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博碩士論文 etd-0721122-095002 詳細資訊
Title page for etd-0721122-095002
Exploring the Relationship Between Procedural Fairness and Voice Behavior: The Mediating Role of Employee Well-being and the Moderating Effect of Supervisor Humility
Year, semester
Number of pages
Shih, Chih-Ting
Advisory Committee
Lu, Yi
Date of Exam
Date of Submission
The broaden-and-build theory of positive emotions, Procedural fairness, Employee well-being, Voice behavior, Supervisor humility
本論文已被瀏覽 352 次,被下載 101
The thesis/dissertation has been browsed 352 times, has been downloaded 101 times.
研究對象為國內私人企業的工作者,透過兩階段問卷調查法,計蒐集85個單位的292份有效問卷,並利用IBM SPSS Statistics 28.0統計軟體進行敘述性統計、信度、兩兩變數相關與層級迴歸分析。同時,透過AMOS統計軟體進行驗證性因素分析(CFA),以檢視整體模型適配度情形。研究結果證實,程序公平、員工幸福感與建言行為有正向關聯;員工幸福感在程序公平及建言行為之間具有中介效果;而主管謙遜對程序公平及員工幸福感的關係不具有顯著的干擾效果。
Based on “The broaden-and-build theory of positive emotions”, this study observes the relationship between procedural fairness, employee well-being and voice behavior, and explores the moderating effect of supervisor humility on procedural fairness and employee well-being.
This study took research on employees in domestic enterprises. Through a two-stage survey and the valid research sample was collected from 292 questionnaires in 85 units. This research is mainly analyzed by the IBM SPSS Statistics 28.0 statistical analysis software for statistical analysis, which includes descriptive statistical analysis, reliability analysis, correlation analysis, hierarchical regression analysis and confirmatory factor analysis (CFA).
The empirical results are “procedural fairness, employee well-being and voice behavior have a positive relationship”; employee well-being has a mediating effect between procedural fairness and voice behavior. However, the relationship of supervisor humility on procedural fairness and employee well-being is negative.
Based on the research results, the study suggests enterprise should regard fairness as the primary step before any procedure start, and the results produced by fairness makes employees feel happy. Therefore, their positive emotions will broaden creative thinking, which encourage employees to speak out.
目次 Table of Contents
論文審定書 i
致 謝 ii
中文摘要 iii
Abstract iv
目 錄 v
圖 次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 5
第一節 正向情緒的拓展及建構理論 5
第二節 程序公平 8
第三節 員工幸福感 10
第四節 建言行為 14
第五節 主管謙遜 16
第六節 假說推導 18
第三章 研究方法 22
第一節 研究架構 22
第二節 研究樣本 24
第三節 變數操作性定義與衡量方式 28
第四節 統計分析方法 33
第四章 研究結果 34
第一節 模型檢測 34
第二節 相關分析 35
第三節 層級迴歸分析與假說檢定 37
第五章 結論與建議 43
第一節 研究結果討論 44
第二節 研究意涵 46
第三節 研究限制與未來研究建議 48
參考文獻 49
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