- 學位論文
護理長的工作情感對護理人員的工作情感及工作結果的影響: 情緒感染力的調節效果
Effect of Head-Nurse’s affect on Nurse’s Affect
摘要
在日常生活中，人們的心情經常因周遭親朋好友情緒的波動而變化；在職場，員工的情緒也經常受主管或同事的情緒所影響，這種伴隨著人類互動而產生的情緒的傳遞，我們稱為情緒感染。根據學者Hatfield (1992) 的定義，認為情緒感染是「人們自動地模仿他人的臉部表情、聲音、姿勢和動作，然後調整自己的情緒狀態，最後與被模仿者的情緒一致的過程」。 在組織行為的研究領域，已經有相當多研究證實主管的正向情感及員工的正向情感會對員工的工作績效產生正面的影響，但是在這些研究中仍有一些課題尚待釐清。例如，情緒在主管、同事、部屬及顧客間傳遞的過程及心理機制為何? 員工的情感與員工的工作結果及工作倦怠之間究竟有何關聯性? 員工的情感對其他組織行為的預測力為何? 正向與負向情感的預測力孰高孰低? 所以本研究針對護理人員工作時的正向及負向情感，來探討其前因與後果。此外，還加入調節變數(情緒感染力)來測試護理人員的情緒感染力是否可以調節護理長情感對於護理人員情感的影響。本研究以發放問卷的方式測試本研究假設，以高屏地區的護理人員為研究對象，並採取配對式問卷， 一組有效問卷包含護理長自評和同一單位護理人員的自評，共發放41組，回收37組，扣除無效問卷後，有效組數為34組(34位護理長，411位護理人員)，有效回收率為82.92%。透過SPSS的分析後，主要研究結果為：(1)護理長的正向情感對於護理人員的正向情感具有顯著的正向影響。(2)護理長的正向情感對於護理人員的工作倦怠具有顯著的負向影響。(3) 護理人員的正向情感對於護理人員的組織公民行為具有顯著的正向影響 。(4) 護理人員的正向情感對於護理人員的工作倦怠具有顯著的負向影響。(5) 護理人員正向情感在護理長正向情感與工作倦怠之間具中介效果。(6)、護理人員情緒感染力對於護理長的正負向情感與護理人員的正負向情感之間不具有顯著的調節效果。依據本研究的結果加以討論並提出相關意涵、研究限制與對後續研究的建議。
並列摘要
In interpersonal interactions, one individual frequently becomes ‘infected’ with emotions displayed by his or her partner. In workplace, Halverson (2004) and Johnson (2008) have proposed that leader’s affect at work related to follower’s affect at work via emotional contagion. Emotional contagion is the transfer of affect between persons that is thought to occur through automatic and unconscious mechanisms. Nevertheless, only recently has the relationship between leader’ affect and follower’s affect come under empirical examined. The current study examines the effects of leader’s affect on follower’s affect at work and examines the outcomes of follower affect at work in the setting of healthcare organizations. In addition to the influence of leader affect on follower’s outcome, we also examined the moderating effect of follower susceptibility to emotional contagion on the relationship between leader’s affect and follower’s affect. The samples were collected from nurses who work in regional and local hospitals in Kaohsiung and Pintung area. To avoid common method variance, data was collected through dyadic sample (i.e., supervisor-subordinate dyad). In total, 37 pair valid samples (34 Head nurses and 411 nurses) were returned. Hierarchical Regression demonstrated leader (head nurse) positive affect related follower (nurses) positive affect and follower’s work outcome, in terms of job burnout. Follower positive and negative affect related to follower performance, in terms of organizational citizenship behavior. As a whole, this study highlights the importance of affect and emotional contagion in workplace.