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題名:助人為快樂之本?組織公民行為與生活滿意關係及其調節中介模式之研究
作者:田光祐
校院名稱:國立嘉義大學
系所名稱:企業管理學系
指導教授:吳美連
李鴻文
學位類別:博士
出版日期:2015
主題關鍵詞:組織公民行為情感事件理論正(負)向情緒工作滿意度家庭滿意度職場靈性
原始連結:連回原系統網址new window
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員工在組織生活中,是否展現工作角色外的行為愈多,其滿意度就愈高?過去關於組織公民行為的研究大都聚焦在前因探討,鮮少探討組織公民行為可能產生的後果,特別是可能對員工之工作與家庭滿意度的影響。故本研究根據情感事件理論,並以調節中介模式,探討員工之組織公民行為影響其生活滿意(工作滿意、家庭滿意)之歷程,其中以正向情緒與負向情緒為中介,職場靈性為調節。
本研究採取問卷調查之研究方法,以跨產業之員工為研究對象,包括國內某集團旗下之各營運事業單位、高雄地區某公營事業員工、及國軍志願役人員。因工作及生活之滿意度為結果變項,本研究採立意抽樣方法,以員工及其配偶為配對抽樣。並依理論意涵適配性、先前研究之信效度、及樣本取自於華人文化中的適用性,選取合適的量表工具。本研究透過立意抽樣方法,總計發出400對(員工與配偶)問卷,實際有效配對問卷262對,回收率達65.5%。
本研究以結構方程模型為主要的資料分析方法,輔以Sobel檢定及拔靴法等,進行研究實證,其中八個假設中有五個得到支持,歸納出下列結論與貢獻。第一,組織公民行為與工作及家庭滿意度有顯著關係;組織公民程度愈高的員工,其工作及家庭生活之滿意度皆愈高;第二,奠基在過去的知識基礎上,本研究進一步解釋員工願意從事責任工作以外的非報酬行為所產生的情緒反應,除作用在工作層面外,亦會透過跨界效果影響到家庭層面;第三,情緒確實在組織公民行為與員工生活品質之間,具有部份中介效果,此彌補過去文獻鮮以探究OCB影響工作與家庭場域的中介機制之理論缺口;最後,本研究在職場靈性的調節作用上並不顯著,推測其原因可能為該構念仍處於發展階段,尚須確認收斂效度及區別效度等構念問題所致。
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