進階搜尋


   電子論文尚未授權公開,紙本請查館藏目錄
(※如查詢不到或館藏狀況顯示「閉架不公開」,表示該本論文不在書庫,無法取用。)
系統識別號 U0026-1901201513472500
論文名稱(中文) 主動性人格特質、親和性人格特質、領導者與部屬交換關係與幸福感關連性之研究
論文名稱(英文) The study of proactive personality, agreeableness personality, LMX, and well-being.
校院名稱 成功大學
系所名稱(中) 企業管理學系碩士在職專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 103
學期 1
出版年 104
研究生(中文) 黃琬婷
研究生(英文) Wan-Ting Huang
學號 R47011356
學位類別 碩士
語文別 中文
論文頁數 104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 主動性人格特質  親和性人格特質  領導者與部屬交換關係  主管知覺組織支持  幸福感 
英文關鍵字 proactive personality traits  agreeableness personality traits  Leader-member exchanges( LMX)  perceived organizational support( POS)  well-being 
學科別分類
中文摘要 近年來已有愈來愈多的學者與企業家都認為創造員工幸福感(employee well-being)已不僅僅是道德壓力下的企業社會責任,更是企業打造競爭優勢的致勝之道。於是,本研究欲更進一步了解影響員工幸福感的因素,故以台灣各產業為研究對象,收集390份主管與員工配對之問卷,期望能瞭解主動性人格特質、親和性人格特質、主管與員工之人格特質相似性、領導者與部屬交換關係與幸福感關連性之研究。此外,也將進一步探討主管知覺組織支持是否能夠調節領導者與部屬交換關與幸福感之間的關係。
經由實證分析,本研究分析結果如下:
(一)主動性人格特質、親和性人格特質程度越高,則幸福感越高。
(二)員工知覺領導者與部屬交換關係越好時,則幸福感越高。
(三)主動性人格特質、親和性人格特質程度越高,則領導者與部屬交換關係程度越好;主管與員工之主動性人格特質相似性、親和性人格特質相似性程度越高,則領導者與部屬交換關係程度越好。
(四)領導者與部屬交換關係分別在主動性人格特質與幸福感、親和性人格特質與幸福感之間,皆具有部份中介效果;但在主管與員工之主動性人格特質相似性與幸福感、親和性人格特質相似性與幸福感之間,皆不具有中介效果。
(五)主管知覺組織支持對於領導者與部屬交換關係與幸福感兩者之間,調節效果不顯著。
英文摘要 In recent year, there have been more and more scholars and entrepreneurs thinks that, employee well-being are not just corporate social responsibility under ethical pressure, it is the key to make a corporation become more competitive. Thus, this research will hope to understand the factor which effect the employee well-being, and will collected data from 390 matched pairs of employees and supervisors from a variety of industries in Taiwan, and aim to understand the relation between “proactive personality traits”, “agreeableness personality traits”, “leader-member exchanges (LMX)”, and “well-being”. Furthermore, this study also investigated the moderating role of “perceived organizational support (POS)” to “leader-member exchanges(LMX)” and “well-being”.
After empirical analysis, the conclusions are as follow:
(1) Proactive personality has positive direct impact on well-being; and agreeableness personality has positive direct impact on well-being.
(2) LMX has positive direct impact on well-being.
(3) LMX has positive direct impact on proactive personality, agreeableness personality, proactive personality similarity and agreeableness personality similarity.
(4) LMX has positive mediation effect between proactive personality and well-being;LMX has positive mediation effect between agreeableness personality and well-being; LMX has not positive mediation effect between proactive personality similarity and well-being;LMX has not positive mediation effect between agreeableness personality similarity and well-being.
(5)Perceived organizational support has no significant moderation effect between LMX and well-being.
論文目次 中文摘要 I
Extended Abstract II
誌謝XI
表目錄XV
圖目錄XV
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 4
第一節 主動性人格特質 4
第二節 親和性人格特質 7
第三節 領導者與部屬交換關係 10
第四節 幸福感 12
第五節 主管知覺組織支持 17
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 21
第三節 研究變數之衡量 24
第四節 問卷設計 26
第五節 抽樣方法 30
第六節 資料分析方法 33
第四章 實證分析結果 37
第一節 樣本基本資料分析 37
第二節 信度分析 43
第三節 建構效度分析 49
第四節 相關性分析 58
第五節 層級迴歸分析 57
第六節 研究假說結果整理 77
第五章 結論與建議 80
第一節 研究結論 80
第二節 研究貢獻與限制 87
第三節 研究建議 89
參考文獻 92
附 錄I :問 卷A 99
附 錄II:問 卷B 102
參考文獻 Adams, J. S. (1965). Inequity in social exchange. Adavances in Experimental Social Psychology, 2, 267-299.
Allport, G. W. (1937). Personality: A psychological interpretation. New York: Holt.
Allport, G. W. (1961). Pattern and growth in personality. New York: Holt, Rinehart and Winston.
Andrews, F. M., & Withey, S. B. (1976). Social indicators of Well-being. New York:Plenum.
Annelies E. M. Van Viaen, Chi-tai Shen and Aichia Chuang (2011). Person–organization and person–supervisor fits:Employee commitments in a Chinese context. Journal of Organizational Behavior, J. Organiz. Behav. 32, 906–926
Argyle, M. (1987). The Psychology of Happiness. London: Methuen.
Argyle, M. (1992). The social psychology of everyday life. London: Routledge.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior. Journal of Organizational Behavior, 14, 103–118.
Bateman, T. S., & Crant, J. M. (1993). The proactive component of organizational behavior: A measure and correlates. Journal of Organizational Behavior, 14(2), 103-118.
Bauer, T. N., & Green, S. G. (1996). Development of Leader-Member Exchange:A Longitudinal Test. Academy of Management Journal, 39(6), 1538-1567.
Beck, A. T., & Beck, R. W. (1972). Screening depressed patients in family practice: A rapid technic. Postgraduate Medicine, 52(6), 81-85.
Byrd, M. E. (2006). Social exchange as a framework for client-nurse interaction during public health nursing maternal-child home visits. Public Health Nursing, 23(3), 271-276.
Campbell, A. (1976). Subjective measures of well-being. American Psychologist, 31, 117-124.
Campbell, D. J. (2000). The proactive employee: Managing workplace initiative.
Academy of Management Executive, 14(3), 52-66.
Cattell, R. B. (1943). The Description of Personality: Basic Trait Resolved into
Clusters. Journal of Abnormal and Social Psychology, 38, 476–506.
Cattell, R. B. (1950). Personality: A systematic, theoretical, and factual study. New York: McGrawhill.
Cattell, R. B., & Scheier, I. H. (1961). The meaning and measurement of neuroticism   and anxiety. New York: Ronald Press.
Colarelli, S. M. (1984). Methods of communication and mediating processes in
realistic job previews. Journal of Applied Psychology, 69(4), 633-642.
Costa, P. T. J., & McCrae, R. R. (1992). An Introduction of the Five-Factor
Modeland Its Applications. Journal of Personality, 60, 175-215.
Costa, P. T. J., & McCrae, R. R. (1992). Revised NEO personality inventory(NEO-PI-R)
and NEO five factor inventory (NEO-FFI) professional manual. Odessa, FL:
Psychological Assessment Resources.
Crant, J. M. (2000). Proactive behavior in organizations. Journal of Management, 26,
435–462.
Cronbach, L. (1951). Coefficient alpha and the internal structure of tests.   
Psychometrika, 16(3), 297-334.
Cropanzano, R., Howes, J. C., Grandey, A. A., & Toth, P. (1997). The relationship of
organizational politics and support to work behaviors, attitudes, and stress.
Journal of Organizational Behavior, 18, 15-180.
Danna, K., & Griffin, R. W. (1999). Health and well-being in the workplace: A review
and synthesis of the literature. Journal of Management, 25, 357-384.
Dansereau Jr, F., Graen, G., & Haga, W. J. (1975). A vertical dyad linkage approach to
leadership within formal organizations: A longitudinal investigation of the role
making process. Organizational Behavior and Human Performance, 13(1), 46-78.
Dawley, D., Houghton, J. D., & Bucklew, N. S. (2010). Perceived organizational support and turnover intention: The mediating effects of personal sacrifice and job fit. Journal of Social Psychology, 150, 238-257.
Deluga, R. J. (1998). Leader-Member Exchange Quality and Effectiveness Ratings The
Role of Subordinate-Supervisor Conscientiousness Similarity. Group &
Organization Management, 23(2), 189-216.
Dienesch, R. M. & Liden, R. C. (1986). Leader-member exchange model of leadership:
A critique and further development. Academy of Management Review,11,
618-634.
Diener, E. D., Suh, E. M., Lucas, R., & Smith, H. L. (1999). Subjective well-being: Three decades of progress. Psychological Bulletin, 125, 276-302.
Digman, J. (1990). Personality structure: Emergence of the five-factor model. Annual
Review of Psychology, 41, 417–440.
DM, B. (1987). Selection, evocation, and manipulation. Journal of Personality and
Social Psychology, 53, 1214−1221.
E., D., & F., F. (1995). Resources, Personal Strivings and Subjective Well Being : A Nomothetic and Idiographic Approach [J ]. Journal of Personality and Social Psychology, 68(5).
Edwards, J. R. (1993). Problems with the use of profile similarity indices in the study of congruence in organizational research. Personnel Psychology, 46(3), 641-665.
Edwards, J. R. (1994). The study of congruence in organizational behavior research:
Critique and a proposed alternative.
E.M., A., Vianen, V., Chi-Taishen, & Chuang, A. (2011). Person–organization and
person–supervisor fits: Employee commitments in a Chinese context.
Journal of Organizational Behavior, 32, 906–926.
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived
Organizational Support. Journal of Applied Psychology, 71(3), 500-507.
Erdogan, B., & Enders, J. (2007). Support From the Top: Supervisors’ Perceived
Organizational Support as a Moderator of Leader–Member Exchange to Satisfaction and Performance Relationships. Journal of Applied Psychology, 92(2), 321–330.
Eysenck, M. W. (1985). Anxiety and cognitive-task performance. Personality and
Individual Differences, 6(5), 579-586.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with
unobservable variables and measurement error. Journal of marketing research, 39-50.
Frese, M., Kring, W., Soose, A., & Zempel, J. (1996). Personal initiative at work:
Differences between east and west Germany. Academy of Management Journal,
39, 37–63.
Frese, M., Kring, W., Soose, A., & Zempel, J. (1996). Personal initiative at work: Differences between East and West Germany. Academy of Management
Journal, 39, 37-63.
Geddes, D. & Konrad, A. M. (2003). Demographic differences and reactions to
performance feedback. Human Relations, 56(12), 1485-1513.
Gerhart, B., & Milkovich, G. T. (1992). Employee compensation: Research and practice. Handbook of industrial and organizational psychology, 2, 481–569.
Graen, G., & Cashman, J. F. (1975). A role of making model in formal organizations: A
developmental approach. Leadership Frontiers,. Kent, OH: Kent State Press, 143-165.
Graen G., Novak, M. A. & Sommerkamp, P. (1982). The effects of leader-member
exchange and job design on productivity and satisfaction: Testing a dual attachment Model. Organizational Behavior and Human Performance, 30, 109-131.
Graen, G. B., Liden, R. C. & Hoel, W. (1982). Role of leadership in the employee 85
withdrawal process. Journal of Applied Psychology, 67, 868-872.
Graen, G. B., & Scandura, T. A. (1987). Toward a psychology of dyadic organizing.
Research in organizational behavior.
Graen, G. B. (1989). Unwritten rules for your career. 15 secrets for fast track success.
New York: Wiley.
Graziano, W. G., & Eisenberg, N. H. (1997). Agreeableness: a dimension of ersonality.
Handbook of personality psychology, San Diego, CA, Academic Press, 795–824.
Green, S. G., Anderson, S. E. & Shivers, S. L. (1996). Demographic and organizational
influences on leader-member exchange and related work attitudes. Organizational
Behavior and Human Decision Processes, 66, 203-214.
Greller, M. M., & Herold, D. M. (1975). Sources of feedback: A preliminary investigation. Organizational Behavior and Human Performance, 13, 224-256.
Grote, G., & Staffelbach, B. (2007). Schweizer HR-Barometer 2007: Psychologischer
Vertrag und Arbeitsplatz(un)sicherheit. [Swiss human-relations-barometer 2007:
Psychological contract and job (in)security].
Hair, J. F. (2006). Multivariate data analysis-6/E.
Hair, J. F., Anderson, R. E., Tatham, R. L., & William, C. (1998). Multivariate data
analysis: Upper Saddle River, NJ: Prentice Hall.
Harrison, D. A., Price, K. H., & Bell, M. P. (1998). Beyond relational demography: Time
and the effects of surface- and deep level diversity on work group cohesion.
Academy of Management Journal, 41(1), 96-107.
Headey, B., & Wearing, A. (1990). Subjective well-being and coping with adversity.
Social Indicators Research, 22, 731-739.
Henneberger, F., & Sousa-Poza, A. (2007). Arbeitsplatzstabilität und Arbeitplatzwechsel in der Schweiz. Eine empirische Analyse der Motive und Bestimmungsgründe. [Job stability and job changes in Switzerland. An empirical analysis of motives and terminants] (2nd edn.).
Hergenhahn, B. R. (1990). An introduction to theories of personality. Englewood Cliffs, NJ: Prentice Hall.
Hinshaw, A. S., Smeltzer, C. H., & Atwood, J. R. (1987). Innovative retention strategies
for nursing staff. Journal of Nursing Administration, 1(17), 8-16.
Holahan, C. K. (1988). Relation of life goals at age 70 to activity participation and health and psychological well-being among terman’s gifted men and women.
Psychology and Aging, 3(3), 286-291.
Hoppock, R. (1935). Job satisfaction. New York: Random Harper.
Kalleberg, A. L. (1997). Work value and job rewards: A theory of job satisfaction.
American Sociology Review, 42, 124-143.
L., J., Sparr, & Sonnentag, S. (2008). Fairness perceptions of supervisor feedback, LMX, and employee well-being at work. European Jouranal of Work anf Organization
Psychology, 17(2), 198 – 225.
Li, N., & Liang, J. (2010). The Role of Proactive Personality in Job Satisfaction and
Organizational. Journal of Applied Psychology, 95(2), 395–404.
Lynch, P. D., Eisenberger, R., & Armeli, S. (1999). Perceived Organizational Support:
Inferior Versus Superior Performance by Wary Employees. Journal of Applied
Psychology, 84(4), 467-483.
Mobley, W. H., Horner, S. O., & Hollingsworth, A. T. (1978). An evaluation of precursors of hospital employee turnover. Journal of Applied Psychology, 63(4), 408-414.
Nunnally Jum, C., & Bernstein Ira, H. (1978). Psychometric theory: New York:
McGraw-Hill.
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of
proactive motivation. Journal of Management, 36, 827–856.
Pasacreta, J. V. (1997). Depressive phenomena, physical symptom distress, and
functional status among women with breast cancer. Nursing Research,
46(2), 214-221.
Pervin, L. A., & John, O. P. (1997). Personality : theory and research (7th ed.).
New York : John Wiley.
Phares, E. J. (1986). Locus of control in personality. Morristown, NJ: General
Learning Press.
Porter, L. W., & Steers, R. M. (1973). Organizational work and personal factors in
employee turnover absenteeism. Psychological Bullctin, 80(2), 151-176.
Price, J. L. (1977). The Study of Turnover. Ames: Iowa-State University Press.
Price, J. L. (1977). The study of turnover. Ames: Iowa State University Press.
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support:A review of the literature. Journal of Applied Psychology, 87(4), 698-714.
Robbins. (1991). Management 3rd. Prentice-Hall International. S., S., M., K., & J., C.
(2001). What Do Proactive People Do? A Longitudinal Model Linking Proactive
Personality and Career Success. Personnel Psychology, 54(4), 845–874.
Scandura, T. A. & Graen, G. B. (1984). Moderating effects of initial leader-member
exchange status on the effects of a leadership intervention. Journal of Applied
Psychology, 69(3), 428-436.
Schmit, M. J., & Kihm, J. A. (2000). Development of a global measure of personality.
Personnel Psychology, 53.
Schulte, P., & Vainio, H. (2010). Well-being at work-overview and perspective. Scand J
Work Environ Health, 36(5), 422-429.
Schultz, P. W., & Zelezney, L. C. (1999). Values as predictors of environmental attitudes: Evidence for consistency across 14 countries. Journal of Environmental
Psychology, 19(3), 255-265.
Seibert, S., Kraimer, M., & Crant, J. (2001). What do productive people do? A longitudinal model linking proactive personality and career success.
Personnel Psychology, 54, 845– 874.
Seibert, S. E., Crant, J. M., & Kraimer, M. L. (1999). Proactive personality and career success. Journal of Applied Psychology, 84(3), 416.
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What do proactive people do? A longitudinal model linking proactive personality and career success. Personnel Psychology, 54, 845–974.
Shore, L. M., & Tetrick, L. E. (1991). A construct validity study of the survey of perceived organizational support. Journal of Applied Psychology, 76(5), 637-643.
Singh, J., William Verbeke, & Rhoads, G. (1996). Do Organizational Practices Matter in Role Stress Processes? A Study of Direct and Moderating Effects of arketing-Oriented Boundary Spanners. Journal of Marketing, 62,69-86.
Smith, P. C., Kendall, L. J., & Hullin, C. L. (1969). The Measure of Satisfaction In Work and Retirement. Chicago: Rand Mcnally.
Snipes, L. R. (1997). A Test of the Effects of Job Satisfaction and Self-Efficacy on
ServiceQuality and Customer Satisfaction. Ann Arbor, Mich.: University Microfilms International Dissertation Services.
Spector, P. (1997). Job satisfaction: Applications, assessment, causes, and consequences. Thousand Oaks, CA: Sage Publications.
Veenhoven, R. (1994). Is happiness a trait? Tests of the theory that a better society does not make people any happier. Social Indicators Research, 32, 101-160.
Wanous, J. P., Reichers, A. E., & Hudy, M. J. (1997). Overall job satisfaction: How good are single-item measures. Journal of Applied Psychology, 82(2), 247-252.
Warr, P. (1999). Well-being at the workplace. New York: Russell Sage Foundation, 329 – 412.
Weiner, B. (1985). An attributional theory of achievement, motivation and emotion.
Psychological Review, 92(4), 548-573.
Whitener, E. M. (2001). Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling. Journal of Management, 27, 515-535.
Yukl, G. (1998). Leadership in organization. New Jersey: Practice Hall.
Zhang, Z., Wang, M., & Shi, J. (2012). Leader-follower congruence in proactive.Academy of Management Journal, 55(1), 111–130.
論文全文使用權限
  • 同意授權校內瀏覽/列印電子全文服務,於2025-01-01起公開。


  • 如您有疑問,請聯絡圖書館
    聯絡電話:(06)2757575#65773
    聯絡E-mail:etds@email.ncku.edu.tw