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博碩士論文 etd-0619116-114516 詳細資訊
Title page for etd-0619116-114516
論文名稱
Title
心情壞、怎麼辦? 釐清員工心情修復策略的內涵、量表發展及其對後續心情的修復效果
How employees deal with their bad mood? The scale development of mood repair strategies and clarifying their effects on subsequent working emotions
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
57
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
2016-07-07
繳交日期
Date of Submission
2016-07-19
關鍵字
Keywords
心情修復感受、高/低強度負向工作心情、量表發展、心情修復策略
Scale development, Mood repair experience, Negative moods at work, Mood repair strategies
統計
Statistics
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中文摘要
員工每日在工作場域經歷負向心情是無可避免的事;然而,負向工作心情可能產生諸多負面影響,如:降低員工績效、提高員工情緒耗竭與離職傾向。因此,本研究試圖釐清,當員工在職場遭遇負向心情時,會採取何種手段或行為修復其負向心情,在實務界確實具有其重要性。
本研究聚焦於員工「工作場域」之心情修復行為,前導研究邀請55位實務界人士進行訪問,目地在於廣泛收集心情修復行為事例,進行心情修復行為量表之建立,以彌補現有量表之不足。正式施測使用經驗抽樣法,透過連續十個工作天,每日兩個時點的資料收集,最後共獲得106位有效樣本 (每日樣本數=987),探究每日高/低強度負向工作心情如何藉由心情修復策略影響後續心情修復感受與後續正負向心情之關係。最後,研究結果顯示:當員工遭遇高強度負向工作心情「避免做輕鬆的事」反而能幫助其獲得後續心情修復感受。而當員工經歷低強度負向工作心情時,則可能透過「正向人際互動」與「認知轉換」體驗到後續心情修復感受,進而提升其後續正向心情、降低後續負向心情。然而,出乎意料的是,當員工處於低強度負向工作心情時,向他人「抱怨訴苦」反而無助於修復其負向心情。
Abstract
It is unavoidable for employees to encounter bad moods in their daily working experience. However, negative work mood may possibly cause many negative effects such as lowering employees’ job performance, promoting employees’ emotion exhaustion and turnover intention. Consequently, this study is trying to explore how employees take different types of behaviors or strategies to repair negative moods, and their subsequent effects.
This study focuses on employees’ mood repair behaviors in the workplace. In order to broadly collect mood repair behaviors, 55 employees are invited to participate in the pilot study for scale development. For the formal study, through 10 days data collection (Monday to Friday, two time points everyday), this study utilizes Experience-Sampling Method to clarify how employees’ daily high/low activation negative moods influence their mood repair experience and subsequent work moods through mood repair strategies. The result shows that when employees encounter high activation negative work mood, they will avoid engaging in relaxation to gain mood repair experience. When employees have low activation negative work moods, having positive interpersonal interaction and changing cognition can help them obtain mood repair experience; thus improve their bad moods. Unexpectedly, when employees are in low activation negative moods, complaining to coworkers will not repair their bad mood.
目次 Table of Contents
論文審定書 i
誌謝 ii
摘要 iii
Abstract ii
目錄 iii
圖次 iv
表次 iv
第一章 緒論 1
第二章 文獻探討 5
第一節 心情修復的定義與行為內涵 5
第二節 每日高/低強度負向工作心情、心情修復行為與心情修復感受之關係 6
第三節 後續心情修復感受與後續正負向心情的關係 12
第三章 研究方法 13
第一節 研究架構與研究假設 13
第二節 前導研究施測程序與討論 13
第三節 正式施測研究樣本描述 21
第四節 正式施測程序 21
第五節 研究工具 23
第六節 資料分析方式 25
第四章 研究結果 26
第一節 各變數間敘述統計與相關係數 26
第二節 模型適配度與驗證性因素分析 26
第三節 假設檢定 28
第五章 結論與建議 32
第一節 研究結論 32
第二節 管理意涵 34
第三節 研究限制與未來研究建議 35
參考文獻 38
附錄:前測問卷與正式施測問卷 43

圖次
圖1 研究架構 13
圖2 多層次分析檢定結果 28
表次
表1 高強度負向心情修復行為事例統整表 15
表2 低強度負向心情修復行為事例統整表 16
表3 前測問卷施測時間與施測內容 17
表4 心情修復行為量表的探索性因素分析與信度結果分析 20
表5 正式問卷施測時間與施測內容 22
表6 描述性統計資料及變數間的相關係數 27
表7 間接效果檢定 30
表8 假設檢定統整表 31
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