員工知覺組織支持、工作負荷與工作後果之關連--以人格特質為調節變項

The Relationship between Employees’ Perceived Organizational Support, Workload and Work Outcomes-Personality Traits as moderators

黃睦芸(Mu-Yun Huang)

指導教授 ： 陸洛

國立臺灣大學/管理學院/商學研究所/碩士(2010年)

https://doi.org/10.6342/NTU.2010.02666

摘要

本研究希望探討(a)工作負荷對工作後果 (組織公民行為、工作績效、工作滿足)可能的影響；此外，(b)若企業願意給予員工多一點的關懷和肯定，使員工知覺到組織對他的支持，是否能夠效的提升員工的工作態度及表現；以及知覺組織支持能否調節工作負荷與工作後果間之關係。最後，本研究欲檢驗(c)不同人格特質的屬性差異（如：勤勉謹慎或主動性人格），是否可能扮演調節因子，對不同的情境因素（如：工作負荷、組織支持）與工作後果間產生調節效果。
研究對象以全臺灣地區來自不同組織的全職工作者為樣本，進行結構式問卷施測，共計回收466份有效問卷。透過階層迴歸分析結果發現，「知覺組織支持」與「組織公民行為」、「工作績效」及「工作滿足」等工作後果變項皆為顯著的正相關，然而，知覺組織支持對於工作負荷與本研究工作後果間的關係則不具調節作用；此外，「工作負荷」與「工作績效」、「組織公民行為」亦為顯著的正相關，惟「工作負荷」與「工作滿足」間的關係並不明顯。最後，在勤勉謹慎性、主動性人格特質的調節作用方面，除了「主動性人格」對於「工作負荷」與「組織公民行為」具調節作用外（即主動性人格能夠強化工作負荷與組織公民行為間的正向關係），上述人格特質均無法調節工作負荷/或知覺組織支持與本研究工作後果間的關係。
因此，在管理實務上，企業若能營造組織支持的氛圍、適時給予員工挑戰的機會、並善用主動性人格高的員工，對於企業運作效率的提升必有所助益。

關鍵字

工作負荷 ； 知覺組織支持 ； 組織公民行為 ； 工作績效 ； 工作滿足 ； 勤勉謹慎 ； 主動性人格

並列摘要

The purposes of this study are to explore (a) the potential impact of “work load” on work outcomes (e.g., organizational citizenship behavior, work performance and job satisfaction); (b) the facilitator effect of “perceived the organizational support” on employees’ work attitude and performance; (c) the possible moderating effect of “perceived organizational support” on the relationship between workload and work outcomes; and finally (d) the roles of personality traits (e.g., conscientiousness and proactive personality) as moderators on the relationships between situational factors (e.g., workload and organizational support) and work outcomes.
Using structured questionnaires, a diverse sample of 466 full-time employees drawn from a variety of organizations was surveyed. Hierarchical regression analyses showed that "perceived organizational support" was positively associated with all of the work outcomes (e.g., organizational citizenship behavior, work performance and job satisfaction) in this study. However, “perceived organizational support” could not moderate the relationship between workload and work outcomes. Besides, "work load" was also found to be positively associated with "work performance" and "organizational citizenship behavior" whereas it was not significantly related to "job satisfaction". Finally, as for the moderating effects of conscientiousness and proactive personality traits, neither of these personality traits could moderate the relationships between workload/perceived organizational support and work outcomes in this study. However, "proactive personality" could moderate the relationship between "workload" and "organizational citizenship behavior". Specifically, proactive personality could strengthen the positive relationship between workload and organizational citizenship behavior.
Putting findings of this study in the context of management practices, we propose that it is important for enterprises to create a supportive organizational atmosphere and to give employees challenging opportunities at work. Meanwhile, it would also be helpful for enterprises to enhance their operating efficiency through making the best use of talents of employees who have high proactive personality traits.

並列關鍵字

workload, perceived organizational support ； organizational citizenship behavior ； performance ； job satisfaction ； conscientiousness ； proactive personality

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