我真的願意加班？僱用關係與工作酬賞知覺之研究

Will I Work Overtime Voluntarily? The Study of Employee-Organization Relationship and Job Reward Perception

何旻芬(Min-Fen Ho)

指導教授 ： 郭建志

中原大學/理學院/心理學研究所/碩士(2011年)

https://doi.org/10.6840/cycu201100197

摘要

本研究從僱用關係的角度來探討員工的加班行為與加班態度，並以工作酬賞知覺為中介變項，檢驗僱用關係是否可透過工作酬賞知覺對員工加班行為與加班態度產生影響。採用問卷設計的方式，收集一般企業員工的資料共272份，其中男性佔有42%，女性有58%。以階層回歸檢驗僱用關係對員工加班行為與加班態度的影響，而以結構方程模式驗證理論模式假設及整體適配度。研究結果發現：當僱用關係好時，會影響員工的加班行為與加班態度如加班的意願性和平日的加班時數。本研究亦發現工作酬賞知覺在僱用關係及員工加班行為與加班態度間之中介角色。最後，根據本研究結果形成討論，說明研究限制及未來研究方向，並提供實務意涵。

關鍵字

員工的加班行為與加班態度 ； 工作酬賞知覺 ； 僱用關係 ； 心理契約滿意 ； 轉換型領導

並列摘要

This research adopted the perspective of the employee-organization relationship on exploring overtime behavior and attitude. And this research also exam whether the employee-organization relationship could pass through job reward perception to influence employees’ overtime behavior and attitude. Using questionnaire design, the data had been collected 272 valid samples. There 42% of them were males and 58% of them were females. The research used the method of hierarchical regression to test the impact of the employee-organization relationship on overtime behavior and attitude. Otherwise, it used structural equation modeling to validate theoretical model assumptions and overall fit. The results of the research indicated that employee-organization relationship could affect employees’ overtime behavior and attitude such as the willingness of overtime and total time of routine overtime. The study reveals the mediate effect of job reward perception between employee-organization relationship and overtime behavior and attitude. Finally, the implications of this study for future empirical research and limitations are discussed.

並列關鍵字

overtime ； transformational leadership ； psychological contract satisfaction ； job reward perception ； employee-organization relationship

參考文獻

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