博碩士論文 etd-0725116-115256 詳細資訊


[回到前頁查詢結果 | 重新搜尋]

姓名 袁國書(Kuo-shu Yuan) 電子郵件信箱 E-mail 資料不公開
畢業系所 企業管理學系研究所(Business Management)
畢業學位 博士(Ph.D.) 畢業時期 105學年第1學期
論文名稱(中) 正向組織氣候的影響機制─醫療專業人員的心理資本與工作相關變項之關係
論文名稱(英) The Effects of Positive Organizational Climate on the Relationship of Psychological Capital with Job-Related Outcomes among Hospital Professionals
檔案
  • etd-0725116-115256.pdf
  • 本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。
    請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
    論文使用權限

    紙本論文:5 年後公開 (2021-08-31 公開)

    電子論文:使用者自訂權限:校內 5 年後、校外 5 年後公開

    論文語文/頁數 中文/132
    統計 本論文已被瀏覽 5616 次,被下載 5 次
    摘要(中) 根據正向組織行為的理論,心理資本是一種心理資源與能力,適用於高風險與高壓力的醫院工作環境,本研究的目的即欲探討醫療專業人員的正向組織氣候(包含組織安全、公平與支持氣候)如何對心理資本與工作表現、滿意度與離職意圖之間的關係產生影響。
       本研究以南部地區醫學中心的823位醫療專業人員為研究對象,以三個時間點進行問卷調查,第一階段邀請醫療專業人員填寫安全、公平與支持組織氣候與人口統計等問題;第二階段填答心理資本量表;第三階段則回答工作滿意度與離職意圖等問題,工作表現則取自實際的績效級距。
       本研究以階層線性模式進行跨層次的假設分析,結果顯示醫療專業人員的心理資本對工作表現工作滿意度與離職意圖具有顯著的影響。再者,心理資本在不同的正向組織氣候與工作表現、工作滿意度、離職意圖之間關係具有跨層次的中介效果,例如程序公平氣候皆會透過心理資本來影響工作表現、工作滿意度與離職意圖;而組織支持氣候僅會透過心理資本來影響離職意圖。最後,正向組織氣候對於心理資本與工作表現、工作滿意度、離職意圖之間關係亦會產生不同的影響,例如組織安全氣候會調節心理資本與工作表現、離職意圖之關係;分配公平氣候僅會調節心理資本與工作滿意度之間的關係。
       本研究發現突顯了心理資本在醫院管理的重要性,建議醫院管理者必須藉由建構適當且充分的政策、制度或實務─安全、公平與支持,來主動地培養醫療專業人員的心理資本,並且確切地傳達醫院對於他們所期待的工作行為與態度。
    摘要(英) According positive organizational behavior, psychological capital is a psychological resource and capacity that have been determined to best meet the high-risk and more stressful hospital workplace. The purpose of the study was to examine how positive organizational climate (safety, justice, and supportive climates) has an impact on the relationships between psychological capital and job-related variables (job performance, job satisfaction, and turnover) among hospital professionals.
      Eight hundred and twenty-three hospital professionals were recruited, including physicians, nurses, and administrative staff, etc., from medical center in southern Taiwan. The surveys were conducted during three time points two weeks apart. Participants were asked to answer the positive organizational climate questionnaire at time 1, psychological capital questionnaire at time 2, and job-related and demographic questions at time 3. The data of job performance were measured with objective performance ranking collected from human resource database.
      Hierarchical linear model was used to examine the study hypotheses. The results showed that hospital employees' psychological capital had an significant influence on job performance, job satisfaction, and turnover. Moreover, psychological capital mediated the effects of positive organizational climate on job-related variables. For example, procedural justice climate had an significant influence on job performance, job satisfaction, and turnover through the effect of psychological capital. Organizational supportive climate only had an significant influence on turnover through psychological capital. Finally, The level of positive organizational climate had various influences on the relationships between psychological capital and job-related variables. For example, organizational safety climate moderated the effect of psychological capital on job performance and turnover. Distributive justice climate only moderated the relationship between psychological capital and job satisfaction.
      The study found that psychological capital would play an important role in the field of hospital management, and suggested that supervisors should actively develop employees' psychological resources by establishing the sufficient and appropriate policies, rules, and practices to meet the criteria of safety, justice, and support.
    關鍵字(中)
  • 正向組織行為
  • 心理資本
  • 組織氣候
  • 醫務管理
  • 關鍵字(英)
  • Positive organizational behavior
  • Psychological capital
  • Organizational climate
  • Medical management
  • 論文目次 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 研究目的與問題 6
    第二章 文獻探討 9
    第一節 正向組織行為 9
    第二節 心理資本 13
    第三節 組織氣候 15
    第四節 心理資本與工作表現、工作滿意度與離職意圖 18
    第五節 正向組織氣候、心理資本與工作相關變項 21
    第三章 研究方法 28
    第一節 研究對象與程序 28
    第二節 研究變項之操作型定義 32
    第三節 驗證性因素分析 38
    第四節 統計與資料分析 40
    第四章 研究結果 47
    第一節 描述性統計分析 47
    第二節 相關係數分析 52
    第三節 階層線性模式分析 54
    第五章 討論 80
    第一節 醫療專業人員的心理資本與工作相關變項之關係 80
    第二節 醫療專業人員的心理資本之跨層次中介效果 82
    第三節 醫療專業人員的正向組織氣候之跨層次調節效果 83
    第四節 研究貢獻與管理意涵 84
    第五節 研究限制與未來建議 85
    第六節 結論 87
    參考文獻 88
    附錄1 第一階段問卷 108
    附錄2 第二階段問卷 112
    附錄3 第三階段問卷 116
    附錄4 醫療專業人員的專業別之調節效果分析 118
    參考文獻 高月慈、李郁芩、林鉦棽(2015)。以資源觀點探究心理資本與回饋徵詢行為之關係:轉化領導及交易領導的調節效應。人力資源管理學報,15,1–26。doi: 10.6147/JHRM.2015.1503.01
    陳淑玲、陳威達(2014)。團隊層次轉換型領導與調適性銷售行為之跨層次分析:心理資本與團隊凝聚力中介角色。人力資源管理學報,14,1–24。doi: 10.6147/JHRM.2014.1403.01
    陳淑玲、黃讌茹(2014)。轉換型領導對工作敬業新的影響歷程:心理資本與服務氣候之跨層次中介觀點。臺大管理論叢,25,1–28。doi:10.6226/NTURM2014.JAN.R.11057
    衛生福利部(2016)。102年度衛生統計動向。取自http://www.mohw.gov.tw/statistic/EBOOK/2013/F/1/2013.rar
    Abbas, M., Raja, U., Darr, W., & Bouckenooghe, D. (2012). Combined effects of perceived politics and psychological capital on job satisfaction, turnover intentions, and performance. Journal of Management, 40(7), 1813–1830.
    Aiken, L. H., Sloane, D. M., Bruyneel, L., Van den Heede, K., Griffiths, P., Busse, R.,...Sermeus, W. (2014). Nurse staffing and education and hospital mortality in nine European countries: A retrospective observational study. Lancet, 6736(13), 62631–62638.
    Aiken, L. S., & West S. G., (1991). Multiple regression: Testing and interpreting interactions. Newbury Park, CA: Sage.
    Avey, J. B., Luthans, F., & Jensen, S. M. (2009). Psychological capital: A positive resource for combating employee stress and turnover. Human Resource Management, 48(5), 677–693.
    Avey, J. B., Luthans, F., & Youssef, C. M. (2010). The additive value of positive psychological capital in predicting work attitudes and behaviors. Journal of Management, 36(2), 430–452.
    Avey, J. B., Hughes, L. W., Norman, S. M., & Luthans, K. W. (2007). Using positivity, transformational leadership and empowerment to combat employee negativity. Leadership & Organization Development Journal, 29(2), 110–126.
    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.
    Avey, J. B., Wernsing, T. S., & Luthans, F. (2008). Can positive employees help positive organizational change? Impact of psychological capital and emotions on relevant attitudes and behaviors. The Journal of Applied Behavioral Science, 44, 48–70. 
    Avolio, B. J., & Luthans, F. (2006). The high impact leader: Moments matter for accelerating authentic leadership development. New York: McGraw-Hill.
    Bakker, A. B., & Schaufeli, W. B. (2008). Editorial: Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29, 147–154.
    Bandura, A. (1997). Self-efficacy: The exercise of control. New York: Freeman.
    Bandura, A. (2008). An agentic perspective on positive psychology. In S. J. Lopez (Ed.), Positive psychology: Exploring the best in people (pp. 167–196). Westport, CT: Greenwood Publishing.
    Barrick, M. R., & Mount, M. K. (1991). The big five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1–26.
    Baumeister, R. F., Bratslavsky, E., Finkenauer, C., & Vohs, K. D. (2001). Bad is stronger than good. Review of General Psychology, 5, 323–370.
    Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality & Social Psychology, 51, 1173–1182.
    Boamah, S., & Laschinger, H. (2015). Engaging new nurses: The role of psychological capital and workplace empowerment. Journal of Research in Nursing, 20(4), 265–277.
    Bergheim, K., Nielsen, M. B., Mearns, K., & Eid, J. (2015). The relationship between psychological capital, job satisfaction, and safety perceptions in the maritime industry. Safety Science, 74, 27–36.
    Bliese, P. D. (1998). Group size, ICC values and group-level correlations: A simulation. Organizational Research Methods,1, 355–373.
    Bliese, P. D. (2000). Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis. In K. J. Klein & S. W. J. Kozlowski (Eds.), Multilevel theory, research, and methods in organizations (pp. 349–381). San Francisco: Jossey-Bass.
    Bouckooghe, D., Zafar, A., & Raja, U. (2015). How ethical leadership shapes employees' job performance: The mediating roles of goal congruence and psychological capital. Journal of Business Ethics, 129, 251–264.
    Brayfield,A. H., & Rothe, H. F. (1951). An index of job satisfaction. Journal of Applied Psychology, 35(5), 307–311.
    Bright, D., Cameron, K. S., & Caza, A. (2006). The ethos of virtuousness in downsized organizations. Journal of Business Ethics, 64, 249–269.
    Bryant, F. B., & Cvengros, J. A. (2004). Distinguishing hope and optimism. Journal of Social and Clinical Psychology, 23, 273–302.
    Bryk, A. S., & Raudenbush, S. W. (1992). Hierarchical linear models: Applications and data analysis methods. Newbury Park, CA: Sage.
    Bunch, M. E., & Wientge, K. (1933). The relative susceptibility of pleasant, unpleasant, and indifferent material to retroactive inhibition. Journal of General Psychology, 9, 157-178.
    Burke, M. J., & Sarpy, S. A. (2003). Improving worker safety and health through interventions. In D. A. Hofmann & L. E. Tetrick (Eds.), Health and safety in organizations (pp. 56–90). San Francisco: Jossey-Bass.
    Byrne, Z. S. (1999, April). How do procedural and interactional justice influence multiple levels of organizational outcomes? Paper presented at the 14th Annual Conference of the Society for Industrial and Organizational Psychology, Atlanta, GA.
    Cameron, K., Dutton, J., & Quinn, R. (Eds.). (2003). Positive organizational scholarship: Foundations of a new discipline. San Francisco: Berrett-Koehler.
    Cameron, K. S. (2003). Organizational virtuousness and performance. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship: Foundations of a new discipline (pp. 48–65). San Francisco: Berrett-Koehler.
    Cameron, K. S. (2008). Paradox in positive organizational change. The Journal of Applied Behavioral Science, 44(7), 7–24. doi: 10.1177/0021886308314703
    Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the relationships between organizational virtuousness and performance. American Behavioral Scientist, 47, 766–790.
    Cameron, K. S., & Caza, A. (2004). Contributions to the discipline of positive organizational scholarship. American Behavioral Scientist, 47, 731–739.
    Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment Questionnaire. Unpublished manuscript, University of Michigan, Ann Arbor.
    Carifio, J., & Rhodes, L. (2002). Construct validities and the empirical relationships between optimism, hope, self-efficacy, and locus of control. Work, 19, 125–136.
    Carver, C. S., & Scheier, M. S. (2002). Optimism. In C. R. Snyder & S. J. Lopez (Eds.), Handbook of positive psychology (pp. 231–243). Oxford, United Kingdom: Oxford University Press.
    Casanova, J., Day, K., Dorpat, D., Hendricks, B., Theis, L., & Wiesman, S. (2007). Nurse-physician work relations and role expectations. Journal of Nursing Administration. 37(2), 68–70.
    Chan, D. (1999). Functional relations among constructs in the same content domain at different levels of analysis: A typology of composition models. Journal of Applied Psychology, 83, 234–246.
    Chen, S. L. (2015). The relationship of leader psychological capital and follower psychological capital, job engagement and job performance: a multilevel mediating perspective. International Journal of Human Resource Management, 26(18), 2349–2365. doi: 10.1080/09585192.2015.1020443
    Chen, G., & Bliese, P. D. (2002). The role of different levels of leadership in predicting self-and collective efficacy: Evidence for dicontinuity. Journal of Applied Psychology, 87(3), 549–556. doi: 10.1037/0021-9010.87.3.549
    Cheung, F., Tang, C. S.K., & Tang, S. (2011). Psychological capital as a moderator between emotional labor, burnout, and job satisfaction among school teachers in China. International Journal of Stress Management, 18(4), 348–371.
    Chowdhury, S. K., & Endres, L. M. (2010). The impact of client variability on nurses' occupational strain and injury: Cross-level moderation by safety climate. Academy of Management Journal, 53(1), 182–198
    Clapp-Smith, R., Vogelgesang, G. R., & Avey, J. B. (2009). Authentic leadership and positive psychological: The mediating role of trust at the group level of analysis. Organizational studies, 15(3), 227–240.
    Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400.
    Colquitt, J. A., Noe, R. A., & Jackson, C. L. (2002). Justice in teams: Antecedents and consequences of procedural justice climate. Personnel Psychology, 55, 83–109.
    Colquit, J. A., & Rodell, J. B. (2011). Justice, trust, and trustworthiness: A longitudinal analysis integrating three theoretical perspectives. Academy of Management Journal, 54(6), 1183–1206.
    Cropanzano, R. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900.
    Cullbertson, S. S., Fullagar, C. J., & Mills, M. J. (2010). Feeling good and doing great: The relationship between psychological capital and well-being. Journal of Occupational Health Psychology, 15(4), 421–433.
    D’Amato, M. R., & Jagoda, H. (1962). Effect of early exposure to photic stimulation on brightness discrimination and exploratory behavior. Journal of Genetic Psychology, 101, 267–279.
    Darwin, C. (2003). The origin of species. New York: Signet Classics.
    Datta, D. K., Guthrie, J. P, & Wright, P M. (2005). Human resource management and labor productivity: Does industry matter? Academy of Management Journal, 48, 135–145.
    Ding, Y., Yang, Y., Yang, X., Zhang, T., Qiu, X., He, X.,...Sui, H. (2015). The mediating role of coping style in the relationship between psychological capital and burnout among Chinese nurses. PLoS ONE 10(4). Retrieved from http://journals.plos.org/plosone/article/asset?id=10.1371/journal.pone.0122128.pdf
    Dollard, M. F., & Bakker, A. B. (2010). Psychosocial safety climate as a precursor to conducive work environments, psychological health problems, and employee engagement. Journal of Occupational and Organizational Psychology, 83, 579–599.
    Drexelius, J. (1862). The heliotropism, or conformity of the human will to the divine (R. N. Shutte, Trans.). New York: The Devin-Adair Company. (Original work published 1627)
    Eisenberger, R., Cummings, J., Armeli, S., & Lynch, P. (1997). Perceived organizational support, discretionary treatment, and job satisfaction. Journal of Applied Psychology 82(5), 812–820.
    Eisenberger, R., Fasolo, P., & Davis-Lamastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75, 51–59.
    Ferris, G. R., Arthur, M. M., Berkson, H. M., Kaplan, D. M., Harrell-Cook, G., & Frink, D. D. (1998). Toward a social contexet theory of human resource management-organizational effective relationship. Human Resource Management Review, 8, 235–264.
    Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology, 2, 300–319.
    Fredrickson, B. L. (2001). The role of positive emotions in positive psychology. American Psychologist, 56, 218–226.
    Gittell, J. H. (2008). Relationships and resillience: Care provider responses to pressure from managed care. The Journal of Applied Behavioral Science, 44, 25–47. doi: 10.1177/0021886307311469
    Gorgens-Ekermans, G., & Herbert, M. (2013). Psychological capital: Internal and external validity of the psychological capital questionnaire (PCQ-24) on a South African sample. SA Journal of Industrial Psychology, 39(2), 1131–1142.
    Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12, 9–22.
    Greenberg, J. (1990). Organizational justice: Yesterday, today, and tomorrow. Journal of Management, 16, 399–432.
    Greenberg, M. S. (1980). A theory of indebtedness. In K. J. Gergen, M. S. Greenberg, & R. H. Willis (Eds.), Social exchange: Advances in theory and research (pp. 3–26). New York: Plenum Press.
    Hackman, J. R. (2009). The perils of positivity. Journal of Organizational Behavior, 30, 309–319.
    Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, 250-279.
    Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley.
    Hao, J., Wang, J., Liu, L., Wu, W., & Wu, H. (2016). Perceived organizational support impacts on the associations of work-family conflict or family-work conflict with depressive symptoms among Chinese doctors. International Journal of Environmental Research and Public Health, (13), 326–338.
    Hao, J., Wu, D., Liu, L., Li, X., & Wu, H. (2015). Association between work-family conflict and depressive symptoms among Chinese female nurses: The mediating and moderating role of psychological capital. International Journal of Environmental Research and Public Health, (12), 6682–6699.
    Hobfoll, S. E. (2001). The influence of culture, community, and the nested-self in the stress process: advancing conservation of resources theory. Applied Psychology, 50(3), 337–421.
    Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324.
    Hobfoll, S. E. (2011). Conservation of resource caravans and engaged settings. Journal of Occupational and Organizational Psychology, 84, 116–122.
    Hofmann, D. A. (1997). An overview of the logic and rationale of hierarchical linear models. Journal of Management, 23, 723–744.
    Hofmann, D. A., & Gavin, M. B. (1998). Centering decisions in Hierarchical Linear Models: Theoretical and methodological implications for organizational science. Journal of Management, 23, 623–641.
    Hofmann, D. A., Morgeson, P. M., Gerras, & Stephen, J. G. (2003). Climate as a moderator of the relationship between leader-member exchange and content specific citizenship: Safety climate as an exemplar. Journal of Applied Psychology, 88, 170–178.
    Hofmann, D. A., & Stetzer, A. (1996). A cross-level investigation of factors influencing unsafe behavior and accidents. Personnel Psychology, 49, 307–340.
    Hollman, R. W. (1976). Supportive organizational climate and managerial assessment of MBO effectiveness. Academy of Management Journal, 19(4), 560–576.
    Hox, J. (2002). Multilevel analysis: Techniques and applications. Mahwah, NJ: Erlbaum.
    Hur, W. M., Rhee, S. Y., & Ahn, K. H. (2016). Positive psychological capital and emotional labor in Korea: The job demands-resources approach. The International Journal of Human Resource Management, 27(5), 477–500.
    Hystad, S. W., Bartone, P. T., & Eid, J. (2014). Positive organizational behavior and safety in the offshore oil industry: Exploring the determinants of positive safety climate. Journal of Positive Psychology, 9(1), 42–53.
    James, L. R. (1982). Aggregation bias in estimates of perceptual agreement. Journal of applied psychology, 67, 219–229.
    James, L. R., Demaree, R. G., & Wolf, G. (1993). Rwg: An assessment of within-group interrater agreement. Journal of Applied Psychology, 78, 306–309.
    James, L. R., James, L. A., & Ashe, D. K. (1990). The meaning of organizations: The role of cognition and values. In B. Schneider (Ed.), Organizational climate and culture (pp. 40–84). San Francisco, CA: Jossey-Bass.
    Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluation traits-self esteem, generalized self efficacy, locus of control, and emotional stability with job satisfaction and performance. A meta-analysis. Journal of Applied Psychology, 86, 80–92. 
    Katz-Navon, T., Haveh, E., & Stern, Z. (2005). Safety climate in health care organizations: A multidimensional approach. Academy of Management Journal, 48, 1075–1089.
    Kreft, I. G. G. (1996). Are multilevel techniques necessary? An overview, including simulation studies. Unpublished Manuscript, California State University at Los Angeles.
    Kerfoot, K. (2006). Authentic Leadership. Nursing Economics, 24, 116–117.
    Kozlowski, S. W., J., & Hattrup, K. (1992). A disagreement about within-group agreement : Disentangling issues of consistency versus consensus. Journal of Applied Psychology, 77(2), 161–167.
    Krull, J. L., & MacKinnon, D. P. (1999). Multilevel mediation modeling in group-based intervention studies. Evaluation Review, 23, 418–444.
    Krull, J. L., & MacKinnon, D. P. (2001). Multilevel modeling of individual and group level mediated effects. Multivariate Behavioral Research, 36, 249–277.
    Lashinger, H. K. S., & Fida, R. (2014). New nurses burnout and workplace wellbeing: The influence of authentic leadership and psychological capital. Burnout Research, 1(1), 19–28.
    Lavelle, J. J., Rupp, D. E., & Brockner, J. (2007). Taking a multifoci approach to the study of justice, social exchange, and citizenship behavior: The target similarity model. Journal of Management, 33(6), 841–866.
    Law, K. S., Wong, C., & Mobley, W. H. (1998). Toward a taxonomy of multidimensional constructs. Academy of Management Review, 23, 741–755.
    Li, A., & Cropanzano, R. (2009). Fairness at the group level: Justice climate and intraunit justice climate. Journal of Management, 35, 564–599.
    Liao, R. X., & Liu, Y. H. (2016). The impact of structural empowerment and psychological capital on competence among Chinese baccalaureate nursing students: A questionnaire survey. Nurse Education Today, 36, 31–36.
    Liu, L., Chang, Y., Fu, J., Wang, J., & Wang, L. (2012). The mediating role of psychological capital on the association between occupational stress and depressive symptoms among Chinese physicians: A cross-sectional study. BMC Public Health, 12, 219–227.
    Luthans, F. (2002a). The need for and meaning of positive organizational behavior. Journal of Organizational Behavior, 23, 695–706.
    Luthans, F. (2002b). Positive organizational behavior: Developing and managing psychological strengths. Academy of Management Executive, 16, 57–72.
    Luthans, F., Avey, J. B., Avolio, B. J., Norman, S. M., & Combs, G. M. (2006). Psychological capital development: Toward a micro-intervention. Journal of Organizational Behavior, 27, 387–393.
    Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive developmental approach. In K. S. Cameron, J. E. Dutton, & R. E. Quinn (Eds.), Positive organizational scholarship (pp. 241–261). San Francisco: Berrett-Koehler.
    Luthans, F., Avolio, B. J., Avey, J. B., & Norman, S. M. (2007). Positive psychological capital: Measurement and relationship with performance and satisfaction. Personnel Psychology, 60, 541–572.
    Luthans, F., Luthans, K. W., & Luthans, B. C. (2004). Positive psychological capital: Beyond human and social capital. Business Horizons, 47(1), 45–50.
    Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate-employee performance relationship. Journal of Organizational Behavior, 29, 219–238.
    Luthans, F., & Youssef, C. M. (2004). Human, social, and now positive psychological capital management: Investing in people for competitive advantage. Organizational Dynamics, 33, 143–160.
    Luthans, F., & Youssef, C. M. (2007). Emerging positive organizational behavior. Journal of Management 33, 321–349.
    Luthans, F., Youssef, C. M., & Avolio, B. J. (2007). Psychological capital: Developing the human competitive edge. Oxford, UK: Oxford University Press.
    Luthans, K. W., & Jensen, S. M. (2005). The linking between psychological capital and commitment to organizational mission: A study of nurses. Journal of Nursing Administration, 35(6), 304–310.
    Macik-Frey, M., Quick, J. C., & Cooper, C. L. (2009). Authentic leadership as a path way to positive health. Journal of Organizational Behavior, 30, 453–458.
    Mael, F., & Ashforth, B. E. (1995). Loyal from day one: Biodata, organizational identification, and turnover among newcomers. Personnel Psychology, 48, 309–333.
    Maslow, A. H. (1966). The psychology of science: A reconaissance. New York: Harper and Row.
    Mastern, A. S. (2001). Ordinary magic: Resilience processes in development. American Psychologist, 56, 227–239.
    McMahan, E. M., Hoffman, K., & McGee, G. W. (1994). Physician-nurse relationships in clinical settings: A review and critique of the literature, 1966-1992. Medical Care Review, 51(1), 83–112.
    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, 238–551.
    Mercer, A., & Bilson, K. (1985). Factors influencing organizational commitment by physicians. Academy of Management Proceedings, 30, 72–76.
    Mrosovsky, N., & Kingsmill, S. F. (1985). How turtles find the sea. Zeitschrift Fur Tierpsychologie-Journal of Comparative Ethology, 67, 237–256.
    Mueller, L., Desilva, N., Townsend, J., & Tetrick, L. (1999, May). An empirical evaluation of competing safety climate measurement model. Paper presented at the 14th annual conference of the Society in Industrial and Organizational Psychology, Atlanta, GA.
    Myers, D. G. (2000). The funds, friends and faith of happy people. American Psychologist, 55, 56–67.
    Nelson, D., & Cooper, C. L. (Eds.) (2007). Positive organizational behavior: Accentuating the positive at work. Thousand Oaks, CA: Sage.
    Newman, A., Ucbasaran, D., Zhu, F., & Hirst, G. (2014). Psychological capital: A review and synthesis. Journal of Organizational Behavior, 35, S120–S138.
    Ngo, H. Y., Foley, S., & Loi, R. (2009). Family friendly work practices, organizational climate, and firm performance: A study of multinational corporations in Hong Kong. Journal of Organizational Behavior, 30, 665–680.
    Nguyen, T. D., & Nguyen, T. T. M. (2012). Psychological capital, quality of work life, and quality of life of marketers: evidence from Vietnam. Journal of Macromarketing, 32(1), 87–95. doi: 10.1177/0276146711422065
    Parker, S. (1998). Enhancing role-breadth self efficacy: The roles of job enrichment and other organizational interventions. Journal of Applied Psychology, 83, 835–852.
    Patterson, M. G., West, M. A., Shackleton, V. J., Dawson, J. F., Lawthom, R., Maitlis, S.,...Wallace, A. M. (2005). Validating the organizational climate measure: Links to managerial practices, productivity and innovation. Journal of Organizational Behavior,26, 379–408.
    Patterson, T. A., Luthans, F., & Jeung, W. (2014). Thriving at work: Impact of psychological capital and supervisor support. Journal of Organizational Behavior, 35, 434–446.
    Peterson, C., & Seligman, M. E. P. (2004). Character strengths and virtues: A handbook and classification. New York: Oxford University Press.
    Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88, 879–903.
    Podsakoff, P. M., & Organ, D. W. (1986). Self-reports in organizational research: Problems and Prospects. Journal of Management, 12, 531–544.
    Rahimnia, F., Mazidi, A. K., & Mohammadzadeh, Z. (2013). Emotional mediators of psychological capital on well-being: The role of stres, anxiety, and depression. Management Science Letters, 2, 913–926.
    Rafaeli, A., & Sutton, R. I. (1987). Expression of emotion as part of the work role. Academy of Management Review, 12, 23–37.
    Rego, A., Sousa, F., Marques, C., & e Cunha, M. P. (2012). Authentic leadership promoting employees' psychological capital and creativity. Journal of Business Research, 65, 429–437.
    Reichers, A. E., & Schneider, B. (1990). Climate and culture: An evolution of constructs. In B. Schneider (Ed.), Organizational climate and culture (pp. 5–39). San Francisco, CA: Jossey-Bass.
    Renn, R. W., & Vandenberg, R. J. (1995). The critical psychological states: An underrepresented component in job characteristics model research. Journal of Management, 21, 279–303.
    Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86, 825–836.
    Roberts, L. M. (2006). Shifting the lens on organizational life: The added value of positive scholarship. Academy of Management Review, 31, 292–305.
    Rogg, K. L., Schmidt, D. B., Shull, C., & Schmitt, N. (2001). Human resource practices, organizational climate, and customer satisfaction. Journal of Management, 27, 431–449.
    Rupp, D. E., & Liao, H. (2005). The impact of justice climate and justice orientation on work outcomes: A cross-level multifoci framework. Journal of Applied Psychology, 90, 242–256.
    Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57(6), 1069–1081.
    Salancik, G. R., & Pfeffer, J. R. (1977). An examination of need-satisfaction models of job attitudes. Administrative Science Quarterly, 22, 427–56.
    Salancik, G. R., & Pfeffer, J. R. (1978). An examination of need-satisfaction models of job attitudes. Administrative Science Quarterly, 23, 224–252.
    Schaufeli, W., & Salanova, M. (2007). Work engagement. In S. W. Gilliland, D. D. Steiner, & D. P. Starlicki (Eds.), Managing social and ethical issues in organizations (pp. 135–177). Charlotte, NC: Information Age Publishing.
    Scheier, M. F., & Carver, C. S. (1985). Optimism, coping, and health: Assessment and implications of generalized outcome expectancies. Health Psychology, 4, 219–247.
    Schermerhorn, J. R., Jr., Gardner, W. L., & Martin, T. N. (1990). Management dialogues: Turning on the marginal performer. Organizational Dynamics, 18, 47–59.
    Schmidt, F., & Hunter, J. (2000). Select on intelligence. In E. Locke (Ed.), The Blackwell handbook of principles of organizational behaviour (pp. 3–14). Oxford, UK: Blackwell.
    Schmidt, F. L., Hunter, J. E., & Outerbridge, A. N. (1986). Impact of job experience and ability on job knowledge, work sample performance, and supervisory ratings of job performance. Journal of Applied Psychology, 71(3), 432–439.
    Schneider, B. (1990). The climate for service: An application of the climate construct. In B. Schneider (Ed.), Organizational climate and culture (pp. 383–412). San Francisco: Jossey-Bass.
    Schneider, B., Bowen, D. E., Ehrhart, M. G., & Holcombe, K. M. (2000). The climate for service: evolution of a construct. In N. M. Ashkanasy, C. P. M. Wilderom, & M. F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 21–36). Thousand Oaks, CA: Sage.
    Schneider, B., Smith, D. B., & Goldstein, H. W. (2000). Attraction-selection-attrition: toward a person-environment psychology of organizations. In W. B. Walsh, K. H. Craik, & R. H. Price (Eds.), Person-Environment Psychology: New Directions and Perspectives (pp. 61–85). Mahwah, NJ: Erlbaum.
    Schneider, B., White, S. S., & Paul, M. C. (1998). Linking service climate and customer perceptions of service quality: Test of a causal model. Journal of Applied Psychology, 83, 150–163.
    Seligman, M. E. P. (1998a). Learned optimism. New York: Pocket Books.
    Seligman, M. E. P. (1998b). Positive social science. APA Monitor, 29, 5.
    Seligman, M. E. P. (1999). The president’s address. American Psychologist, 54, 559–562.
    Seligman, M. E. P., & Csikszentmihalyi, M. (2000). Positive psychology. American Psychologist, 55, 5–14.
    Sheldon, K. M., & King, L. (2001). Why positive psychology is necessary. American Psychologist, 56, 216–217.
    Shabir, M., Abrar, M., Baig, S. A., & Javed, M. (2014). The contribution of workplace incivility and psychological capital toward job stress. International Journal of Human Resource, 4(2), 1–17.
    Silverstein, A., & Dienstbier, R. A. (1968). Rated pleasantness and association value of 101 English nouns. Journal of Verbal Learning and Verbal Behavior, 7, 81–86.
    Smith, J. C., & Baker, H. D. (1960). Conditioning in the horseshoe crab. Journal of Comparative and Physiological Psychology, 53, 279–281.
    Snyder, C. R. (2000). Handbook of hope. San Diego, CA: Academic Press.
    Snyder, C. R., Sympson, S., Ybasco, F., Borders, T., Babyak, M., & Higgins, R. (1996). Development and validation of the state hope scale. Journal of Personality and Social Psychology, 70, 321–335.
    Sobel, M. E. (1982). Asymptotic intervals for indirect effects in structural equations models. In S. Leinhart (Ed.), Sociological methodology (pp. 290–312). San Francisco: Jossey-Bass.
    Spell, C. S., & Arnold, T. J. (2007). A multi-level analysis of organizational justice climate, structure, and employee mental health. Journal of Management, 33, 724–751.
    Stack, S., & Eshleman, J. R. (1998). Marital status and happiness: A 17-nation study. Journal of Marriage and the Family, 60(2), 527–536.
    Stang, D. J. (1975). Student evaluations of 28 social-psychology texts. Teaching of Psychology, 2, 12–15.
    Stang, D. J. (1978, May). Effect of attitude on thought: Evidence for selective rehearsal. Paper presented at the Eastern Psychological Association, Boston.
    Sun, T., Zhao, X. W., Yang, L. B., & Fan, L. H. (2011). The impact of psychological capital on job embeddedness and job performance among nurses: A structure equation approach. Journal of Anvanced Nursing, 68(1), 69–79.
    Tesluk, P. E., & Jacobs, R. R. (1998). Toward an integrated model of work experience. Personnel Psychology, 51, 312–355.
    Wagnild, G. M., & Young, H. M. (1993). Development and psychometric evaluation of the resiliency scale. Journal of Nursing Management, 1, 165–178.
    Walumbwa, F. O., Avolio, B. J., & Hartnell, C. A. (2010). An investigation of the relationships among leader and follower psychological capital, service climate, and job performance. Personnel Psychology, 63, 937–963.
    Walumbwa, F. O., Luthans, F., Avey, J. B., & Oke, A. (2009). Authentically leading groups: The mediating role of collective psychological capital and trust. Journal of Organizational Behavior, 32, 4–24.
    Wang, Y., Liu, L., Wang, J., & Wang, L. (2012). Work-family conflict and burnout among Chinese doctors: The mediating role of psychological capital. Journal of Occupational Health, 54, 232–240.
    Watson, D., Clark, L. A., & Tellegen, A. (1988). Development and validation of brief measures of positive and negative affect: The PANAS scales. Journal of Personality and Social Psychology, 54(6), 1063–1070.
    Wiesenfeld, B. M., Swann, W. B., Brockner, J., & Bartel, C. A. (2007). Is more fairness always preferred? Self-esteem moderates reactions to procedural justice. Academy of Management Journal, 50, 1235–1253.
    Wong, C. A., Laschinger, H. K., & Cummings, G. G. (2010). Authentic leadership and nurses’ voice behavior and perceptions of care quality. Journal of Nursing Management, 18, 889–900.
    Wright, T. A. (2003). Positive organizational behavior: An idea whose time has truly come. Journal of Organizational Behavior, 24, 437–442.
    Wright, T. A., & Hobfoll, S. E. (2004). Commitment, psychological well-being and job performance: An examination of conservation of resources (COR) theory and job burnout. Journal of Business and Management, 9, 389–406.
    Youssef, C. M., & Luthans, F. (2007). Positive organizational behavior in the workplace the impact of hope, optimism, and resilience. Journal of Management, 33(5), 774–800.
    Youssef, C. M., & Luthans, F. (2011). Positive psychological capital in the workplace: Where we are and where we need to go. In K. M. Sheldon, T. B. Kashdan, & M. F. Steger (Eds.), Designing positive psychology: Taking stock and moving forward (pp. 351–364). New York: Oxford University Press.
    Zohar, D. (1980). Safety climate in industrial organizations: Theoretical and applied implications. Journal of Applied Psychology, 65, 96–102.
    Zohar, D. (2000). A group-level model of safety climate: Testing the effect of group climate on microaccidents in manufacturing jobs. Journal of Applied Psychology, 85, 587–596.
    Zohar, D. (2002). Modifying supervisory practices to improve subunit safety: A leadership-based intervention model. Journal of Applied Psychology, 87, 159–163.
    Zohar, D., & Luria, G. (2005). A multilevel model of safety climate: Cross-level relationships between organization and group-level climates. Journal of Applied Psychology, 90, 616–628.
    口試委員
  • 黃良志 - 召集委員
  • 林妍如 - 委員
  • 林豪傑 - 委員
  • 林鉦棽 - 委員
  • 陳世哲 - 委員
  • 葉淑娟 - 指導教授
  • 口試日期 2016-08-18 繳交日期 2016-08-31

    [回到前頁查詢結果 | 重新搜尋]


    如有任何問題請與論文審查小組聯繫