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系統識別號 U0026-0306201318023400
論文名稱(中文) 員工人格特質、轉換型領導與工作傷害間關係之研究
論文名稱(英文) A Study of Personality, Transformational Leadership and Work Injuries.
校院名稱 成功大學
系所名稱(中) 高階管理碩士在職專班(EMBA)
系所名稱(英) Executive Master of Business Administration (EMBA)
學年度 101
學期 2
出版年 102
研究生(中文) 劉美媛
研究生(英文) Mei-Yuan Liu
學號 R07994255
學位類別 碩士
語文別 中文
論文頁數 114頁
口試委員 指導教授-史習安
口試委員-劉玉雯
口試委員-簡俊成
口試委員-林怡君
中文關鍵字 工作傷害  工作倦怠  工作投入  五大人格特質  轉換型領導  組織安全氣候 
英文關鍵字 Work injuries  Burnout  Engagement  Big five personality  Transformational leadership  Safety climate 
學科別分類
中文摘要 員工是企業的最重要資產,尤其在人力密集的醫療產業中,然而工作壓力已經被研究認為造成工作傷害的重要因素之一,他可能會損害員工身體健康、心理健康和工作的表現。職場上每一個人都有其工作職責,每一個人在面對工作的態度及工作量間的感受卻是大不相同,與其能力、態度、個人人格特質、心理因素皆有相關,當員工產生因工作壓力大,可能會因工作要求提高員工的工作倦怠感而易產生曠班和工作績效下降狀況發生,無論是工作繁瑣造成的行政麻煩,員工間情感衝突,工作上角色過載,皆會造成人員生理和心理負載增加,增加員工生理和心理的成本。而在高風險的工作環境中,如暴露於有害物質環境中、擔負具有挑戰性的工作者,或需較耗體力工作者等,這些工作要求可能會導致有較高的工作傷害,如工作場所事故、受傷,甚至死亡。
因此,領導者或管理者若能適時了解員工在各種工作場所的工作需求,給予適時協助與關懷等轉換型領導模式。在工作環境中若提供工作資源,如工作自主性,積極的工作氣氛,和同事間的支持,可減少工作需求及員工相關的生理和心理成本,促進個人成長,學習和發展。而員工本身的工作態度、人格特質等亦會影響其工作表現、承擔的工作負荷量、工作投入程度及是否有工作倦怠問題產生等。這些與工作傷害之相關性問題是我們在工作安全之議題中很想證實問題。
因此,本研究主要探討員工人格特質、主管轉換型領導對工作倦怠、工作投入、 工作傷害間之關聯性;並進一步探討組織安全氣候扮演的調節角色。經過277筆有效樣本實證研究後發現,員工工作倦怠對工作傷害有正向影響假設皆獲支持,員工工作投入度愈高對工作傷害有正向影響假設獲得支持;在五大人格特質(外向性、親和友善、勤勉嚴謹、開放性)對員工工作倦怠有負向影響假設皆獲得支持,人格特質為神經質情緒不穩定者對員工工作倦怠有正向影響假設亦獲得支持;主管轉換型領導對工作倦怠有負向影響、主管轉換型式領導對工作投入有正向影響假設皆獲支持;工作倦怠及工作投入對個性神經質者與工作傷害間有中介效果,對其他人格特質則無中介效果;工作倦怠及工作投入對轉型領導與工作傷害間有中介效果;以組織安全氣候對工作倦怠及工作投入與工作傷害間調節效果皆未獲得支持。
英文摘要 Employees are the most important sources of capacity, especially in labor-intensive medical industry. There are many studies which have shown that employees working pressure is an important factor in causing work-related injuries, which include staff physical damage, psychological damage and performance. Every staff member has responsibilities in their work, but it is very different to each member concept of work and workload. It is related to the ability, attitude, trait, and psychological factors. Employees with higher working pressure may cause burnout, and staff may be leave work or decrease the work performance. In high-risk environments, other job demands—including exposure to hazardous materials, cognitively challenging work, or physically demanding work—are also present, and these job demands may lead to an entirely different set of outcomes for employees, such as workplace accidents, injuries, and fatalities.
Therefore, the leader or manager should know employees work in a variety of workplace needs, provide timely help, care and support, it is the so-called transformational leadership. The leader or manager should provide appropriate or adequate work resources, such as job autonomy, positive working atmosphere, and the support of colleagues. It may reduce job demands, employee-related physiological and psychological costs, and promote staff’s personal growth, learning and development. However, the employees working attitude, personality traits also affect their job performance, commitment workload, job involvement, job burnout. These job-related injury which is related to the issue of safety at work would like to confirm.
Therefore, this study was to investigate the correlation in work injuries and employees between personality traits, transformational leadership, job burnout, job engagement. Then the role of safety climate and the role of work-related injuries is discussed. After collecting 277 valid questionnaires number of samples, the results show that our hypothesis is supported. The job burnout and work injuries have positive effects, and the higher employee engagement results on work injuries has a positive effect. Five personality traits include extraversion, agreeableness, conscientiousness, openness, personality and burnout have negative effects, but burnout among neuroticism have a positive effect. Transformational leadership and burnout has negative effects. Transformational leadership and engagement has a positive effect. There is mediating effect on work-related injuries with whose Job Burnout and Job Involvement on neurotic personality, but it is not effect on other personality traits. There is mediating effect on work-related injuries with transformational leadership. However, the result was not supported with the organization's safety climate on job burnout and engagement with work injuries which have a moderating effect.
論文目次 目 錄
中 文 摘 要 I
英 文 摘 要 III
誌 謝 V
目 錄 VI
表 目 錄 VIII
圖 目 錄 IX
第一章 緒 論 1
第一節 研究背景 1
第二節 研究動機與目的 6
第三節 研究範圍 8
第四節 章節架構 9
第二章 文獻回顧 10
第一節 工作傷害 10
第二節 工作倦怠 14
第三節 工作投入 20
第四節 人格特質 24
第五節 轉換型領導 33
第六節 組織安全氣候 37
第三章 研究方法及進行步驟 39
第一節 研究架構 39
第二節 研究變項操作性定義與衡量 40
第三節 研究假說 51
第四節 研究對象與抽樣方法 53
第五節 資料分析方法 55
第四章 實證分析結果 58
第一節 樣本基本資料分析 58
第二節 信度分析 60
第三節 驗證性因素分析 67
第四節 建構效度分析 69
第五節 相關係數分析 76
第六節 層級迴歸分析 79
第五章 研究結論與研究建議 93
第一節 研究結論 93
第二節 研究貢獻與限制 100
參考文獻 105
附 錄 109

表 目 錄
表1-1 研究範圍 8
表3-1 工作傷害量表 41
表3-2 工作倦怠量表 42
表3-3 工作投入量表 44
表3-4 人格特質分類表 45
表3-5 人格特質量表 46
表3-6 轉換型領導量表 48
表3-7 組織安全氣候量表 50
表3-8 問卷回收狀況 54
表4-1 樣本性別人數分佈結構 58
表4-2 樣本教育程度及工作屬性人數分佈結構 59
表4-3 樣本各變項敘述性統計分析 59
表4-4 工作傷害之信度分析 60
表4-5 工作倦怠之信度分析 61
表4-6 工作投入之信度分析 62
表4-7 員工人格特質之信度分析 63
表4-8 轉換型領導之信度分析 65
表4-9 組織安全氣候之信度分析 66
表4-10 各變數驗證性因素分析結果整理 68
表4-11 收斂效度分析結果整理 70
表4-12 區別效度分析結果整理 75
表4-13 所有研究變數之相關係數表 77
表4-14 工作倦怠及工作投入對工作傷害之直接效果 79
表4-15 員工人格特質對工作倦怠與工作投入之直接效果 82
表4-16 員工人格特質對工作倦怠與工作傷害之中介效果 85
表4-17 員工人格特質對工作投入與工作傷害之中介效果 86
表4-18 工作倦怠及工作投入對轉換型領導與工作傷害之中介效果 87
表4-19 組織安全氣候對工作傷害之調節效果 89
表4-20 研究假設實證結果 90

圖目錄
圖3-1 研究架構圖 39
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