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系統識別號 U0026-2501201314193000
論文名稱(中文) The Relationships between Cognitive Dissonance and Job Burnout: Moderating Effects of Psychological and Social Contexts
論文名稱(英文) The Relationships between Cognitive Dissonance and Job Burnout: Moderating Effects of Psychological and Social Contexts
校院名稱 成功大學
系所名稱(中) 國際經營管理研究所碩士班
系所名稱(英) Institute of International Management (IIMBA--Master)
學年度 101
學期 1
出版年 102
研究生(中文) 張惠華
研究生(英文) Fui-Hwa Chong
學號 ra6007065
學位類別 碩士
語文別 英文
論文頁數 102頁
口試委員 召集委員-黃國平
指導教授-林豪傑
口試委員-鄭至甫
中文關鍵字 none 
英文關鍵字 Cognitive dissonance  Job burnout  Psychological empowerment  Psychological safety  LMX  TMX  NCKU 
學科別分類
中文摘要 none
英文摘要 This study employs the Job Demands-Resources (JD-R) model to examine the relationship between cognitive dissonance and job burnout as well as the moderating roles of psychological empowerment, psychological safety, leader-member exchange (LMX), and team-member exchange (TMX) on this relationship. Research results based on a sample collected from 231 employees at the National Cheng Kung University show that cognitive dissonance produces a positive effect on employee’s job burnout; however, all moderating effects are not supported. Additionally, the result shows that workload is a key contributor of employee’s job burnout. Specifically, employees are concerned more with the volume of their daily tasks instead of the working environment.
Based on the findings, implications and suggestions are proposed in order for preventing university employees from the issue of job burnout. Limitations and directions for future research are discussed as well.
論文目次 ABSTRACT I
ACKNOWLEDGEMENTS II
TABLE OF CONTENTS III
LIST OF TABLES VI
LIST OF FIGURES VII
CHAPTER ONE INTRODUCTION 1
1.1 Research Background and Motivations. 1
1.2 Research Objectives and Expected Contributions. 4
1.3 Research Scope. 6
1.4 Research Procedure and Research Structure. 6
CHAPTER TWO LITERATURE REVIEW 9
2.1 Theoretical Background. 9
2.1.1 Job Demands-Resources (JD-R) Model. 9
2.1.2 Cognitive Dissonance. 15
2.1.3 Job Burnout. 17
2.1.4 Psychological Empowerment. 20
2.1.5 Psychological Safety. 24
2.1.6 Leader-Member Exchange (LMX). 26
2.1.7 Team-Member Exchange (TMX). 30
2.2 Development of Research Hypotheses. 32
2.2.1 The Relationships between Cognitive Dissonance and Job Burnout. 32
2.2.2 Psychological Empowerment as a Moderator. 33
2.2.3 Psychological Safety as a Moderator. 34
2.2.4 Leader-Member Exchange (LMX) as a Moderator. 35
2.2.5 Team-Member Exchange (TMX) as a Moderator. 36
CHAPTER THREE RESEARCH DESIGN AND METHODOLOGY 37
3.1 Conceptual Model. 37
3.2 Description of Sample. 38
3.3 Summary of Hypotheses. 39
3.4 Definitions and Measures of Variables. 40
3.4.1 Cognitive Dissonance. 42
3.4.2 Job Burnout. 42
3.4.3 Psychological Empowerment. 44
3.4.4 Psychological Safety. 45
3.4.5 Leader-Member Exchange (LMX). 45
3.4.6 Team-Member Exchange (TMX). 46
3.5 Controlling Variables. 47
3.5.1 Age. 47
3.5.2 Gender. 48
3.5.3 Marital/Family Status. 48
3.5.4 Number of Years of Working Experience. 48
3.5.5 Employee Type. 49
3.5.6 Job Position. 49
3.5.7 Education Level. 49
3.5.8 Workload. 49
3.5.9 Personal Expectations. 50
3.6 Methods of Analysis. 50
3.6.1 Descriptive Statistics. 50
3.6.2 Pearson Correlation Analysis. 50
3.6.3 Reliability Test. 51
3.6.4 Confirmatory Factor Analysis. 51
3.6.5 Hierarchical Multiple Regression. 52
3.6.6 Common Method Bias. 52
CHAPTER FOUR RESEARCH RESULTS 53
4.1 Descriptive Analysis. 53
4.2 Assessing Full Measurement Model. 55
4.3 Mean, Standard Deviation, and Pearson Correlation. 68
4.4 Hierarchical Multiple Regression. 71
4.5 Common Method Bias. 74
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 75
5.1 Discussions and Conclusions. 75
5.1.1 Theoretical Implications. 75
5.1.2 Managerial Implications. 79
5.2 Research Limitations and Future Directions. 81
REFERENCES 83
APPENDICES 95
Appendix 1 Research Questionnaire in English. 95
Appendix 2 Research Questionnaire in Chinese. 99
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