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博碩士論文 etd-0802122-200159 詳細資訊
Title page for etd-0802122-200159
論文名稱
Title
心理應得權益感、自我效能、工作績效與創新行為關係之研究:以組織正義為調節變項
The Relationships among Psychological Entitlement, Self-Efficacy, Job Performance, and Innovative Behavior: The Moderating Effect of Organizational Justice
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
82
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
2022-08-19
繳交日期
Date of Submission
2022-09-02
關鍵字
Keywords
心理應得權益感、自我效能、工作績效、創新行為、組織正義
Psychological Entitlement, Self-Efficacy, Job Performance, Innovative Behavior, Organizational Justice
統計
Statistics
本論文已被瀏覽 439 次,被下載 91
The thesis/dissertation has been browsed 439 times, has been downloaded 91 times.
中文摘要
隨著世代交替,X世代與Y世代甚至包括Z世代在內,逐漸成為職場中的管理者與主要勞動力。這些世代有別於以往職場文化中的高度服從性格,開始會將自我需求放到更優先的順位,重視自身權益,認為自己相較其他人應該得到更好更多,這類性格特質被稱為心理應得權益感。過往研究多半探討心理應得權益感對組織帶來的負面影響,但近來研究亦有發現,心理應得權益感高的員工,具有高度自信,容易產生組織公民行為,喜歡與眾不同,同時更加勇於變革與創新。企業在面對帶有這樣特質的員工,是否能夠透過積極引導與激勵,提升其工作績效與激發更多的創新行為,是本研究欲探討的主要問題。
本研究以現職工作者為主要研究對象,採用問卷調查方式進行資料蒐集與分析,問卷調查採用員工及其直屬主管之對偶問卷方式進行,總共回收有效問卷組數151份。問卷資料運用SPSS與Mplus進行分析,研究結果發現,心理應得權益感與自我效能具正向關係、自我效能分別與工作績效及創新行為具正向關係;自我效能能分別在心理應得權益感、工作績效與創新行為間發揮完全中介效果;組織正義對心理應得權益感與自我效能之間具有調節效果,當組織正義程度越低,會越增強心理應得權益感與自我效能間的正向關係。最後,本研究就研究結果進行理論與實務意涵的討論,供未來研究者做為參考。
Abstract
With the alternation of generations, Generation X, Y, and even Gen Z, are gradually becoming the managers and the main workforce in the workplace. People from these generations are different from those highly submissive personalities of the previous workplace culture. They prioritize their own needs and interests, believing that they deserve better and more than others, a personality trait known as psychological entitlement. However, recent studies have also found that employees with high psychological entitlement have higher self-confidence, are prone to organizational citizenship; like to be different from others, and are more willing to changes and innovation. The purpose of this study is whether companies can enhance their performance and stimulate more innovative behaviors by actively guiding and motivating their employees with such characteristics.
In this study, we used the questionnaire to collect and analyze 151 valid responses obtained from full-time employees. The questionnaire is conducted in the form of a dual questionnaire of the employee and his/her direct supervisor. The data were analyzed by SPSS and Mplus. The results of the study revealed that there was a positive relationship between psychological entitlement and self-efficacy; self-efficacy was positively related to job performance and innovative behavior; self-efficacy mediated the relationship between psychological entitlement and job performance, and between psychological entitlement and innovative behavior. Organizational justice moderated the relationship between psychological entitlement and self-efficacy, where the lower of organizational justice, the stronger positive relationship between psychological entitlement and self-efficacy. Finally, this study discusses the theoretical and practical implications of the findings for future research.
目次 Table of Contents
論文審定書 .................................................................................................................. i
論文公開授權書 ......................................................................................................... ii
誌謝 ............................................................................................................................ iii
摘要 ............................................................................................................................ iv
Abstract ....................................................................................................................... v
目次 ........................................................................................................................... vii
圖次 ............................................................................................................................ ix
表次 ............................................................................................................................. x
第一章 緒論 ............................................................................................................... 1
第一節 研究背景與動機 ........................................................................................ 1
第二節 研究目的 .................................................................................................... 5
第二章 文獻探討 ....................................................................................................... 6
第一節 心理應得權益感 ........................................................................................ 6
第二節 心理應得權益感與自我效能間之關係 .................................................... 9
第三節 自我效能、工作績效與創新行為之關係 ............................................... 11
第四節 組織正義 .................................................................................................. 15
第三章 研究方法 ..................................................................................................... 17
第一節 研究架構 .................................................................................................. 17
第二節 研究假設 .................................................................................................. 18
第三節 研究樣本 .................................................................................................. 19
第四節 研究工具 .................................................................................................. 25
第五節 研究工具摘要整理 .................................................................................. 29
第六節 資料分析 .................................................................................................. 31
第七節 共同方法變異(CMV)檢測及處理 ..................................................... 32
第四章 研究結果 ..................................................................................................... 35
第一節 各變項之現況分析 .................................................................................. 35
第二節 各變項之相關係數分析 .......................................................................... 38
第三節 心理應得權益感、自我效能、工作績效與創新行為間之中介效果路
徑分析 ................................................................................................................... 40
第四節 心理應得權益感、自我效能與組織正義間之調節效果路徑分析 ...... 43
第五章 討論與建議 ................................................................................................. 46
第一節 研究結果與討論 ...................................................................................... 46
第二節 管理意涵 .................................................................................................. 48
第三節 研究限制及未來研究建議 ...................................................................... 50
參考文獻 ................................................................................................................... 52
一、中文部分 ....................................................................................................... 52
二、英文部分 ....................................................................................................... 56
附錄一 問卷調查 ................................................................................................... 64
一、員工問卷 ....................................................................................................... 64
二、主管問卷 ....................................................................................................... 69
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