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題名：個人的生涯調適力對其建言行為之影響--以調節焦點理論之觀點觀之
書刊名：管理資訊計算
作者：許境頤／余芷瑩
作者(外文)：Shu, Chin-yi／Yu, Zhi-ying
出版日期：2019
卷期：8:特刊2
頁次：頁129-150
主題關鍵詞：生涯調適力；調節焦點理論；促進性建言及抑制性建言；Career adaptability；Regulatory focus theory；Promotive voice；Prohibitive voice
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本研究以調節焦點理論探討建言行為的影響歷程。本研究將建言行為分為「促進性建言」與「抑制性建言」作探討，以生涯調適力探討對建言行為的影響。調節定向理論指出，個體在目標達成的過程中會有促進定向與預防定向兩個自我調適策略，因個人動機的不同，所採用調適策略也就不同，分別透過促進焦點理論與預防焦點理論的方式表現。本研究假設生涯調適力會透過促進焦點與預防焦點中介促進性建言與預防性建言之間的關係，假設生涯調適力高者對工作具熱誠，對未來感到好奇且有信心，因此在工作的過程中可能會主動對自己的工作提出促進性建言，為自己爭取被看到的機會也替組織賺錢，同時也會避免自己在工作中被懲罰而使組織賠錢，生涯調適力高者也會提出抑制性建言。本研究預計以兩階段時間間隔的設計，將問卷分為甲乙兩卷，問卷針對中小企業作發放，發放給310位正職工作年資一年以上且與目前的直屬主管共事超過六個月以上的受試者回答。回收了264份有效問卷，結果顯示生涯調適力高者會透過促進焦點中介促進性建言，也會透過預防焦點中介抑制性建言。
This study explores the impact process of the behavior of the proposed words with the theory of regulation focus. In this study, the behavior of the proposed speech is divided into ＂promoting suggestions＂ and ＂suppressive suggestions＂ to explore the influence on the behavior of the words. The adjustment orientation theory points out that individuals have two self-adjustment strategies to promote orientation and preventive orientation in the process of goal achievement. Because of different personal motivations, the adjustment strategies adopted are different, respectively, through the promotion of focus theory and the prevention focus theory. This study assumes that career adjustability will promote the relationship between focus and prevention focus and promote preventive advice and preventive suggestions. It is assumed that those with high career adaptability are passionate about their work, curious and confident about the future, and therefore work in the process. I may take the initiative to make suggestions for my work, earn opportunities for myself to be seen for the organization, and avoid being punished at work to make the organization lose money. Those with high career adjustment will also suppress it. Sexual advice. This study is expected to divide the questionnaire into two volumes, A and B, with a two-stage time interval. The questionnaire is distributed to SMEs and distributed to 300 full-time employees for more than one year and working with the current direct supervisor for more than six months. The tester replied. A total of 264 valid questionnaires were collected, and the results showed that those with high career adaptability would promote the suggestion through focus mediation and also suppress the suggestion through prevention of focus.
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研究報告
1.田秀蘭(2010)。華人生涯調適之實徵研究--相關因素及諮商方案之發展與驗證 (計畫編號：TW-SRDAE97047-1)。  延伸查詢new window
2.Buyens, Dirk、Dewettinck, Koen(2007)。Linking behavioral control to frontline employee commitment and performance: a test of two alternative explanations using motivation theories。  new window
學位論文
1.吳欣倫(2012)。碩士生五大人格特質、生涯自我效能與生涯調適力之相關研究(碩士論文)。國立臺灣師範大學。  延伸查詢new window
2.朱培汶(2016)。未來時間觀與職涯成功：促進焦點、職涯適應力之中介角色(碩士論文)。國立中央大學。  延伸查詢new window
3.林威德(2015)。領導風格與員工建言之關係：調控焦點的中介效果(碩士論文)。國立臺灣大學。  延伸查詢new window
圖書
1.Hirschman, A.(1970)。Exit, voice, and loyalty: Responses to Decline in Firms, Organizations & States。Cambridge, MA：Harvard University Press。  new window
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3.吳秉恩(1992)。策略性人力資源管理：理論、運作與實務。臺北：中國經濟企業研究所。  延伸查詢new window
4.Burns, James MacGregor(1978)。Leadership。Harper & Row。  new window
5.Hair, Joseph F. Jr.、Black, William C.、Babin, Barry J.、Anderson, Rolph E.、Tatham, Ronald L.(2006)。Multivariate Data Analysis。Prentice-Hall。  new window
6.Hair, J. F.、Anderson, R. E.、Tatham, R. L.、Black, W. C.(1998)。Multivariate Data Analysis。New York, NY：Macmillan Publishing Company。  new window
單篇論文
1.Grant, H.，Higgins, E. T.，Baer, A.，Bolger, N.(2005)。Coping style and regulatory fit: Emotional ups and downs in daily life，Columbia University。  new window
2.Savickas, M.(2008)。Life-Design International Research Group: Career Adaptability Project. Meeting in Berlin July 19, 2009 at the Humboldt Universität Report on framework and follow-up studies，Rootstown, OH：NEOMED。  new window
其他
1.Amabile, T. M.(1996)。Creativity and Innovation in Organizations。  new window
圖書論文
1.Savickas, M. L.(2005)。The Theory and Practice of Career Construction。Career Development and Counseling: Putting Theory and Research to Work。John Wiley & Sons Inc.。  new window
2.Farh, Jiing-Lih、Cheng, Bor-Shiuan(2000)。A cultural analysis of paternalistic leadership in Chinese organizations。Management and organizations in the Chinese context。Macmillan。  new window
 
 
 
 
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