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旅行社員工其挑戰性-障礙性壓力源對組織承諾的影響-工作倦怠的中介效果

The relationship between challenge-hindrance stressor, and organizational commitment of travel industry employees-the mediator of burnout

Abstracts


壓力源—張力關係為職業壓力模式的核心,本研究將壓力源依性質的差異予以區分為挑戰性—障礙性兩項不同的壓力來源,探討其可能的正面作用(組織承諾)與負面效果(工作倦怠)之間的消長關係,以更能完整而正確的解讀職場中壓力源的作用。本研究以旅行社職員為例,包含269個研究樣本,問卷發放採心理隔離法的方式以降低共同方法變異偏誤的風險,並以結構方程模式檢測其間的關係。研究結果發現不論是何種壓力源皆為張力的表現,都會帶來負面的情緒,而「工作倦怠」在「挑戰性壓力源」、「障礙性壓力源」與「組織承諾」之間呈現部分的中介效果,但「挑戰性壓力源」相對於「障礙性壓力源」擁有潛在的正面作用,對「組織承諾」有正面的效果。

Parallel abstracts


The stressor-strain relationship as a origin of pressure is a core idea in the Job Pressure Model. To clarify the conclusion which uses the viewpoint of a single origin of pressure to construct, and to try to find functions of the origin of pressure in careers, this research distributes the origin of pressure into two different sources, Challenge Stressor and Hindrance Stressor, and examines the relationship between the potentially positive (Organizational Commitment) and negative (burnout) effects of pressure. This research contains 269 samples and bases on employees who work at travel agencies. This research uses psychological isolation to reduce the hazards of the common method of variance(CMV) and the Structural Equation Model to verify the relationship. Basing on the sample data, this research discovered that all pressure is synonymous to tension, and always induces negative mood. Hindrance stressor and Challenge stressor act as partial mediator between Burnout and Organizational Commitment, Burnout can act as a complete mediator between the origins of Challenge stressor and Hindrance stressor. However, compared with Hindrance stressor, Challenge stressor has a potentially positive effect on Organizational Commitment.

References


LePine, J. A., Podsakoff, N. P., & LePine, M. A. (2005). A meta-analytic test of the challenge stressor-hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48(5),764-775.
Maslach, C. (1993). Burnout: A multidimensional perspective. In W. B. Schaufeli, C. Maslach, & T. Marek (Eds.), Professional burnout: Recent development in theory and research (pp. 19-32). Washington, DC: Taylor & Francis.
Maslach, C., Jackson, S. E., & Leiter, M. P. (1996). The Maslach Burnout Inventory manual (3rd Ed.). Palo Alto, CA: Consulting Psychologists Press.
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397-422.
Matzler, K. & Renzl, B. (2007). Personality Traits, Employee Satisfaction and Affective Commitment. Total Quality Management, 18(5),589-598.

Cited by


余梅香、黃昱炫、林舜涓、鄭淑勻(2022)。旅館第一線員工情緒勞務對工作倦怠及組織承諾之影響:工作要求-資源模式觀點餐旅暨觀光19(1),1-26。https://doi.org/10.6572/JHT.202206_19(1).0001
呂光前、呂曉媛、杜佩蘭、陳錦輝、黃英忠(2018)。挑戰性壓力源、障礙性壓力源與工作滿足-旅行社員工自我效能的調節效果運動休閒管理學報15(3),1-17。https://doi.org/10.6214/JSRM.201809_15(3).0001

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