初探勉強出勤之相關因素__臺灣人文及社會科學引文索引資料庫

:::

詳目顯示

第 1 筆 / 總合 1 筆

/1頁

論文基本資料
摘要
外文摘要
參考文獻

題名：	初探勉強出勤之相關因素
作者：	林惠彥
作者(外文)：	Hui Yen Lin
校院名稱：	國立臺灣大學
系所名稱：	商學研究所
指導教授：	陸洛
學位類別：	博士
出版日期：	2013
主題關鍵詞：	勉強出勤；自我效能；神經質；身心健康；工作滿意；presenteeism；self-efficacy；neuroticism；health consequences；job satisfaction
原始連結：	連回原系統網址
相關次數：	被引用次數:期刊(1) 博士論文(0) 專書(0) 專書論文(0) 排除自我引用:1 共同引用:0 點閱:26

「勉強出勤」（presenteeism）係描述儘管身體疾病造成不適，或長時間工作造成疲倦，工作者仍出勤或持續工作的行為。勉強出勤的相關研究數量少且零散分布於不同領域，主要為醫療、護理與職業健康等。西方學者對勉強出勤議題的相關研究仍屬起步萌芽階段，無論國內外，現有的勉強出勤研究均缺乏完整概念探討，且測量方式尚存在諸多限制，更缺乏對其行為動機的探究。有鑑於此，本研究旨在：1.以質化與量化的方式確認台灣工作者的勉強出勤行為動機；2.以壓力理論為基礎，探究個人特質與勉強出勤行為動機之關聯；3.探究勉強出勤與身心健康、工作後果之關聯。
本研究採用兩波的追蹤樣本研究，以台灣工作者為研究對象，總計回收245份有效問卷。就多元迴歸分析與結構方程模式的結果發現：在行為動機方面，自我效能與積極動機有顯著關聯；神經質與消極動機有顯著關聯。在適應後果方面，勉強出勤與生理健康、心理健康、工作滿意有顯著負向關聯，而與工作耗竭有顯著正向關聯。再者，勉強出勤與工作耗竭間具有時差遞延效果，亦即兩者互為因果。本研究補足了勉強出勤既有文獻的缺口，並以台灣工作者為研究對象，延伸了西方文獻的實徵證據。

以文找文

In the current climate of global economic depression, presenteeism, the opposite of absenteeism, is becoming more prevalent in the workplace. Although some definitional confusion persists, the most recent scholarly conception of presenteeism involves showing up for work when one is ill. There are thus far very few studies exploring why it occurs and how it affects employees. There is not even consensus on the definition and measure of presenteeism among organizational behavior researchers. The purpose of this study is: 1. to delineate the underlying motives of the act of presenteeism and develop suitable measures for both the motives and the behavioral manifestation of the act; 2. to systematically examine the correlations between the individual characteristics and motives of presenteeism; 3. work and health consequences of the act of presenteeism in a Chinese work context.
Using structured questionnaires, we employed a 2-wave panel study design in which antecedents, motives, and consequences of the act of presenteeism were measured in a diverse sample of 245 full-time Chinese employees in Taiwan. Hierarchical regression analyses showed that self-efficacy and neuroticism were significantly associated with approach and avoidance motives for the act of presenteeism, respectively. Moreover, we found that the act of presenteeism was negatively associated with employees’ physical health, mental health, and job satisfaction, whereas it was positively associated with exhaustion. With cross-laggedpanel modeling, we also found presenteeism and exhaustion had reciprocal relationships over time. In conclusion, the present study shed some light on motives, behavioral manifestations, antecedents, and consequences of the act of presenteeism to extend the existing literature.

以文找文

行政院研究發展考核委員會（2013）。委託報告書：防範職場過勞並促進產業競爭力之研究。
行政院勞工委員會（2013）。勞動統計：薪資與生產力統計結果。
洪贊凱、陳維倫（2011）。社會工作領域中訓練發展程序公平、專業承諾與積極出勤之研究--調節焦點的中介型干擾角色。商略學報，4（2），115-134。 new window

高旭繁、陸洛（2011）。工作壓力及其後果的組群差異：以OSI模式為理論基礎之大樣本分析。台大管理論叢，22（1），239-272。 new window

陸洛（1997）。工作壓力之歷程：理論與研究的對話。中華心理衛生學刊，10（4），19-51. new window

陸洛（2006）。職場健康管理。見李誠（主編）：人力資源管理的12堂課。臺北：天下遠見。 new window

林惠彥、陸洛（2013）。&;#36537;躬盡瘁？勉強出勤之跨文化理論模式建構。人力資源管理學報，13（3）, 29-55。 new window

彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題本質，影響，測試和補救。管理學報，23，77-98。
Aronsson, G. &; Gustafsson, K. (2005). Sickness presenteeism: prevalence, attendance-pressure factors, and an outline of a model for research, Journal of Occupational Environment Medicine, 47, 958-966.
Aronsson, G., Gustafsson, K. &; Dallner, M. (2000). Sick but yet at work. An empirical study of sickness presenteeism, Journal of Epidemiological Community Health, 54, 502-509.
Baker-McClearn, D., Greasley, K., Dale, J, &; Griffith. F. (2010). Absence management and presenteeism: The pressures on employees to attend work and the impact of attendance on performance. Human Resource Management Journal, 20(3), 311-328
Bandura, A. (1989). Self-regulation of motivation and action through internal standards and goal systems. In L.A. Pervin (eds.). Goal Concepts in Personality and Social Psychology. Hillsdale, NJ: Lawrence Erlbaum, 19-85.
Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
Bentler, P. M. (1990). Comparative fit indexes in structural models. Psychological Bulletin, 107, 238–246.
Bergstrom, G., Bodin, L., Hagberg, J., Aronnson, G., &; Josephson, M. (2009). Sickness presenteeism today, sickness absenteeism tomorrow? A prospective study on sickness presenteeism and future sickness absenteeism. Journal of Occupational and Environmental Medicine, 51, 629-638.
Biron, C., &; Saksvik, P. O. (2009). Sickness Presenteeism and Attendance Pressure Factors: Implications for Practice, in International Handbook of Work and Health Psychology, Third Edition (Eds.). C. L. Cooper, J. C. Quick and M. J. Schabracq), Wiley-Blackwell, Oxford, UK.
Burton, W. N., Chen, C. Y., Conti, D. J., Schultz, A. B., &; Edington, D. W. (2006). The association between health risk change and presenteeism change. Journal of Occupational and Environmental Medicine, 48, 252–263.
Bycio, P. (1992). Job performance and absenteeism: A review and meta-analysis. Human Relations, 45, 193-220.
Cammann, C., Fichman, M., Jenkins, D., &; Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Unpublished manuscript, University of Michigan Press.
Caverley, N., Barton, C., &; MacGregor, J. (2007). Sickness absenteeism, and health following restructuring in a public service organization. Journal of Management Studies, 44(2), 304-319.
Contrada, R. J. &; Krantz, D. S. (1988). Stress, reactivity, and type A behavior: current status and future directions. Annuals of behavioral Medicine, 10, 64-70.
Cooper, C. L.(1996). Hot under the collar. Times Higher Education Supplement, 21 June.
Cooper, C. L., &; Smith, M. J. (1985). Job Stress and Blue Collar Work. New York : John Wiley.
Costa, P. T., Jr, McCrae, R. R. (1992). NEO-PI-R: Professional manual. Odessa, FL: Psychological Assessment Resources.
Crawford, E. R., LePine, J. A., &; Rich, B. L. (2010). Linking job demands and resources to employee engagement and burnout: A theoretical extension and meta-analytic test. Journal of Applied Psychology, 95, 834-848. new window

Demerouti, E., Bakker, A. B., &; Bulters, A. J. (2004). The loss spiral of work pressure, work-home interference and exhaustion: Reciprocal relations in a three-wave study. Journal of Vocational Behavior, 64, 131–149.
Demerouti, E., Blanc, P. M. le, Bakker, A. B., Schaufeli, W. B., &; Hox, J. (2009). Present but sick: A three-wave study on job demands, presenteeism and burnout. Career Development International, 14, 50-68.
Dew, K., Keefe, V., &; Small, K. (2005). Choosing to work when sick: workplace presenteeism. Social Science and Medicine, 60, 2273-2282.
Eysenck, H. J. (1970). The structure of personality. (3rd ed.). London: Methuen.
Eysenck, H. J. (1990). Biological dimensions of personality. In L. A. Pervin (ed.). Handbook of personality: Theory and research. NY: Guilford Press, 244-276.
Farrell, D. &; Stamm, C. L. (1998). Meta-analysis of the correlates of employee absence. Human Relations, 41, 211-272.
Folkman, S. (1997). Positive psychological states and coping with server stress. Social Science and Medicine, 45, 1207-1221.
Fox, J. B. &; Scott, J. F. (1943). Absenteeism: Management’s Problem. Cambridge, MA: Harvard Business School.
Fritz, C. &; Sonnentag, S. (2005). Recovery, health, and job performance: effects of weekend experiences, Journal of Occupational Health Psychology, 10, 187-199.
Gray, J. A. (1987). The psychology of fear and stree. Cambridge, UK: Cambridge University Press.
Gray, J. A. (1991). Neural system, emotion and personality. In H. J. Eysenck (ed.). A model for personality, (2nd). Berlin: Springer-Verlage.
Ghiselli, R., La Lopa, J., &; Bai, B. (2001). Job satisfaction, life satisfaction, and turnover intent: Among food-service managers. Cornell hotel and restaurant administration quarterly, 42(2), 28-37.
Goetzel, R. Z., Long, S. R., Ozminkowski, R. J., Hawkins, K., Wang, S., &; Lynch, W. (2004). Health, absence, disability, and presenteeism cost estimates of certain physical and mental health conditions affecting US employers. Journal of Occupational and Environmental Medicine, 46, 398–412.
Hemp, P. (2004). Presenteeism: At work—but out of it. Harvard Business Review, 82, 49–58.
Hill, J. M. M. &; Trist, E. L. (1995). Changes in accidents and other absences with length of service, Human Relations, 8, 121-152.
Hobfoll, S. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513-524.
Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of general psychology, 6(4), 307-324.
Hoyle, R. H. (1995). Structural equation modeling: Concepts, issues, and applications. Thousand Oaks, CA: Sage.
Hoppock, R. (1935). Job Satisfaction, New York : Harper.
Koopman, C., Pelletier, K. R., Murray, J. F., Sharda, C. E., Berger, M. L., Turpin, R. S., &; Bendel, T. (2002). Stanford Presenteeism Scale: Health status and employee productivity. Journal of Epidemiology and Community Health, 44, 14-20.
Jersalem, M. &; Schwarzer, R. (1992). Self-efficacy as a resource factor in stress appraisal. In R. Schwarzer (ed.). Self-Efficacy: Thought Conyrol of Action. Washington, DC: Hemisphere. 195-213.
Jex, S. M. &; Bliese, P. D. (1999). Efficacy beliefs as a moderator of the impact of work-related stressors: a multilevel study. Journal of Applied Psychology, 84, 349-361.
Johns, G. (1997). Contemporary research on absence from work: Correlates, causes, and consequences. International Review of Industrial and Organizational Psychology, 12: 115-174.
Johns, G. (2006). The essential impact of context on organizational behavior. Academy of Management Review, 31, 386-408.
Johns, G. (2008). Absenteeism and presenteeism: Not at work or not working well. In C. L. Cooper, &; J. Barling (eds.). The Sage Handbook of Organizational Behavior: Vol. 1: 160-177. London: Sage.
Johns, G. (2010). Presenteeism in the workplace: A review and research agenda. Journal of Organizational Behavior, 31, 519-542.
Johns, G. (2011). Attendance dynamics at work: The antecedents and correlates of presenteeism, absenteeism, and productivity loss. Journal of Occupational Health Psychology, 16, 483-500.
Johns, G. (2012). Presenteeism: A short history and a cautionary tale. In J. Houdmont, S. Leka &; R. Sinclair (eds.). Contemporary occupational health psychology: Global perspectives on research and practice: vol. 2: 204-220. Malden, MA: John Wiley &; Sons.
Judge, T. A. &; Bono, J. E. (2001). Relationship of core self-evaluations traits - self-esteem, generalized self efficacy, locus of control, and emotional stability - with job satisfaction and job performance: a meta analysis. Journal of Applied Pshchology, 86, 80-92.
Lazarus, R. S. &; Folkman, S. (1984). Stress, Appraisal and Coping. New York: Springer Publishing Company.
LePine, J. A., Podsakoff, N. P., &; LePine, M. A. (2005). A meta-analytic test of the challenge stressor-hindrance stressor framework: An explanation for inconsistent relationships among stressors and performance. Academy of Management Journal, 48, 764-775. new window

Lu, L., Cooper, C. L., &; Lin, H. Y. (2013). A cross-cultural examination of presenteeism and supervisory support. Career Development International, 18(5), 440-456.
Lu, L., Lin, H. Y., &; Cooper, C. L. (2013). Unhealthy and present: Motives and consequences of the act of presenteeism among Taiwanese employees. Journal of Occupational Health Psychology, 18(4), 406-416.
Lu, L., Tseng, H. J., &; Cooper, C. L. (1999). Managerial stress, job satisfaction and health in Taiwan. Stress Medicine, 15, 53-64.
Lu, L., Peng, S. Q., Lin, H. Y., &; Cooper, C. L. (In press). Presenteeism and Strain among Chinese Employees: The Moderating Role of Self-efficacy. Work &; Stress.
Maslach, C., &; Jackson, S. (1986). Maslach Burnout Inventory manual (2nd Ed.). Palo Alto, CA: Consulting Psychologists Press.
Meijman, T. F., &; Mulder, G. (1998). Psychological aspects of workload. In P. J. D. Drenth &; H. Thierry (eds.). Handbook of work and organizational psychology (Vol. 2, pp. 5-33). Hove: Psychology Press.
Middaugh, D. J. (2006). Presenteeism: Sick and tired at work. Medsurg Nursing, 15, 103–105.
Podsakoff, P. M., &; Organ, D. W. (1986). Self-Reports in organizational research: Problems and prospects. Journal of Management, 12, 531-544.
Podsakoff, P., MacKenzie, S., Lee, J., &; Podsakoff, N. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879-903.
Robbins, S. P. (1996). Organizational behavior: concepts, controversies, and applications. (7th). Englewood Cliff, NJ: Prentice-Hall.
Saucier, G. (1994). Mini-Markers: A Brief Version of Goldberg’s Unipolar Big-Five Markers. Journal of Personality Assessment, 63(3), 506-516.
Schaufeli, W. B. &; Enzmann, D. (1998). The Burnout Companion to Research and Practice: A Critical Analysis. Taylor &; Francis, London.
Schenet, N. G. (1945). An analysis of absenteeism in one war plant. Journal of Managerial Psychology, 19, 136-155.
Schwarzer, R., Babler, J., Kwiatek, P., Schroder, K., &; Zhang, J. X. (1997). The assessment of optimistic self-beliefs: Comparison of the German, Spanish, and Chinese versions of the General Self-efficacy Scale. Applied Psychology: An International Review, 46(1), 69-88.
Smith, P. C., Kendall, L. M., &; Hulin, C. l. (1996). The measurement of satisfaction in work and retirement. Chicago: Rand Mcnally.
Spector, P. E., &; Jex, S. M. (1998). Development of four self-report measures of job stressors and strain: Interpersonal Conflict at Work Scale, Organizational Constraints Scale, Quantitative Worklaod Inventory, and Physical Symptoms Inventory. Journal of Occupational Health Psychology, 3,356-367.
Stein, N., Folkman, S., Traabasso, T., &; Chriatopher-Richards, T. A. (1997). Appraisal and goal processes as predicators of psychological well-being in bereaved caregivers. Journal of Personality and Social Psychology, 72, 872-884.
Turpin, R. S., Ozminkowski, R. J., Sharda, C. E., Collins, J. J., Berger, M. L., Billotti, G. M., &; Nicholson, S. (2004). Reliability and validity of the Stanford Presenteeism Scale. Journal of Occupational and Environmental Medicine, 46, 1123-1133.
Van Yperen, N. W. &; Snijders, T. A. (2000). A multilevel analysis of demands-control model: is stress at work determined by factors at the group level or individual level? Journal of Occupational Health Psychology, 5, 182-190.
Whitehouse, D. (2005). Workplace presenteeism: How behavioral professionals can make a difference. Behavioral Healthcare Tomorrow, 14, 32-35.

推文
推薦
引用網址
引用嵌入語法
轉寄

top

:::

相關期刊
相關論文
相關專書
相關著作
熱門點閱

1.	部屬啊！您有做自己的機會嗎？尚嚴、專權雙元領導與部屬任務績效之關聯性：以情緒調節策略揭開潘朵拉的盒子
2.	部屬難為：領導者利組織不道德行為與部屬離職傾向、越級建言、主管導向組織公民行為與沉默行為之關係：以領導者-部屬交換關係為調節效果
3.	設計思考提升學習動機與問題解決信心--臺灣大學生學習設計思考課程的實證分析
4.	國際觀光旅館職場友誼與工作表現關係之探討--以卓越能力商數為中介變項
5.	青少年社會網絡指標及幽默表現風格之交互作用影響與被霸凌經驗之關係
6.	不同職務職業軍人工作壓力與睡眠品質之研究
7.	中高齡職涯未來時間觀、職場成功老化和就業力之關係--探討工作要求與資源的調節式中介作用
8.	區公所公務人員工作負荷、關係型心理契約與離職傾向關係之研究
9.	居服員留任傾向之研究
10.	工作便利？還是工作壓力？教師下班後即時通訊軟體公務使用情形與工作倦怠之關係--以教師工作價值觀為調節變項
11.	國中生所知覺到的教師自主支持、自我效能、任務價值對學習投入之影響
12.	病患不文明行為對情緒調節的影響：壓力心態與顧客導向的調節式中介模式
13.	重度工作投資與工作倦怠：健康促進與心理資本扮演之調節角色
14.	就事論事或將心比心？顧客不當對待與員工身心壓力的情緒歷程：壓力源評估與同理心特質的調節效果
15.	越南臺商外派人員之領導部屬交換對職場偏差行為之影響--以外在工作價值與工作不安全感為調節變項

1.	表面服從對工作家庭衝突及工作滿意度之影響：以員工情緒耗竭為中介因子之探討
2.	認定領導：理論建構、量表發展及效果驗證
3.	領導成員交換關係、工作資源、心理契約違反與離職傾向關聯之實證研究
4.	「知覺屈就」是自我膨脹：自我增強的動機及效果
5.	跨層次觀點下家長式領導、倫理氣候、組織承諾與組織公民行為關係之研究
6.	國民中學教師自我調節學習、驚輸、工作投入與組織公民行為關係之研究-以工作投入為中介變項
7.	全球化下台灣中小企業策略模式結構驗證之研究
8.	服務補救和關係銷售行為對顧客信任、滿意和忠誠度的影響
9.	主管領導方式與部屬知覺主管不當監督關係之研究
10.	醫事放射師職場學習、工作壓力、自我效能與工作滿意關係之研究
11.	品牌代理商降低拉式策略威脅之研究：三方交換關係觀點
12.	長期照顧機構照顧服務員之人力資源措施與組織公民行為之研究
13.	智慧資本與環境偵測對組織學習與組織控制效果之影響--以政府部門為例
14.	關係品質在企業社會責任與運動消費意圖之中介效果
15.	原住民重點學校國小校長工作壓力、工作滿意度與其組織承諾之關係研究

1.	主題遊樂園員工休閒行為與工作壓力影響之研究
2.	休閒管理與概論：休閒活動設計規劃個案
3.	南部地區大學教師工作倦怠、休閒調適及健康關係之研究
4.	校長競值領導效能研究 : 理論、指標與衡量
5.	學生事務人才經營
6.	成就動機對組織公民行為的影響--以領導者和部屬交換關係和團隊成員交換關係為調節效果
7.	臺港兩地工作者之工作壓力歷程--工作動機及因應策略之調節作用
8.	職場健康管理

無相關著作

無相關點閱

QR Code

臺灣人文及社會科學引文索引資料庫系統

詳目顯示

臺灣人文及社會科學引文索引資料庫