工作特徵、組織犬儒主義與退縮行為：以前瞻性人格及心理賦能為調節變項

Job Characteristics, Organizational Cynicism and Withdrawal Behaviors： Proactive Personality and Psychological Empowerment as the moderators

林育珊(Yu-Shan Lin)

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/cycu201200061

摘要

近年來受到全球化競爭趨勢的影響，組織為了因應環境變動而必須採取各項措施，以提升組織的競爭優勢，而使得員工對於組織、主管之間關係產生改變，員工開始懷疑組織的誠信，對組織產生負向態度及負向情感，而這種對組織的負向態度及負向情感，統稱為「組織犬儒主義」。因此，如何減少員工的組織犬儒主義，成為企業與研究者關心的議題。本研究試圖從工作特徵的角度探討其對組織犬儒主義的影響，以及組織犬儒主義對員工退縮行為的影響，並且以前瞻性人格及心理賦能為工作特徵及組織犬儒主義間的調節變項。本研究採用便利性取樣的問卷調查方式蒐集資料，受試者為一般企業員工，共回收有效資料216份，並藉由統計軟體加以分析。研究結果發現：(1)當工作特徵中的MPS分數愈高時，員工的組織犬儒程度愈低。(2)當員工組織犬儒主義程度愈高時，其所展現的退縮行為愈多。(3)前瞻性人格對工作特徵和組織犬儒主義有顯著調節效果。(4)心理賦能對工作特徵和組織犬儒主義不具顯著調節效果。最後，根據本研究結果形成討論，說明研究限制及未來研究方向，並提供實務意涵。

關鍵字

組織犬儒主義 ； 工作特徵 ； 退縮行為 ； 前瞻性人格 ； 心理賦能

並列摘要

In recent years, due to the trend of global competitions, organizations must take some measures to elevate the competitive advantages of organizations for coping with environmental changes. This also pushes the relationships among employees, employers, and organizations to be changed. The employees begin to doubt about their organizatons’ honesty and have negative attitude and negative affectivity toward their organizations. This negative attitude and negative affectivity toward the organizations is called “Organizational Cynicism”. Therefore, how to reduce the organizational cynicism of employees is becoming the issue that enterprises and researchers care about. This research adopted the perspective of the job characteristics on organizational cynicism and the the relationship between organizational cynicism and withdrawal behavior, and the moderator roles of proactive personality and psychological empowerment. This research draws from 216 surveys, which is by convenience sampling and takes ordinary firms’ employees as participants and the results of the study were analyzed by statistical package. The research findings are: (1) The higher of MPS scores, the lower degree of organizational cynicism they have. (2) When employees had more organizational cynicism, they would performed more withdrawal behavior. (3) Proactive personality moderated job characteristic and organizational cynicism. (4) Psychological empowerment don’t moderate job characteristics and organizational cynicism. Finally, according to the results, implications of this study for future empirical research and limitations are discussed.

並列關鍵字

organizational cynicism ； job characteristics ； withdrawal behavior ； proactive personality ； psychological empowerment

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