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博碩士論文 etd-0113123-044906 詳細資訊
Title page for etd-0113123-044906
論文名稱
Title
工作卑微感與工作改變意圖影響機制之研究:職業使命感的調節式中介模型驗證
The Influence Mechanism between Perceived Dirty Work and Work Change Intention: A Test of Moderated Mediation Model by the Sense of Calling
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
84
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2023-01-16
繳交日期
Date of Submission
2023-02-13
關鍵字
Keywords
工作卑微感、職業不認同、負向情感、職業使命感、工作改變意圖、情感事件理論、調節式中介模型
perceived dirty work, occupational disidentification, negative emotion, sense of calling, work change intention, affective event theory, moderated mediation model
統計
Statistics
本論文已被瀏覽 74 次,被下載 7
The thesis/dissertation has been browsed 74 times, has been downloaded 7 times.
中文摘要
本研究主要目的希望藉由調節式中介的模式,探討職業使命感對組織員工工作卑微感與工作改變意圖之影響機制。根據情感事件理論的觀點,本研究探討員工藉由工作本身而產生的負向情感(情感路徑)與職業不認同(非情感路徑),作為連結工作卑微感與工作改變意圖的中介機制。此外,本研究亦驗證職業使命感對於前述兩條路徑的調節效果,釐清職業使命感進而調節工作卑微感與工作改變意圖之間經由職業不認同和負向情感之關係,並建構出一個調節式中介模式。
透過對於41個長期照顧服務單位及366名照顧服務工作者之工作卑微感、職業不認同、負向情感、職業使命感、工作改變意圖及人口統計基本變項資料,本研究採用層級迴歸模式進行模型驗證。根據本研究的研究結果發現,員工的職業不認同與負向情感對於工作卑微感與工作改變意圖間具有部分中介效果;而職業使命感對於工作卑微感與職業不認同、負向情感間也具有負向調節效果。而職業使命感最終會調節工作卑微感通過職業不認同或負向情感對工作改變意圖間的中介效果。藉由本研究的驗證,更加釐清情感事件理論對於員工工作行為的解釋,也期待對目前長期照顧工作者培育情形能提供實質助益。
Abstract
The purpose of this study is to explore the mechanism of the influence of sense of calling of dirty workers and job change intentions through the moderating mediation model. According to the Affective Event Theory (AET), this study explores the negative emotion (affective path) and occupational disidentification (non-affective path) generated by employees through the work itself, as a mediated mechanism linking the sense of dirty work and job change intention. In addition, this study also verified the moderating effect of calling on the two pathways, clarifying the relationship of these factors and building a mediation moderated mode.
Data were collected from 41 long-term care service units consisted of 366 caregiver workers who provided the information including that perceived dirty work, occupational disidentification, negative emotion, sense of calling, job change intention and demographic variables. Hierarchical regression modeling techniques were applied to test the models. The results reveal that employees' occupational disidentification and negative emotions give a partial mediating effect on the relationship between the perceive of dirty work and job change intention. The sense of calling will eventually mediate the mediating effect of perceived dirty work on job change intention through occupational disidentification or negative emotion. Through the verification of this study, the explanation of emotional event theory for employees' work behavior can be clarified, and it is also expected to provide substantial benefits to the current cultivation of long-term care workers.
目次 Table of Contents
論文審定書……………...………………………………………...…………… i
誌謝…………………...………………………………………...……………… ii
中文摘要………………...………………………………………...…………… iii
英文摘要………………...………………………………………...…………… iv
第一章 緒論……...……………………………….. ……...…………………. 1
第一節 研究背景與動機…………………...……………………….. 1
第二節 研究目的…………………...……………………………….. 4
第二章 文獻回顧與假設……………………………………...……………... 5
第一節 工作卑微感…………………...…………………………….. 5
一、工作卑微感的定義與類型…………………...…………… 5
二、工作卑微感的測量…………………...……………………. 8
三、工作卑微感的相關研究…………………...……………… 8
第二節 工作改變意圖.……………………...………………………. 10
一、工作改變意圖的定義…….....………………...…………… 10
二、工作改變意圖的測量………………………...……………. 10
三、工作改變意圖的相關研究………………………………… 11
四、工作卑微感與工作改變意圖……………………………… 11
第三節 職業不認同.……………………………...…………………. 13
一、職業不認同的定義……........................................................ 13
二、職業不認同的測量………………………………………… 14
三、職業不認同的相關研究…………………………………… 14
四、職業不認同在工作卑微感及工作改變意圖間的中介角色 15
第四節 負向情感….……………………………...…………………. 19
一、負向情感的定義…………………………………………… 19
二、負向情感的測量…………………………………………… 19
三、負向情感的相關研究……………………………………… 19
四、負向情感在工作卑微感及工作改變意圖間的中介角色… 21
第五節 職業使命感.………………………………………………… 23
一、職業使命感的定義……….....…………………...………… 23
二、職業使命感的測量…………………………...……………. 24
三、職業使命感的相關研究………………………...…………. 24
四、職業使命感的調節作用…...………………………………. 25
五、職業使命感的調節式中介作用…........................................ 27
第三章 研究方法……………………………………...……………………... 29
第一節 研究架構……………………………...…………………….. 29
第二節 研究變項的操作性定義與衡量方式...…………………….. 30
第三節 研究設計………………………...………………………….. 35
一、研究對象來源與抽樣方式……...…………………………. 35
二、資料收集程序…………………...…………………………. 36
第四節 資料分析方法………………...…………………………….. 38
一、描述性統計分析…...…………...………………………….. 38
二、量表信度及效度分析………...……………………………. 38
三、相關性分析………………...………………………………. 38
四、多元線性迴歸分析………...………………………………. 38
第四章 研究結果……………………………………...………………………. 39
第一節 樣本描述性統計………...………………………………….. 39
第二節 同源偏差檢驗………...…………………………………….. 40
第三節 驗證性因素分析………...………………………………….. 41
第四節 研究變數的相關性分析………...………………………….. 43
第五節 假設檢驗………...………………………………………….. 45
第五章 研究結論與討論……………………………………...………………. 51
第一節 研究結論……………………………………………………. 51
第二節 研究與理論貢獻………...………………………………….. 54
第三節 管理實務意涵………...…………………………………….. 57
第六章 研究限制與未來研究方向……………………………………...……. 60


參考文獻………………...……………………………………...……………… 62
附錄問卷……………………...………………………………………………... 72
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