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  • 學位論文

主管不當督導、工作家庭衝突與離職傾向關係之研究:以心理資本為調節變項

Abusive Supervision, Work-Family Conflict and Turnover Intention: The Moderator of Psychological Capital

指導教授 : 邱雅萍

摘要


近年來產業結構改變及全球衰退經濟的雙重壓力下,許多員工皆需要同時承擔工作與家庭的雙重責任,拖著疲累的身軀在職場中夾縫生存,除了滿足主管的要求、客戶端的疑難雜症等問題,在工作職場中,些許主管會出現不恰當的負面管理行為,間接降低組織的效能。許多研究顯示,不當督導會對下屬引發各種負面結果,包括壓力高、工作滿意度低、產生偏差行為、工作表現差,以及出現工作與家庭生活無法取得平衡的情況下,而使個體產生較高的離職傾向。 本研究主要在探討主管不當督導如何影響工作家庭衝突,及工作家庭衝突對離職傾向之影響,並進一步探討心理資本是否在不當督導對工作家庭衝突間具調節效果。以中華民國陸軍人員作為研究對象,進行結構性問卷施測,共回收了362份問卷,扣除無效問卷,最終以337份作為樣本,進行迴歸分析來探討變數間的關係,以驗證本研究之假設。實證分析結果顯示:1.主管不當督導與工作家庭衝突有正向影響;2.工作家庭衝突與離職傾向有正向影響;3.心理資本會調節不當督導對工作─家庭衝突的影響。 軍士官是部隊重要的資產,部隊必須關注軍士官的離職行為,主管應健全合理管教、落實「知官識兵」的工作,避免發生不當管教。部隊除關注軍士官的工作表現外,軍士官的家庭生活方面也應獲得部隊的重視。此外,部隊也要藉由後天培養,透過自我效能、樂觀、希望、復原力的各別提升,以協助軍士官提高心理資本,藉以降低工作家庭衝突,進而減少離職率,降低對部隊有形無形的損失。

並列摘要


Under the double pressure of industrial structure change and global recession economy in recent years, double-paying families are becoming more and more common. Many employees need to bear the dual responsibility of work and family at the same time, dragging the tired body to survive in the workplace, in addition to satisfying the supervisor. Requirements, client's intractable diseases, etc. According to the Harvard Business Review digital tablet article in November 2014, many studies have shown that improper supervision will lead to various negative consequences, including high pressure, low job satisfaction, and production. Deviation behavior (such as theft), poor performance, and the willingness to leave. In the past few decades, scholars of research management have noticed an act called "abusive supervision," which includes all kinds of malicious verbal and nonverbal behavior (but not actual physical contact). This study uses supervisory improper supervision as an a priori variable, studies how to influence work-family conflicts, and discusses whether psychological capital has a regulating effect on working-family conflicts, and finally discusses the impact of working-family conflicts on turnover intentions; and the personnel of the Republic of China As a research object, a structured questionnaire was conducted. A total of 210 questionnaires were collected, and the invalid questionnaires were deducted. Finally, 200 samples were used as a sample for factor analysis and regression analysis to investigate the relationship between variables to verify the hypothesis of this study.

參考文獻


一、中文部分
1. 王翊安、廖瑞原、林慧菁,2016,探討不當督導對工作績效及工作家庭衝突的影響:勤勉性與合群性之干擾效果,人力資源管理學報,16卷4期,頁81-102。
2. 朱國榮,2009,工作壓力與工作生活品質關聯性之研究-心理資本之中介效果,國立國防大學未出版碩士學位論文。
3. 余任蟬,2017,不當督導對部屬行為之關係研究:以威權領導為中介變項及以知覺組織支持為干擾變項,逢甲大學企業管理學系未出版碩士學位論文。
4. 吳宗祐,2008,由不當督導到情緒耗竭:部屬正義知覺與情緒勞動的中介效果,中華心理學刊,50卷2期,頁201-221。

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