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系統識別號 U0026-0902201204575500
論文名稱(中文) 工作壓力與職家衝突、工作績效間的關聯性研究
論文名稱(英文) Work Stressors, Work Family Conflict and Job Performance
校院名稱 成功大學
系所名稱(中) 企業管理學系專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 100
學期 1
出版年 101
研究生(中文) 龔嘉琳
研究生(英文) Chia-Lin Kung
學號 R47981129
學位類別 碩士
語文別 中文
論文頁數 64頁
口試委員 指導教授-史習安
口試委員-劉玉雯
口試委員-許竹君
中文關鍵字 工作壓力  職家衝突  工作績效  轉換型領導 
英文關鍵字 Work stressor  WFC  Performance  Transformational leadership 
學科別分類
中文摘要 本研究目的為瞭解工作壓力種類與職家衝突、工作績效間的關係,並進一步分析轉換型領導是否可對工作壓力與職家衝突間的關係產生調節效果。
工作與家庭為現代人生活的兩大重心。對於兩者的產出與關聯性已有許多文獻進行分析實證,包含工作壓力的影響結果評估,或是職家衝突的起因與後果等等。由於職家衝突通常導致負面結果,如生活滿意度降低、工作滿意度降低、工作績效不彰甚至離職曠職率提高。故學者莫不針對如何降低或調節職家衝突進行理論架構分析與實證。
因此,本研究以台灣各產業為研究對象,透過團隊主管與成員的A、B兩式問卷發放收集相關樣本資料。總計發放100組紙本問卷,成套問卷回收率為80.6%。扣除填答不完整之無效問卷後,成套的有效問卷為92組共394份,整體有效回收率為78.8%。本研究主要使用階層多元迴歸進行研究假說之驗證。經由實證分析,本研究分析結果如下:
(一)阻礙型工作壓力與職家衝突為正向關係,亦即阻礙型壓力越高時,職家衝突程度也越高。
(二)職家衝突與工作績效為負向關係,亦即職家衝突程度越高時,工作績效越差。
(三)轉換型領導可負向調節阻礙型壓力與職家衝突間的正向關係,亦即轉換型領導可減緩職家衝突,進一步提高工作績效。
英文摘要 Work and family are two important aspects of modern life. Rearch in this area discussing outcomes and relationship in-between often focuses on satisfaction of life and job, and work performance. Studies on antecedent of work-family conflict (WFC) suggest time-based, strain-based, and role-based conflict all provoke WFC, and bring continuity of defective result such as turnover, exhaustion, intention of withdraw, and even dismission. Scholars want to find effective ways smoothing or resolving WFC by public policies, organization assistance, supervisor support and family support. Recent research on reported work stress indicates stress may not always be detrimental for individual or organization. Good stress (challenge-based) and bad stress (hindrance-based) causes divergent work outcomes.
The characteristic of Transformational Leadership (TFL), charisma, individual consideration, intellectual stimulation, has been argued positive outcomes of employees and organization. This study examined work stressors and transformational leadership in relation to WFC and performance in consequence. One hundred sets of questionnaire, four to five staffs and one supervisor of each set, completed self-report measures of job stressors, WFC, and TFL degree. Performance data was obtained from supervisor evaluation. 92 matched sets questionnaires are usable and the final effective return rate is 78.8%. Results indicated that hindrance stressor predicted positive relation to WFC, WFC has a negative effect on job performance. Menawhile, TFL moderates the relationship between hindrance stressor and WFC. Implications of these findings are discussed.
論文目次 第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 章節架構 4
第二章 文獻探討 6
第一節 工作壓力 6
第二節 職家衝突 9
第三節 工作績效 13
第四節 轉換型領導 15
第三章 研究方法 22
第一節 研究架構 23
第二節 研究假設 24
第三節 研究變數 25
第四節 問卷設計 26
第五節 抽樣方法 32
第六節 資料分析方法 34
第四章 實證分析結果 36
第一節 樣本基本資料分析 36
第二節 信度分析 39
第三節 建構效度分析 44
第四節 相關性分析 48
第五節 假設驗證分析 49
第六節 研究假說結果整理 52
第五章 結論與建議 54
第一節 研究結論 54
第二節 研究貢獻 55
第三節 研究限制與建議 56
參考文獻 58
附錄I:問卷A 1
附錄Ⅱ:問卷B 1
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