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題名:探討心理資本對工作壓力源和壓力反應之間關係的影響
作者:陳羽凡
作者(外文):Chen,Yu-Fan
校院名稱:中華大學
系所名稱:科技管理博士學位學程
指導教授:徐聖訓
王瑜哲
學位類別:博士
出版日期:2015
主題關鍵詞:工作壓力源壓力反應、心理資本stressorsstrainpsychological capital
原始連結:連回原系統網址new window
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隨著產品生命週期的縮短、科技快速進步、社會結構快速變遷、跨國廠商競爭的日益激烈等,對所有的工作者而言,壓力是不斷的上升,唯一的不變或許就是改變。由於職場環境的改變,員工們均承受很大的壓力。他們必須工作更長的時間,用更快的速度來完成更多的工作,具備多種技能,而且沒有工作的保障。這些因素造成許多壓力的症狀和問題。
為了減少工作壓力的影響,學者們致力調查能減緩壓力影響的心裡內在因子。過去的研究提出了許多到壓力緩衝因子,包括個人的背景變項、社會支持、勤勉正直的人格特質、樂觀信念、和諧人格特質和宗教信仰等。同時最近有學者整理出幾個重要的個人資源可以用來調節壓力源和壓力反應之間的關係,包括了希望、自我效能、樂觀和復原力。事實上,這四個變數構成了所謂的「心理資本(psychological capital, 又簡寫為PsyCap)」。心理資本可以幫助個人達成目標,也可以幫助個人從挫折中復原。
本研究的主要議題就在於了解和實證心理資本究竟是如何幫助個人減緩壓力源的影響。過去的研究雖然亦有探討心理資本和壓力反應的關係,但理論僅止於直接關係,而且理論說明不夠精緻(e.g. Avey et al., 2009)。因此,本研究的目的就是希望能釐清和理解心理資本、壓力源和壓力反應之間的所有關係。另一方面,員工的工作滿意度和離職傾向一直是是企業界重視的問題。本研究的另一個目的即為探討工作壓力對工作滿意度和離職傾向的影響。最後本研究欲探討心理資本的綜效效果。本研究主要發現如下:工作壓力源會增強壓力反應、壓力反應會減少員工滿意度和增加員工離職傾向、職場的滿意度愈高,離職傾向就愈低、心理資本能直接降低壓力反應、心理資本能調節壓力源對於壓力反應的影響、壓力反應為壓力源與滿意度(離職傾向)的中介效果、心理資本各構面存在綜效的效果。
With product life-cycles shortening and technologies becoming increasingly imitable, and with competitors, regulations and even societies changing rapidly, organizations now operate in contexts of increased speed, uncertainty and competition. What used to be certain cannot be so certain anymore; change is the only constant. Given the current business contexts, workers are asked to work longer hours and at a faster pace, but no job security. Consequently, these dynamics in the working life have generated many stressful conditions.
To minimize the negative impacts of work stress, researchers are investigating factors that can buffer the impacts of stressors. These models suggest that the relationship between stressors and their stress reactions (strain) is moderated by different factors, such as demographic characteristics, personality features, social support, optimism, religion and so on. Recently, researchers have identified a new resource that can moderate the relationship between stressors and strains. The resource includes hope, self-efficacy, optimism and resilience and these four factors have been identified as the constructs of psychological capital (PsyCap). Psychological capital can help individuals achieve goals and rebound from the setbacks.
Accordingly, the focus of this study is to understand and testify the mechanisms of how psychological capital can alleviate personal stress. Although previous study covers this issue, its theoretical model only touches direct effect and its explanation is ambiguous (e.g. Avey et al., 2009). To address this issue, this study aims to clarify all relationships between stressors, strains and psychological capital. Moreover, this study will cover the relationship between stress, job satisfaction and leaving intention. Finally, we will examine the synergy effect of PsyCap.
The results shows that stressors will increase strain, strain will reduce job satisfaction and increase leaving intention, PsyCap can decrease strain, Psycap moderate the stressor-strain relationship, strain mediates the stressor-outcome relationship, PsyCap has synergy effects.
施惠文(2005)。工作壓力,社會支持與工作績效之相關研究-以高雄市政府員工為例。國立中山大學人力資源管理研究所碩士論文。高雄。
曾玉滿(2009)。工作壓力對工作績效關係之探討--以諮商為干擾變項。國立中山大學人力資源管理研究所碩士論文。高雄。
高鳳霞、鄭伯壎(2014)。職場工作壓力: 回顧與展望。人力資源管理學報,14(1),77–102。new window


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