:::

詳目顯示

回上一頁
題名:「知覺屈就」是自我膨脹:自我增強的動機及效果
作者:廖瑞原
作者(外文):Ruei-Yuan Liao
校院名稱:國立中山大學
系所名稱:人力資源管理研究所
指導教授:陳世哲
黃振聰
學位類別:博士
出版日期:2019
主題關鍵詞:自我增強知覺屈就自我肯定自我證實情感性承諾離職意圖turnover intentionorganizational commitmentself-verificationself-affirmationself-enhancementperceived overqualification
原始連結:連回原系統網址new window
相關次數:
  • 被引用次數被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
  • 排除自我引用排除自我引用:0
  • 共同引用共同引用:0
  • 點閱點閱:3
本研究不只是將知覺屈就視為自我膨脹心理,並以自我概念為理論基礎,透過自我增強動機解釋知覺屈就與後果變數之間的關聯。本研究凸顯哪些自我動機會影響知覺屈就(what),知覺屈就如何影響工作態度(how),在何種條件下其負面後果會被減弱(when),解釋動機、認知偏誤及態度三者之間的關係,處理知覺屈就與後果變數之間不一致的問題。研究樣本來自電話客服中心服務員(n=289),問卷資料是透過二階段方式取得。研究結果顯示,知覺屈就與情感性承諾負向關聯與離職意圖正向關聯,其負面的後果也會受到外部回饋調節而減弱,也會中介於內外在動機,同時也驗證了條件式的中介效果,最後討論這些結果。
This study is different from the perceived overqualification as to self-inflated of psychology, but by self-concept as the core of the theory, through self-enhancement motivation to explain the association between perception and attitude. This study highlights what self-motivation will affect the perception of compliance (what), and perceived flexion is how to influence working attitude (how), so to explain the relationship between motivation, cognitive-bias and the attitude of the three, and deal with the problem of discordance between perception and attitude to work. The research sample from a single Telecom call center staff. The study presents the perception and attitude to work and turnover intention the direct effect and regulation effect, finally discuss these results.
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(1),77-98.
Acikgoz, Y., Sumer, H. C., & Sumer, N. (2016). Do Employees Leave Just Because They Can? Examining the Perceived Employability–Turnover Intentions Relationship. The Journal of Psychology, 150(5), 666-683.
Agut, S., Peiro´, J. M., & Grau, R. (2009). The effect of overeducation on job content innovation and career-enhancing strategies among young Spanish employees. Journal of Career Development, 36, 159–182.
Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Thousand Oaks, CA: Sage.
Alba-Ramirez, A. (1993). Mismatch in the Spanish labor market: Overeducation? Journal of Human Resources, 259-278.
Alfes, K. (2013). Perceived overqualification and performance. The role of the peer-group. German Journal of Human Resource Management, 27(4), 314-330.
Alfes, K., Shantz, A., & Baalen, S. (2016). Reducing perceptions of overqualification and its impact on job satisfaction: The dual roles of interpersonal relationships at work. Human Resource Management Journal, 26(1), 84-101.
Alicke, M. D., Zell, E., & Bloom, D. L. (2010). Mere categorization and the frog-pond effect. Psychological Science, 21(2), 174-177.
Angrave, David, and Andy Charlwood. 2015. “What is the relationship between long working hours, over-employment, under-employment and the subjective well-being of workers?” Human Relations 68(9):1491–1515.
Anseel, F., & Lievens, F. (2007). The relationship between uncertainty and desire for feedback: A test of competing hypotheses1. Journal of Applied Social Psychology, 37(5), 1007-1040.
Anseel, F., Beatty, A. S., Shen, W., Lievens, F., & Sackett, P. R. (2015). How are we doing after 30 years? A meta-analytic review of the antecedents and outcomes of feedback-seeking behavior. Journal of Management, 41(1), 318-348.
Aronson, E., Wilson, T. D, & Akert, R. M. (2012), Social Psychology, 8th ed. Upper Saddle River, NJ: Pearson.
Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37(3), 670-687.
Aryee, S., Srinivas, E. S., & Tan, H. H. (2005). Rhythms of life: Antecedents and outcomes of work-family balance in employed parents. Journal of Applied Psychology, 90(1), 132.
Ashford, S. J., & Tsui, A. S. (1991). Self-regulation for managerial effectiveness: The role of active feedback seeking. Academy of Management Journal, 34(2), 251-280.
Ashforth, B. E., & Kreiner, G. E. (1999). “How can you do it?”: Dirty work and the challenge of constructing a positive identity. Academy of Management Review, 24(3), 413-434.
Atwater, L. E., & Brett, J. F. (2006). 360-degree feedback to leaders does it relate to changes in employee attitudes? Group & Organization Management, 31(5), 578-600.
Avey, J. B., Reichard, R. J., Luthans, F., & Mhatre, K. H. (2011). Meta‐analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human Resource Development Quarterly, 22(2), 127-152.
Bagger, J., & Li, A. (2012). Being important matters: The impact of work and family centralities on the family-to-work conflict–satisfaction relationship. Human Relations, 65(4), 473-500.
Bal, P. M., & Kooij, D. (2011). The relations between work centrality, psychological contracts, and job attitudes: The influence of age. European Journal of Work and Organizational Psychology, 20(4), 497-523.
Bandura, A. (1997). Self efficacy. the exercise of control, New York: W H. Freeman & Co. Student Success, 333, 48461.
Bandura, A. (1999). Social cognitive theory of personality. New York: Guilford. Handbook of personality: Theory and Research, 154-196.
Bandura, A., & Schunk, D. H. (1981). Cultivating competence, self-efficacy, and intrinsic interest through proximal self-motivation. Journal of Personality and Social Psychology, 41(3), 586.
Barrick, M. R., Shaffer, J. A., & DeGrassi, S. W. (2009). What you see may not be what you get: Relationships among self-presentation tactics and ratings of interview and job performance. Journal of Applied Psychology, 94(6), 1394.
Bashshur, M. R., Herna´ndez, A., & Peiro´, J. M. (2011). The impact of underemployment on individual and team performance. In D. C. Maynard & D. C. Feldman (Eds.), Underemployment: Psychological, economic, and social challenges (pp. 187–213). New York, NY: Springer.
Batt, R., & Colvin, A. J. (2011). An employment systems approach to turnover: Human resources practices, quits, dismissals, and performance. Academy of management Journal, 54(4), 695-717.
Baumeister, R. R. (1998). The self (In DT Gilbert, ST Fiske, & G. Lindzey (Eds.). The handbook of social psychology (Vol. 1, pp. 680–740). New York: McGraw-Hill.
Belschak, F. D., & Den Hartog, D. N. (2009). Consequences of positive and negative feedback: The impact on emotions and extra‐role behaviors. Applied Psychology, 58(2), 274-303.
Bolino, M. C., & Feldman, D. C. (2000). The antecedents and consequences of underemployment among expatriates. Journal of Organizational Behavior, 21, 889–911.
Bosson, J. K., Brown, R. P., Zeigler-Hill, V., & Swann, W. B. (2003). Self-enhancement tendencies among people with high explicit self-esteem: The moderating role of implicit self-esteem. Self and Identity, 2(3), 169-187.
Breaugh, J. A. (2013). Employee recruitment. Annual Review of Psychology, 64, 389–416.
Brett, J. F., & Atwater, L. E. (2001). 360° feedback: Accuracy, reactions, and perceptions of usefulness. Journal of Applied Psychology, 86(5), 930.
Brown, J. D., & Dutton, K. A. (1995). The thrill of victory, the complexity of defeat: self-esteem and people''s emotional reactions to success and failure. Journal of Personality and Social Psychology, 68(4), 712.
Brown, J. D., & Marshall, M. A. (2001). Self-esteem and emotion: Some thoughts about feelings. Personality and Social Psychology Bulletin, 27(5), 575-584.
Bushman, B. J., & Baumeister, R. F. (1998). Threatened egotism, narcissism, self-esteem, and direct and displaced aggression: Does self-love or self-hate lead to violence?. Journal of Personality and Social Psychology, 75(1), 219.
Butts, M. M., Casper, W. J., & Yang, T. S. (2013). How important are work–family support policies? A meta-analytic investigation of their effects on employee outcomes. Journal of Applied Psychology, 98(1), 1.
Cable, D. M., & Edwards, J. R. (2004). Complementary and supplementary fit: A theoretical and empirical integration. Journal of Applied Psychology, 89(5), 822.
Call, M. L., Nyberg, A. J., & Thatcher, S. (2015). Stargazing: An integrative conceptual review, theoretical reconciliation, and extension for star employee research. Journal of Applied Psychology, 100(3), 623.
Campbell, W. K., Goodie, A. S., & Foster, J. D. (2004). Narcissism, confidence, and risk attitude. Journal of Behavioral Decision Making, 17(4), 297-311.
Campbell, W. K., Reeder, G. D., Sedikides, C., & Elliot, A. J. (2000). Narcissism and comparative self-enhancement strategies. Journal of Research in Personality, 34(3), 329-347.
Carr, J. C., Boyar, S. L., & Gregory, B. T. (2007). The moderating effect of work–family centrality on work–family conflict, organizational attitudes, and turnover behavior. Journal of Management.
Chapman, D. S., Uggerslev, K. L., Carroll, S. A., Piasentin, K. A., & Jones, D. A. (2005). Applicant attraction to organizations and job choice: A meta-analytic review of the correlates of recruiting outcomes. Journal of Applied Psychology, 90(5), 928.
Chen, G., Gully, S. M., & Eden, D. (2001). Validation of a new general self-efficacy scale. Organizational Research Methods, 4(1), 62-83.
Chen, Y., Ferris, D. L., Kwan, H. K., Yan, M., Zhou, M., & Hong, Y. (2013). Self-love''s lost labor: A self-enhancement model of workplace incivility. Academy of Management Journal, 56(4), 1199-1219.
Christensen, T. C., Wood, J. V., & Barrett, L. F. (2003). Remembering everyday experience through the prism of self-esteem. Personality and Social Psychology Bulletin, 29(1), 51-62.
Cohen, S., & Hoberman, H. M. (1983). Positive events and social supports as buffers of life change stress1. Journal of Applied Social Psychology, 13(2), 99-125.
Conway, J. M., & Huffcutt, A. I. (1997). Psychometric properties of multisource performance ratings: A meta-analysis of subordinate, supervisor, peer, and self-ratings. Human Performance, 10(4), 331-360.
Cortina, J. M., Chen, G., & Dunlap, W. P. (2001). Testing interaction effects in LISREL: Examination and illustration of available procedures. Organizational research methods, 4(4), 324-360.
Critcher, C. R., & Dunning, D. (2015). Self-affirmations provide a broader perspective on self-threat. Personality and Social Psychology Bulletin, 41(1), 3-18.
Crites, S. L., Fabrigar, L. R., & Petty, R. E. (1994). Measuring the affective and cognitive properties of attitudes: Conceptual and methodological issues. Personality and Social Psychology Bulletin, 20(6), 619-634.
Crocker, J., & Park, L. E. (2004). The costly pursuit of self-esteem. Psychological Bulletin, 130(3), 392.
Crocker, J., Luhtanen, R. K., Cooper, M. L., & Bouvrette, A. (2003). Contingencies of self-worth in college students: theory and measurement. Journal of Personality and Social Psychology, 85(5), 894.
De Cuyper, N., Mauno, S., Kinnunen, U., & Mäkikangas, A. (2011). The role of job resources in the relation between perceived employability and turnover intention: A prospective two-sample study. Journal of Vocational Behavior, 78(2), 253-263.
Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
Dekker, R., de Grip, A., & Heijke, H. (2002). The effects of training and overeducation on career mobility in a segmented labour market. International Journal of Manpower, 23, 106–125.
Del Libano, M., Llorens, S., Salanova, M., & Schaufeli, W. (2012). About the bright and dark sides of self-efficacy: Work engagement and workaholism. The Spanish Journal of Psychology, 15(2), 688-701.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499.
Diefendorff, J. M., Brown, D. J., Kamin, A. M., & Lord, R. G. (2002). Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance. Journal of Organizational Behavior, 23(1), 93-108.
Direnzo, M. S., & Greenhaus, J. H. (2011). Job search and voluntary turnover in a boundaryless world: A control theory perspective. Academy of Management Review, 36(3), 567-589.
Dooley, D., Prause, J., & Ham-Rowbottom, K. A. (2000). Underemployment and depression: Longitudinal relationships. Journal of Health and Social Behavior, 421-436.
Dunning, D., Meyerowitz, J. A., & Holzberg, A. D. (1989). Ambiguity and self-evaluation: The role of idiosyncratic trait definitions in self-serving assessments of ability. Journal of Personality and Social Psychology, 57(6), 1082.
Dweck, C. S. (1991). Self-theories and goals: Their role in motivation, personality, and development. In Nebraska symposium on motivation (Vol. 38, No. 3, pp. 199-235).
Earnest, D. R., Allen, D. G., & Landis, R. S. (2011). Mechanisms linking realistic job previews with turnover: A meta‐analytic path analysis. Personnel Psychology, 64(4), 865-897.
Edwards, J. R., & Lambert, L. S. (2007). Methods for integrating moderation and mediation: a general analytical framework using moderated path analysis. Psychological methods, 12(1), 1.
Ellis, A. P., West, B. J., Ryan, A. M., & DeShon, R. P. (2002). The use of impression management tactics in structured interviews: A function of question type? Journal of Applied Psychology, 87(6), 1200.
Erdogan, B., & Bauer, T. N. (2009). Perceived overqualification and its outcomes: The moderating role of employment. Journal of Applied Psychology, 94, 557–565.
Erdogan, B., Bauer, T. N., Peiro´, J. M., & Truxillo, D. M. (2011). Overqualified employees: Making the best of a potentially bad situation for individuals and organizations. Industrial and Organizational Psychology, 4, 215–232.
Evans, J. S. B. (2008). Dual-processing accounts of reasoning, judgment, and social cognition. Annu. Rev. Psychol., 59, 255-278.
Evans, J. S. B., & Stanovich, K. E. (2013). Dual-process theories of higher cognition advancing the debate. Perspectives on Psychological Science, 8(3), 223-241.
Feldman, D. C. (1996). The nature, antecedents and consequences of underemployment. Journal of Management, 22, 385–407.
Feldman, D. C., & Turnley, W. H. (2004). Contingent employment in academic careers: Relative deprivation among adjunct faculty. Journal of Vocational Behavior, 64(2), 284-307.
Feldman, D. C., Leana, C. R., & Bolino, M. C. (2002). Underemployment and relative deprivation among re-employed executives. Journal of Occupational and Organizational Psychology, 75, 453–471.
Ferris, D. L., Johnson, R. E., Rosen, C. C., & Tan, J. A. (2012). Core self-evaluations a review and evaluation of the literature. Journal of Management, 38(1), 81-128.
Festinger, L. (1962). A theory of cognitive dissonance (Vol. 2). Stanford university press.
Festinger, L., & Carlsmith, J. M. (1959). Cognitive consequences of forced compliance. The Journal of Abnormal and Social Psychology, 58(2), 203.
Fine, S. (2007). Overqualification and selection in leadership training. Journal of Leadership & Organizational Studies, 14, 61–68.
Fine, S., & Nevo, B. (2008). Too smart for their own good? A study of perceived cognitive overqualification in the workplace. The International Journal of Human Resource Management, 19, 346–355.
Friedland, D. S., & Price, R. H. (2003). Underemployment: Consequences for the health and well-being of workers. American Journal of Community Psychology, 32, 33–45.
García, M. F., Triana, M. D. C., Peters, A. N., & Sánchez, M. (2009). Self‐enhancement in a job search context. International Journal of Selection and Assessment, 17(3), 290-299.
Gerhart, B. (1990). Voluntary turnover and alternative job opportunities. Journal of Applied Psychology, 75(5), 467.
Greenwald, A. G. (1980). The totalitarian ego: Fabrication and revision of personal history. American psychologist, 35(7), 603.
Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72-92.
Griffeth, R. W., Hom, P. W., & Gaertner, S. (2000). A meta-analysis of antecedents and correlates of employee turnover: Update, moderator tests, and research implications for the next millennium. Journal of Management, 26(3), 463-488.
Griffeth, R. W., Steel, R. P., Allen, D. G., & Bryan, N. (2005). The development of a multidimensional measure of job market cognitions: The employment opportunity index (EOI). Journal of Applied Psychology, 90(2), 335.
Groot, W., & Van Den Brink, H. M. (2000). Overeducation in the labor market: A meta-analysis. Economics of Education Review, 19(2), 149-158.
Guerrero, L., & Hatala, J. P. (2015). Antecedents of perceived overqualification: A three-wave study. Career Development International, 20(4), 409-423.
Guest, D. E., Michie, J., Conway, N., & Sheehan, M. (2003). Human resource management and corporate performance in the UK. British Journal of Industrial Relations, 41(2), 291-314.
Haber, M. G., Cohen, J. L., Lucas, T., & Baltes, B. B. (2007). The relationship between self‐reported received and perceived social support: A meta‐analytic review. American Journal of Community Psychology, 39(1-2), 133-144.
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
Harmon-Jones, E. (2000). Cognitive dissonance and experienced negative affect: Evidence that dissonance increases experienced negative affect even in the absence of aversive consequences. Personality and Social Psychology Bulletin, 26(12), 1490-1501.
Harrison, R. V. (1978). Person-environment fit and job stress. Stress at Work, 175, 205.
Hayes, A. F. (2013). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach. Guilford Press.
Haselton, M. G., & Nettle, D. (2006). The paranoid optimist: An integrative evolutionary model of cognitive biases. Personality and Social Psychology Review, 10(1), 47-66.
Heidemeier, H., & Moser, K. (2009). Self–other agreement in job performance ratings: A meta-analytic test of a process model. Journal of Applied Psychology, 94(2), 353. Psychological Review, 94(3), 319.
Heine, S. J., Lehman, D. R., Markus, H. R., & Kitayama, S. (1999). Is there a universal need for positive self-regard?. Psychological review, 106(4), 766.
Higgins, E. T. (1996). The" self digest": Self-knowledge serving self-regulatory functions. Journal of Personality and Social Psychology, 71(6), 1062.
Hirschfeld, R. R., & Feild, H. S. (2000). Work centrality and work alienation: Distinct aspects of a general commitment to work. Journal of Organizational Behavior, 21(7), 789-800.
Holtom, B. C., Lee, T. W., & Tidd, S. T. (2002). The relationship between work status congruence and work-related attitudes and behaviors. Journal of Applied Psychology, 87, 903–915.
Hoorens, V. (1993). Self-enhancement and superiority biases in social comparison. European review of Social Psychology, 4(1), 113-139.
Hu, J., Erdogan, B., Bauer, T. N., Jiang, K., Liu, S., & Li, Y. (2015). There are lots of big fish in this pond: The role of peer overqualification on task significance, perceived fit, and performance for overqualified employees. Journal of Applied Psychology, 100(4), 1228.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672.
Jackofsky, E. F. (1984). Turnover and job performance: An integrated process model. Academy of Management Review, 9(1), 74-83.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264-1294.
Johnson, G. J., & Johnson, W. R. (1996). Perceived overqualification and psychological well-being. Journal of Social Psychology, 136, 435–445.
Johnson, G. J., & Johnson, W. R. (2000). Perceived overqualification and dimensions of job satisfaction: A longitudinal analysis. The Journal of Psychology, 134, 537–555.
Johnson, J. L., & O''Leary‐Kelly, A. M. (2003). The effects of psychological contract breach and organizational cynicism: Not all social exchange violations are created equal. Journal of Organizational Behavior, 24(5), 627-647.
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 Psychology, 86(1), 80.
Judge, T. A., Jackson, C. L., Shaw, J. C., Scott, B. A., & Rich, B. L. (2007). Self-efficacy and work-related performance: The integral role of individual differences. Journal of Applied Psychology, 92(1), 107.
K. Ito, J., M. Brotheridge, C., & McFarland, K. (2013). Examining how preferences for employer branding attributes differ from entry to exit and how they relate to commitment, satisfaction, and retention. Career Development International, 18(7), 732-752.
Kalleberg, A. L. (2008). The mismatched worker: When people don’t fit their jobs. Academy of Management Perspectives, 22, 24–40.
Katz, J., & Beach, S. R. (2000). Looking for love? Self-verification and self-enhancement effects on initial romantic attraction. Personality and Social Psychology Bulletin, 26(12), 1526-1539.
Khan, L. J., & Morrow, P. C. (1991). Objective and subjective underemployment relationships to job satisfaction. Journal of Business Research, 22(3), 211-218.
Kickul, J. (2001). Promises made, promises broken: An exploration of employee attraction and retention practices in small business. Journal of Small Business Management, 39(4), 320-335.
Kirschenbaum, A., & Weisberg, J. (2002). Employee''s turnover intentions and job destination choices. Journal of Organizational Behavior, 23(1), 109-125.
Kleingeld, A., van Mierlo, H., & Arends, L. (2011). The effect of goal setting on group performance: A meta-analysis. Journal of Applied Psychology, 96(6), 1289.
Klotz, A. C., Motta Veiga, S. P., Buckley, M. R., & Gavin, M. B. (2013). The role of trustworthiness in recruitment and selection: A review and guide for future research. Journal of Organizational Behavior, 34(S1), S104-S119.
Korman, A. K. (1970). Toward an hypothesis of work behavior. Journal of Applied Psychology, 54(1p1), 31.
Kraimer, M. L., Shaffer, M. A., & Bolino, M. C. (2009). The influence of expatriate and repatriate experiences on career advancement and repatriate retention. Human Resource Management, 48(1), 27-47.
Kristof, A. L. (1996). Person‐organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1-49.
Kristof-Brown, A. L. 2000. Perceived applicant fit: Distinguishing between recruiters’ perceptions of person–job and person–organization fit. Personnel Psychology, 53: 643–671.
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals’ fit at work: A meta-analysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology, 58, 281–342.
Kristof-Brown, A., Barrick, M. R., & Franke, M. (2002). Applicant impression management: Dispositional influences and consequences for recruiter perceptions of fit and similarity. Journal of Management, 28(1), 27-46.
Kruger, J., & Dunning, D. (1999). Unskilled and unaware of it: How difficulties in recognizing one''s own incompetence lead to inflated self-assessments. Journal of Personality and Social Psychology, 77(6), 1121.
Kwan, V. S., John, O. P., Kenny, D. A., Bond, M. H., & Robins, R. W. (2004). Reconceptualizing individual differences in self-enhancement bias: An interpersonal approach. Psychological Review, 111(1), 94-110.
Larwood, L., & Whittaker, W. (1977). Managerial myopia: Self-serving biases in organizational planning. Journal of Applied Psychology, 62(2), 194.
Lee, C. H. (2005). A study of underemployment among self-initiated expatriates. Journal of World Business, 40(2), 172-187.
Lee, C. H. (2005). A study of underemployment among self-initiated expatriates. Journal of World Business, 40(2), 172-187.
Levashina, J., & Campion, M. A. (2007). Measuring faking in the employment interview: Development and validation of an interview faking behavior scale. Journal of Applied Psychology, 92(6), 1638.
Liu, S., Luksyte, A., Zhou, L., Shi, J., & Wang, M. (2015). Overqualification and counterproductive work behaviors: Examining a moderated mediation model. Journal of Organizational Behavior, 36, 250–271.
Lobene, E. V., Meade, A. W., & Pond III, S. B. (2015). Perceived overqualification: a multi-source investigation of psychological predisposition and contextual triggers. The Journal of Psychology, 149(7), 684-710.
Lu, C. Q., Sun, J. W., & Du, D. Y. (2016). The relationships between employability, emotional exhaustion, and turnover intention the moderation of perceived career opportunity. Journal of Career Development, 43(1), 37-51.
Luksyte, A., & Spitzmueller, C. (2011). Overqualified women: What can be done about this potentially bad situation? Industrial and Organizational Psychology, 4(2), 256-259.
Luksyte, A., & Spitzmueller, C. (2016). When are overqualified employees creative? It depends on contextual factors. Journal of Organizational Behavior.
Luksyte, A., Spitzmueller, C., & Maynard, D. C. (2011). Why do overqualified incumbents deviate? Examining multiple mediators. Journal of Occupational Health Psychology, 16, 279–296.
Luthans, F., & Peterson, S. J. (2003). 360‐degree feedback with systematic coaching: Empirical analysis suggests a winning combination. Human Resource Management, 42(3), 243-256.
McCrae, R. R., & Costa Jr, P. T. (1994). The stability of personality: Observations and evaluations. Current Directions in Psychological Science, 3(6), 173-175.
Maltarich, M. A., Nyberg, A. J., & Reilly, G. (2010). A conceptual and empirical analysis of the cognitive ability–voluntary turnover relationship. Journal of Applied Psychology, 95(6), 1058.
Maltarich, M.A., Reilly, G., & Nyberg, A.J. (2011). Objective and subjective overqualification: Distinctions, relationships, and a place for each in the literature. Industrial and Organizational Psychology: Perspectives on Science and Practice, 4, 236–239.
Maynard, D. C., & Joseph, T. A. (2008). Are all part-time faculty underemployed? The influence of faculty status preference on satisfaction and commitment. Higher Education, 55(2), 139-154.
Maynard, D. C., & Parfyonova, N. M. (2013). Perceived overqualification and withdrawal behaviours: Examining the roles of job attitudes and work values. Journal of Occupational and Organizational Psychology, 86(3), 435-455.
Maynard, D. C., Brondolo, E. M., Connelly, C. E., & Sauer, C. E. (2015). I''m too good for this job: Narcissism''s role in the experience of overqualification. Applied Psychology, 64(1), 208-232.
Maynard, D. C., Joseph, T. A., & Maynard, A. M. (2006). Underemployment, job attitudes, and turnover intentions. Journal of Organizational Behaviors, 27, 509–536.
McCrae, R. R., & Costa Jr, P. T. (1994). The stability of personality: Observations and evaluations. Current directions in psychological science, 3(6), 173-175.
McDonald, T., & Siegall, M. (1992). The effects of technological self-efficacy and job focus on job performance, attitudes, and withdrawal behaviors. The Journal of Psychology, 126(5), 465-475.
McFarland, L. A., Ryan, A. M., & Kriska, S. D. (2003). Impression management use and effectiveness across assessment methods. Journal of Management, 29(5), 641-661.
McKee-Ryan, F. M., & Harvey, J. (2011). “I have a job, but...”: A review of underemployment. Journal of Management, 37(4), 962-996.
McKee‐Ryan, F. M., Virick, M., Prussia, G. E., Harvey, J., & Lilly, J. D. (2009). Life after the layoff: Getting a job worth keeping. Journal of Organizational Behavior, 30(4), 561-580.
McNulty, S. E., & Swann Jr, W. B. (1994). Identity negotiation in roommate relationships: The self as architect and consequence of social reality. Journal of Personality and Social Psychology, 67(6), 1012.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538.
Moore, D. A., & Healy, P. J. (2008). The trouble with overconfidence. Psychological Review, 115(2), 502.
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ): developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321.
Morrison, E. W. (1993). Newcomer information seeking: Exploring types, modes, sources, and outcomes. Academy of Management Journal, 36(3), 557-589.
Moscoso, S., & Salgado, J. F. (2004). ''Dark side''personality styles as predictors of task, contextual, and job performance. International Journal of Selection and Assessment, 12(4), 356-362.
Nauta, A., Vianen, A., Heijden, B., Dam, K., & Willemsen, M. (2009). Understanding the factors that promote employability orientation: The impact of employability culture, career satisfaction, and role breadth self‐efficacy. Journal of Occupational and Organizational Psychology, 82(2), 233-251.
Navarro, M. L. A., Mas, M. B., & Jiménez, A. M. L. (2010). Working conditions, burnout and stress symptoms in university professors: Validating a structural model of the mediating effect of perceived personal competence. The Spanish Journal of Psychology, 13(01), 284-296.
Nerkar, A. A., McGrath, R. G., & MacMillan, I. C. (1996). Three facets of satisfaction and their influence on the performance of innovation teams. Journal of Business Venturing, 11(3), 167-188.
O''Brien, G. E. (1982). The relative contribution of perceived skill-utilization and other perceived job attributes to the prediction of job satisfaction: A cross-validation study. Human Relations, 35(3), 219-237.
Ones, D. S., Viswesvaran, C., & Reiss, A. D. (1996). Role of social desirability in personality testing for personnel selection: The red herring. Journal of Applied Psychology, 81(6), 660.
O''Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34(3), 487-516.
Paulhus, D. L., Harms, P. D., Bruce, M. N., & Lysy, D. C. (2003). The over-claiming technique: Measuring self-enhancement independent of ability. Journal of Personality and Social Psychology, 84(4), 890.
Paulhus, D. L., Westlake, B. G., Calvez, S. S., & Harms, P. D. (2013). Self‐presentation style in job interviews: The role of personality and culture. Journal of Applied Social Psychology, 43(10), 2042-2059.
Paullay, I. M., Alliger, G. M., & Stone-Romero, E. F. (1994). Construct validation of two instruments designed to measure job involvement and work centrality. Journal of Applied Psychology, 79(2), 224.
Peiro, J. M., Sora, B., & Caballer, A. (2012). Job insecurity in the younger Spanish workforce: Causes and consequences. Journal of Vocational Behavior, 80, 444 – 453.
Peng, Y. and Mao, C. (2015), “The impact of person-job fit on job satisfaction: The mediator role of self efficacy”, Social Indicators Research, Vol. 121 No. 3, pp. 805-813.
Pfeffer, J., & Lawler, J. (1980). Effects of job alternatives, extrinsic rewards, and behavioral commitment on attitude toward the organization: A field test of the insufficient justification paradigm. Administrative Science Quarterly, 38-56.
Phillips, J. M. (1998). Effects of realistic job previews on multiple organizational outcomes: A meta-analysis. Academy of Management Journal, 41(6), 673-690.
Pillai, R., & Williams, E. A. (2004). Transformational leadership, self-efficacy, group cohesiveness, commitment, and performance. Journal of Organizational Change Management, 17(2), 144-159.
Ployhart, R. E. (2006). Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32(6), 868-897.
Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and prospects. Journal of management, 12(4), 531-544.
Preacher, K. J., Rucker, D. D., & Hayes, A. F. (2007). Addressing moderated mediation hypotheses: Theory, methods, and prescriptions. Multivariate Behavioral Research, 42(1), 185-227.
Priem, R. L., & Butler, J. E. (2001). Tautology in the resource-based view and the implications of externally determined resource value: Further comments. Academy of Management Review, 26(1), 57-66.
Proulx, T., Inzlicht, M., & Harmon-Jones, E. (2012). Understanding all inconsistency compensation as a palliative response to violated expectations. Trends in Cognitive Sciences, 16(5), 285-291.
Roberts, B. W., Walton, K. E., & Viechtbauer, W. (2006). Patterns of mean-level change in personality traits across the life course: A meta-analysis of longitudinal studies. Psychological Bulletin, 132(1), 1.
Robins, R. W., Norem, J. K., & Cheek, J. M. (1999). Naturalizing the self. Handbook of personality: Theory and Research, 443-477.
Roh, Y. H., Chang, J. Y., Kim, M. U., & Nam, S. K. (2014). The effects of income and skill utilization on the underemployed''s self‐esteem, mental health, and life satisfaction. Journal of Employment Counseling, 51(3), 125-141.
Ross, L., Greene, D., & House, P. (1977). The “false consensus effect”: An egocentric bias in social perception and attribution processes. Journal of Experimental Social Psychology, 13(3), 279-301.
Rothbard, N. P., & Edwards, J. R. (2003). Investment in work and family roles: A test of identity and utilitarian motives. Personnel Psychology, 56(3), 699-729.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68.
Sadri, G., & Robertson, I. T. (1993). Self‐efficacy and work‐related behaviour: A review and meta‐analysis. Applied Psychology, 42(2), 139-152.
Saks, A. M. (1995). Longitudinal field investigation of the moderating and mediating effects of self-efficacy on the relationship between training and newcomer adjustment. Journal of Applied Psychology, 80(2), 211.
Saks, A. M., & Ashforth, B. E. (2000). The role of dispositions, entry stressors, and behavioral plasticity theory in predicting newcomers'' adjustment to work. Journal of Organizational Behavior, 21(1), 43-62.
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi‐sample study. Journal of Organizational Behavior, 25(3), 293-315.
Schneider, B. (1987). The people make the place. Personnel psychology, 40(3), 437-453.
Schwartz, S. H. (1999). A theory of cultural values and some implications for work. Applied Psychology, 48(1), 23-47.
Sedikides, C. (1993). Assessment, enhancement, and verification determinants of the self-evaluation process. Journal of Personality and Social Psychology, 65(2), 317.
Sedikides, C., Campbell, W. K., Reeder, G. D., & Elliot, A. J. (1998). The self-serving bias in relational context. Journal of Personality and Social Psychology, 74(2), 378.
Sedikides, C., & Gregg, A. P. (2008). Self-enhancement: Food for thought. Perspectives on Psychological Science, 3(2), 102-116.
Sedikides, C., & Strube, M. J. (1997). Self-evaluation: To thine own self be good, to thine own self be sure, to thine own self be true, and to thine own self be better. Advances in Experimental Social Psychology, 29, 209-269.
Shaw, J. D., Dineen, B. R., Fang, R., & Vellella, R. F. (2009). Employee-organization exchange relationships, HRM practices, and quit rates of good and poor performers. Academy of Management Journal, 52(5), 1016-1033.
Shoji, K., Cieslak, R., Smoktunowicz, E., Rogala, A., Benight, C. C., & Luszczynska, A. (2016). Associations between job burnout and self-efficacy: A meta-analysis. Anxiety, Stress, & Coping, 29(4), 367-386.
Shultz, T. R., & Lepper, M. R. (1996). Cognitive dissonance reduction as constraint satisfaction. Psychological Review, 103(2), 219.
Sicherman, N. (1991). " Overeducation" in the labor market. Journal of Labor Economics, 101-122.
Simon, L., Greenberg, J., & Brehm, J. (1995). Trivialization: The forgotten mode of dissonance reduction. Journal of Personality and Social Psychology, 68(2), 247.
Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the job satisfaction survey. American Journal of Community Psychology, 13(6), 693-713.
Stajkovic, A. D., & Luthans, F. (1998). Self-efficacy and work-related performance: A meta-analysis. Psychological Bulletin, 124(2), 240.
Stalder, D. R., & Baron, R. S. (1998). Attributional complexity as a moderator of dissonance-produced attitude change. Journal of Personality and Social Psychology, 75(2), 449.
Stapel, D. A., & van der Linde, L. A. (2011). What drives self-affirmation effects? On the importance of differentiating value affirmation and attribute affirmation. Journal of Personality and Social Psychology, 101(1), 34.
Steel, R. P. (2002). Turnover theory at the empirical interface: Problems of fit and function. Academy of Management Review, 27(3), 346-360.
Steele, C. M. (1988). The psychology of self-affirmation: Sustaining the integrity of the self. Advances in Experimental Social Psychology, 21, 261-302.
Stone, J., & Cooper, J. (2001). A self-standards model of cognitive dissonance. Journal of Experimental Social Psychology, 37(3), 228-243.
Sun, L. Y., Aryee, S., & Law, K. S. (2007). High-performance human resource practices, citizenship behavior, and organizational performance: A relational perspective. Academy of Management Journal, 50(3), 558-577.
Swann Jr, W. B., Pelham, B. W., & Krull, D. S. (1989). Agreeable fancy or disagreeable truth? Reconciling self-enhancement and self-verification. Journal of Personality and Social Psychology, 57(5), 782.
Swann, W. B., & Read, S. J. (1981). Self-verification processes: How we sustain our self-conceptions. Journal of Experimental Social Psychology, 17(4), 351-372.
Swann, W. B., Stein-Seroussi, A., & Giesler, R. B. (1992). Why people self-verify. Journal of Personality and Social Psychology, 62(3), 392.
Tafarodi, R. W., & Swann, W. B. (2001). Two-dimensional self-esteem: Theory and measurement. Personality and individual Differences, 31(5), 653-673.
Tannenbaum, S. I., Mathieu, J. E., Salas, E., & Cannon-Bowers, J. A. (1991). Meeting trainees'' expectations: The influence of training fulfillment on the development of commitment, self-efficacy, and motivation. Journal of Applied Psychology, 76(6), 759.
Taylor, S. E., & Brown, J. D. (1988). Illusion and well-being: A social psychological Perspective on mental health. Psychological Bulletin, 103(2), 193-210.
Taylor, S. E., Neter, E., & Wayment, H. A. (1995). Self-evaluation processes. Personality and Social Psychology Bulletin, 21(12), 1278-1287.
Taylor, S. E., Peplau, L. A., & Sears, D. O. (2009). Psikologi Sosial edisi kedua belas. Jakarta: Kencana Prenada Media Group.
Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work–family benefits are not enough: The influence of work–family culture on benefit utilization, organizational attachment, and work–family conflict. Journal of Vocational Behavior, 54(3), 392-415.
Thompson, K. W., Shea, T. H., Sikora, D. M., Perrewé, P. L., & Ferris, G. R. (2013). Rethinking underemployment and overqualification in organizations: The not so ugly truth. Business Horizons, 56(1), 113-121.
Tierney, P., Farmer, S. M., & Graen, G. B. (1999). An examination of leadership and employee creativity: The relevance of traits and relationships. Personnel Psychology, 52(3), 591-620.
Tomlinson, E. C., & Carnes, A. M. (2015). When promises are broken in a recruitment context: The role of dissonance attributions and constraints in repairing behavioural integrity. Journal of Occupational and Organizational Psychology, 88(2), 415-435.
Tornow, W. W. (1993). Perceptions or reality: Is multi‐perspective measurement a means or an end?. Human Resource Management, 32(2‐3), 221-229.
Trevor, C. O. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44(4), 621-638.
Trevor, C. O., Gerhart, B., & Boudreau, J. W. (1997). Voluntary turnover and job performance: Curvilinearity and the moderating influences of salary growth and promotions. Journal of applied psychology, 82(1), 44.
Tsui, A. S., Pearce, J. L., Porter, L. W., & Tripoli, A. M. (1997). Alternative approaches to the employee-organization relationship: Does investment in employees pay off?. Academy of Management Journal, 40(5), 1089-1121.
Uggerslev, K. L., Fassina, N. E., & Kraichy, D. (2012). Recruiting through the stages: A meta‐analytic test of predictors of applicant attraction at different stages of the recruiting process. Personnel Psychology, 65(3), 597-660.
Van den Broeck, A., Vansteenkiste, M., Lens, W., & De Witte, H. (2010). Unemployed individuals’ work values and job flexibility: An explanation from expectancy-value theory and self-determination theory. Applied Psychology, 59, 296–317.
Verbruggen, M., van Emmerik, H., Van Gils, A., Meng, C., & de Grip, A. (2015). Does early-career underemployment impact future career success? A path dependency perspective. Journal of Vocational Behavior, 90, 101-110.
Watt, J.D. and Hargis, M.B. (2010), “Boredom proneness: Its relationship with subjective underemployment, perceived organizational support, and job performance”, Journal of Business and Psychology, Vol. 25 No. 1, pp. 163-174.
Wegge, J., Van Dick, R., Fisher, G. K., Wecking, C., & Moltzen, K. (2006). Work motivation, organisational identification, and well-being in call centre work. Work & Stress, 20(1), 60-83.
Wiesenfeld, B. M., Brockner, J., & Martin, C. (1999). A self-affirmation analysis of survivors'' reactions to unfair organizational downsizings. Journal of Experimental Social Psychology, 35(5), 441-460.
Williams, K. J., & Alliger, G. M. (1994). Role stressors, mood spillover, and perceptions of work-family conflict in employed parents. Academy of Management Journal, 37(4), 837-868.
Wu, C. H., Luksyte, A., & Parker, S. K. (2015). Overqualification and subjective well-being at work: The moderating role of job autonomy and culture. Social Indicators Research, 121(3), 917-937.
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2009). Reciprocal relationships between job resources, personal resources, and work engagement. Journal of Vocational Behavior, 74(3), 235-244.
Yang, W., Guan, Y., Lai, X., She, Z., & Lockwood, A. J. (2015). Career adaptability and perceived overqualification: Testing a dual-path model among Chinese human resource management professionals. Journal of Vocational Behavior, 90, 154-162.
Yun, S., Takeuchi, R., & Liu, W. (2007). Employee self-enhancement motives and job performance behaviors: Investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment. Journal of Applied Psychology, 92(3), 745.
Zell, E., & Alicke, M. D. (2009). Contextual neglect, self-evaluation, and the frog-pond effect. Journal of personality and social psychology, 97(3), 467.
Zell, E., & Krizan, Z. (2014). Do people have insight into their abilities? A metasynthesis. Perspectives on Psychological Science, 9(2), 111-125.
Zhang, M. J., Law, K. S., & Lin, B. (2016). You think you are big fish in a small pond? Perceived overqualification, goal orientations, and proactivity at work. Journal of Organizational Behavior, 37(1), 61-84.
 
 
 
 
第一頁 上一頁 下一頁 最後一頁 top
:::
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. 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
3. 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
4. 居服員留任傾向之研究
5. 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
6. 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
7. 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
8. 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
9. 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
10. 學校運動教練工作不安全感、組織認同、工作倦怠與工作退縮行為:工作要求-資源模式之觀點
11. 景觀餐廳顧客認知價值對行為意圖與額外願付價格之影響
12. 若即若離?探索TSSCI商管社群網絡結構及知識活動--編輯群重疊的策略觀點
13. 以人境適配觀點探討運動實習生之主管安全支持與工作表現之關係
14. 知覺教育訓練成效與離職傾向關係之調節式中介模式:心理契約觀點
15. 專業能力、服務品質對顧客信任及交叉購買意願之影響--以電話行銷為例
 
無相關著作
 
無相關點閱
 
QR Code
QRCODE