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題名:回饋環境與組織公民行為之關係:一個中介模型的探討
作者:彭瑞振
作者(外文):Rui-zhen Peng
校院名稱:國立臺灣科技大學
系所名稱:企業管理系
指導教授:邱淑芬
學位類別:博士
出版日期:2009
主題關鍵詞:主管回饋環境角色壓力工作倦怠個人-組織適配組織承諾組織公民行為feedback environmentrole stressjob burnoutperson-organization fitorganizational commitmentorganizational citizenship behavior
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過去實證研究已驗證主管回饋環境會正向影響員工的組織公民行為。本研究擴展先前的研究,提出一個整合的模型來驗證主管回饋環境與組織公民行為之間的中介機制。本研究收集臺灣各行業中,員工與其直屬主管所配對之259對橫斷面資料樣本,並使用結構方程式來驗證研究的假設模型。研究結果顯示主管回饋環境會影響員工的組織公民行為,間接經由(1)正向的情感-認知變數與態度變數(即,個人-組織適配和組織承諾),與及經由(2)負向的情感-認知變數與態度變數(即,角色壓力和工作倦怠)。理論與實務意涵亦在本文中詳加討論。
Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees’ organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees’ OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stress and job burnout). Theoretical and practical implications are discussed.
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