工作壓力對工作滿意及工作績效之影響：以人格特質為調節因子

WHAT DIFFERENTIATES THE SUCCEEDED FROM THE STRAINED: THE MODERATING EFFECTS OF PERSONALITY TRAITS

賴彥倫(Steve Yuan-Lune Lai)

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.2010.02849

摘要

在市場的競爭急速升高以及組織對應而實行的變動之下，隨之而來的工作壓力對於員工的工作滿意度及績效形成巨大的威脅。歷年來就工作壓力源對工作滿意及工作績效的研究頗多，但較少篇幅觸及到人格特質對於其關係之間接影響。本研究目的為以三種不同面向之工作壓力源(工作負荷量、人際衝突以及工作自主性)檢視其與兩項後果變項(工作滿意度及工作績效)之直接影響；並以選出的三種人格特質面向(自我效能、經驗開放性及神經質)做為調節變項以深入了解其對於主效果之間接影響。本研究以對台灣北(台北、桃園、新竹)、中(雲林、台中、彰化)、南(台南、高雄)三大區塊的全職員工為研究對象進行便利取樣，共計發出350 份問卷並有效回收310 份。
回收的問卷以階層回歸為主要研究方法。研究結果顯示，工作壓力源中之人際衝突及工作自主性缺乏對工作滿意度具顯著的負面影響；在對工作績效的直接影響方面，壓力源中的工作自主性缺乏具負面關聯性，但工作負荷量卻是相反的具顯著正面影響。
在階層回歸檢測調節作用方面，自我效能如同假設的對工作自主性缺乏對工作滿意度的負向效果具有調節作用；在工作負荷量對工作績效的正向影響關係下，經驗開放度具有顯著調節的效果；而工作自主性缺乏與工作績效的負向關係則以自我效能為顯著的調節因子。
本研究亦以階層回歸探討可能存在於工作壓力源及工作績效的非線性關係，但初步發現所有使用之工作壓力源對工作績效節不具顯著的非線性關係。研究結果指出未來研究重點應聚焦於(1)自我效能對工作自主性缺乏需要更多實證研究以驗證其對工作績效之調節效果；(2)工作績效、工作負荷量及經驗開放度的因果關係以及(3)不同工作壓力源對於工作績效可能具有不同非線性關係之可能性。本研究並提出對所述結果之解釋及背後的管理意涵。

關鍵字

工作負荷量 ； 人際衝突 ； 工作自主性 ； 五大人格特質 ； 自我效能 ； 工作滿意度 ； 工作績效

並列摘要

There is a lack of intricate study linking the direct and indirect relationships between job satisfaction, work performance and other variables. The aim of this research is to examine the causal relationship between three job-related stressors (work demand/workload, interpersonal conflict and lack of autonomy) and two outcome variables: job satisfaction and work performance, with the possible moderating roles of the three personality difference factors (general self-efficacy, openness to experience
and neuroticism) chosen, based on data surveyed and collected from 350 full-time employees across regions in Taiwan (N=310). Overall, a negative correlation between
job stressors and satisfaction was corroborated with two of the stressors (interpersonal conflict and lack of autonomy) examined. Job performance was found to be negatively associated with lack of autonomy, but positively correlated with work demand/workload.
Regression analysis of the moderators revealed that: (a) the negative correlation of job satisfaction and lack of autonomy was intensified by higher general self-efficacy, that is the employees with high general self-efficacy had a sharper decrease of satisfaction relatively to lower self-efficacy ones when job autonomy dropped; (b) openness
moderated the positive relationship between work demand/workload and job performance, as employees with higher level of openness exhibited lower increment of
job performance with increased workload; and (c) general self-efficacy buffered the negative relationship of work performance and lack of autonomy. More specifically,
the employees with high general self-efficacy responded with better work performance comparing with lower individuals as the lack of autonomy perceived was raised. A
preliminary regression analysis suggested significant non-linear relationships between work stressors and work performance were absent from the data examined.
Theoretical contributions, practical implications and future research directions are discussed.

並列關鍵字

workload ； interpersonal conflict ； job autonomy ； Big-Five ； self-efficacy ； job satisfaction ； work performance

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