幽默特質與工作績效關係之中介探討

Mediating Model Linking Humor and Job Performance

陳柏甫(Po-Fu Chen)

指導教授 ： 陳建丞

國立臺北科技大學/管理學院/商業自動化與管理研究所/碩士(2010年)

https://doi.org/10.6841/NTUT.2010.00513

摘要

幽默，在許多領域當中皆為一項相當受重視的議題，卻鮮少應用在管理領域的探討，若能深入研究員工的幽默特質對於其在公司內績效表現的影響，勢必能對於管理領域作出些許貢獻。因此本研究為彌補此研究缺口，透過實地研究法的方式，試圖探討幽默特質與員工工作績效之間的關係，並以員工所感受到的社會支持、壓力及自我效能為中介變數。
本研究針對11家企業中的員工及其直屬主管為研究對象。研究結果顯示員工所知覺到的社會支持中介了員工社交型幽默特質與工作績效的關係；員工所知覺到的社會支持中介了員工攻擊型幽默特質與工作績效的關係；員工知覺到的壓力中介了員工自我增強型幽默特質與工作績效的關係；員工知覺到的壓力中介了員工自我貶抑型幽默特質與工作績效的關係。

關鍵字

幽默特質 ； 社會支持 ； 自我效能 ； 壓力 ； 工作績效

並列摘要

Humor is a very important issue in a lot of fields, but seldom applies to the discussion of management. If further investigate the relationship between staff’s humor and job performance, It will make some contribution in management. In order to remedy this research gap, this field study examined the social support, self-efficacy, stress may be mediating variable between humor and job performance.
Data were collected from employees and managements in 30 organizations in Taiwan. Results showed that affiliative humor on job performance was direct through the mediating processes of social support, aggressive humor on job performance was direct through the mediating processes of social support, self-enhancing humor on job performance was direct through the mediating processes of stress, self-defeating humor on job performance was direct through the mediating processes of stress.

並列關鍵字

humor ； social support ； self-efficacy ； stress ； job performance

參考文獻

[1] 陳建丞，「員工知覺的組織支持與工作績效間的中介模型研究」，管理學報，第25卷，第3期，2008，第309-331頁。

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