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題名:工作倦怠與職場偏差行為關係之研究
作者:梁素君 引用關係
作者(外文):Su-Chiun Liang
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
指導教授:謝安田
學位類別:博士
出版日期:2003
主題關鍵詞:工作倦怠職場偏差行為績效空服員job burnoutworkplace deviance behaviorperformanceflight attendant
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過去的研究顯示工作倦怠與工作績效之間的關係呈現不一致且無定論,本研究檢視工作績效之文獻後發現工作績效的定義已擴展至職場偏差行為,而工作倦怠可能影響的績效為職場偏差行為。因此本研究之目的即為檢驗工作倦怠與職場偏差行為之關係,並探討文化的干擾效果,以期使理論能一般化至其他文化群體。研究樣本包括330位台灣與美國共四家航空公司、不同國籍的空服員,採橫斷面的研究設計與郵寄問卷調查法。工作倦怠的定義包括情緒枯竭、缺乏情感與個人成就感低落三個構面,職場偏差行為包括組織偏差行為-組織、組織偏差行為-工作、人際偏差行為三個構面,此外並透過文獻探討將個人特性、負面情感與組織公平列為統計上的控制變數。研究結果發現缺乏情感為影響職場偏差行為之最重要因素,它可以顯著影響職場偏差行為三個構面。個人成就感低落與過去被認為是工作倦怠核心構面之情緒枯竭對職場偏差行為三個構面都沒有顯著的影響力;有關文化的干擾假設在本研究中都未獲支持。根據研究結果,本研究提出進一步討論並對後續研究及管理實務上提出建議。
Past researches showed that the relationship between job burnout and job perform-ance was inconsistent. The present study reexamined the literatures and found the defi-nition of job performance has developed from task performance to workplace deviance behavior, which was possibly affected by job burnout. Therefore, the purpose of this study is to find out the relationship between job burnout and workplace deviance be-havior, as well as the moderating effect of different cultures. Data were collected through mail survey and from 330 flight attendants employed by four international air-lines of Taiwan and United States of America. The research design was cross-sectional. The job burnout dimension included emotional exhaustion, depersonalization and per-sonal accomplishment. As for the workplace deviance dimension, it consisted of organ-izational deviance-organization, organizational deviance-job and interpersonal devi-ance. Factors influencing workplace deviance behavior included personal characteristics, negative emotion and organizational justice, which were identified through literature re-view were also chosen as control variables in this study. Our finding indicated that de-personalization was the most significant predictor in explaining workplace deviance behavior. Personal accomplishment and emotional exhaustion, which was been indi-cated as the core of burnout construct, were not significantly predictive of workplace deviance behavior. The hypotheses of cultural effect were not supported. Implications of these findings and suggestions for future research were discussed.
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