工作特徵與職場挫折：個人資源之調節效果研究

Job Characteristics and Organizational Frustration:The moderating role of personal resources.

賴宛柔(Wan-Jou Lai)

指導教授 ： 郭建志

中原大學/理學院/心理學研究所/碩士(2012年)

https://doi.org/10.6840/cycu201200488

摘要

組織結構與設計會影響工作者的態度及行為，進而影響其工作品質與生產力。隨著工作環境的改變，傳統的工作特徵可能已不足以涵蓋當今的工作內容，因此本研究企圖以Morgeson與Humphrey在2006年所提出的工作特徵模型，探討工作特徵對職場挫折的影響。近十年，職場健康心理學備受重視，旨在理解並改善工作品質，建立健康的工作環境，降低個體負向感受，故本研究加入工作控制感、情緒穩定性作為個人內在資源，以關係導向文化做為個人外在資源，探討其對工作特徵與職場挫折的調節效果。本研究採便利取樣，以前後測的問卷調查法蒐集資料，受試者為一般企業員工，總共回收319套有效前後測問卷。研究結果發現：(1)任務特徵中任務自主性、完整性、回饋性及重要性與職場挫折呈負相關。(2)知識特徵中專業化與職場挫折呈負相關。(3)社會特徵中他人回饋及社會支持與職場挫折呈負相關。(4)環境特徵中人體工學及工作條件與職場挫折呈負相關。(5)情緒穩定性調節任務多樣性、人體工學、身體需求及工作條件與職場挫折間的關係。(6)工作控制感調節技術多樣性、人體工學及工作條件與職場挫折間的關係。(7)關係導向文化調節任務多樣性、訊息處理及社會支持與職場挫折間的關係。

關鍵字

情緒穩定性 ； 工作控制感 ； 關係導向文化 ； 職場挫折 ； 工作特徵

並列摘要

Organizational structure and design influence workers’ attitude and behavior, thus it would impact the quality of work and productivity. With changes of the working environment, the traditional job characteristics which was used to description present job content may be not suitable. The present study try to use the theory of extended work design model that Morgeson and Humphrey posted at 2006, to explores the relationship between job characteristics and frustration. The attention of Occupational health psychology has been increasing, this field focuses on understanding and improving the quality of work, establishing the health work environment, reducing the negative feeling of work. Therefore, the present study considers work locus of control, emotional stability, and relation-orientation culture as personal resources, exploring the moderate effect between job characteristics and frustration. This research draws from 313 surveys by convenience sampling. The research finding are: (1) People who are in higher level of task autonomy, task identity, task significance, and feedback from job, the lower frustration they have. (2) People whose job is more specialized, the lower frustration they report. (3) The more social supports and feedback from others, the lower frustration they feel. (4) When working contexts are confortable with ergonomics and have favorable work conditions, people report lower frustration. (5) Emotional stability moderated task varieties, ergonomics, physical demands, work conditions and frustration. (6) Work locus of control moderated skill varieties, ergonomics, work conditions and frustration. (7) Relation-orientation culture moderated task varieties, information processing, social supports and frustration. Finally, according to the results, future empirical researchs and limitations are discussed.

並列關鍵字

Organizational frustration ； Work locus of control ； Job characteristics ； Emotional stability ； Relation-orientation culture

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