- 學位論文
工作需求-資源對工作滿意與敬業之影響：心理資本及工作自主之調節式中介效果
Effects of Jobs Demand-Resource on Jobs Satisfaction and Engagement: Moderated Mediation of Psychological Capital and Jobs Autonomy
摘要
台灣中小企業創辦人在企業成長至一定的規模後，考量國際競爭與管理專業傳承，引入外國公司的資源或是被購併是可能的做法之一，而在此轉型過程，企業內部員工往往會因為無法適應這種快速變化而在工作上產生壓力。本研究以工作需求-資源模式(job demand-resource model)為基礎，探討工作需求-資源對工作滿意及工作敬業的影響，並檢視員工的心理資本的中介及工作自主權調節式中介效果。 本研究以屏東地區被國際集團購併的蘭花業者S-公司的生產部門基層人員作為研究對象。為了避免共同方法變異影響研究結果，本研究使用縱貫性多時間點問卷，針對92名員工(組織層級)進行四個時間點的資料收集，每次間隔一周，共計回收358有效問卷(個人層級)。資料分析透過統計軟體Mplus 8.0進行跨層次結構方程型驗證研究假設。主要研究分析結果顯示:(1)心理資本在工作需求與工作滿意間具有中介效果。心理資本在工作需求與工作敬業之間具有中介效果。(2)心理資本在工作資源和工作滿意間無影響效果。心理資本在工作資源和工作敬業間無影響效果。(3)工作自主在工作需求、心理資本、與工作滿意的關係裡，不具調節式中介效果；但工作自主在工作需求對心理資本影響關係具有顯著負向調節效果。(4)工作自主在工作需求、心理資本、與工作敬業的關係裡，不具調節式中介效果；但工作自主在工作需求對心理資本的影響關係具顯著負向調節效果。本研究根據分析結果，提出相關的研究討論及管理實務建議。
並列摘要
When Taiwanese SMEs(small and medium enterprises) grows to certain scale, owners often will started to consider bring in more resources in order to maintain competitive ability internationally. Mergers and acquisitions by foreign companies are uncommon choices for Taiwanese SMEs, particularly in agricultural business. This study uses a Taiwanese SME, an orchard companies which was acquired by an international corporation, to understand employees’ work stress and its consequences during the acquisition transition process. Based on job demand-resource model, this study examine the moderated mediation effect of job autonomy in the relationship between job demand, job resources capital and job engagement. In order to avoid common method variance (CMV), multi temporal points questionnaires were used. In total 92 (organizational level data) production-line employees participated 4 temporal point questionnaires, with a week interval in between each survey. Overall 358 valid questionnaires (personal level data) were collected. Data analyses using Mplus 8.0 to perform cross-level structure equation modeling. Statistical results showed: (1) Psychological capital mediates the relationship between job demand and job satisfaction. (2)Psychological capital mediates the relationship between job demand and Job engagement. (3) Work autonomy has no moderated mediation effect on the relationship among job demand, psychological capital and job satisfaction. However, work autonomy negatively moderates the relationship between job demand and psychological capital (first stage moderation). (4) Work autonomy has no moderated mediation effect on the relationship among job demand, psychological capital and job engagement. However, work autonomy negatively moderates the relationship between job demand and psychological capital negatively (first stage moderation). Based on the research results, this study provide some theoretical and practical implications and suggestions.
參考文獻
延伸閱讀
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