future research .....96 6.3 Implications for practice .....98 6.4 Conclusionv .....100 REFERENCE .....101 APPENDIXES Appendix A: Structural questionnaire of Study 1 .....124 Appendix B: Structural questionnaire of Study 2 .....127 List of Table Table 1. Principles and corollaries of COR theory .....28 Table 2. Interrelations among research variables of study 1 .....72 Table 3. Results of moderated structural equation modeling: Interactions of working hours and psychological detachment of study 1 .....75 Table 4. Summary of the Goodness-of-fit indices of the competing models of study 1 .....76 Table 5. Results of moderated structural equation modeling: Interactions of working hours and SOAM of study 1 .....77 Table 6. Interrelations among research variables of study 2 .....83 Table 7. Results of moderated structural equation modeling: Interactions of presenteeism and PSS of study 2 .....84 Table 8. Summary of the Goodness-of-fit indices of the competing models of study 2 .....85 Table 9. Results summary .....87 List of Figures Figure 1. Research model of study 1 .....12 Figure 2. Research model of study 2 .....12 Figure 3. Interaction effects between working hours (T1) and psychological detachment (T1) on emotional exhaustion (T2) .....78 Figure 4. Interaction effects between working hours (T1) and psychological detachment (T1) on job performance (T2) .....78 Figure 5. Interaction effects between working hours (T1) and psychological detachment (T1) on work engagement (T2) .....79 Figure 6. Interaction effects between working hours (T1) and SOAM (T1) on job performance (T2) .....79 Figure 7. Interaction effects between presenteeism (T1) and PSS (T1) on job performance (T2) .....86 | |
| dc.language.iso | en | |
| dc.title | 過度工作行為與其後果及資源保護作用之研究 | zh_TW |
| dc.title | Thriving in highly demanding work context: Examining the protective role of resources in Taiwan | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 107-2 | |
| dc.description.degree | 博士 | |
| dc.contributor.oralexamcommittee | 王精文,林文政,張婉菁,陳心懿 | |
| dc.subject.keyword | 過度工作,工時,勉強出勤,資源保存理論,復原,心理分離,社會成就取向,主管支持,工作後果, | zh_TW |
| dc.subject.keyword | working hours,Chinese working context,sickness presenteeism,conservation of resource theory,resources,value classification,psychological detachment,social / individual oriented achievement motivation,supervisory supports,job performance,emotional exhaustion,work engagement, | en |
| dc.relation.page | 129 | |
| dc.identifier.doi | 10.6342/NTU201901773 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2019-07-31 | |
| 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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