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系統識別號 U0026-2707201416113500
論文名稱(中文) 目標導向對助人行為、求助行為及員工績效之影響
論文名稱(英文) Impact of Goal Orientation for Help-giving behavior and Help-seeking behavior Employee Performance
校院名稱 成功大學
系所名稱(中) 工程管理碩士在職專班
系所名稱(英) Institute of Engineering Management (on the job class)
學年度 102
學期 2
出版年 103
研究生(中文) 王怡欽
研究生(英文) Yi-Chin Wang
學號 N07991296
學位類別 碩士
語文別 中文
論文頁數 51頁
口試委員 指導教授-蔡明田
口試委員-李國瑋
口試委員-莊立民
口試委員-蔡惠婷
中文關鍵字 目標導向  助人行為  求助行為  員工績效 
英文關鍵字 Goal orientation  Helping behavior  Help-seeking  Performance 
學科別分類
中文摘要 本篇主要是在探討目標導向與「助人行為」和「求助行為」之間的關係,及「助人行為」與「求助行為」對於員工績效的影響。本研究是以台南科學園區內一些企業員工為問卷調查的對象,並於2013年11月中結束問卷回收作業。共計發放700份問卷,最後能夠進行統計分析的有效問卷為553份,有效回收率為79%。
本研究是運用統計軟體SPSS 12.0 以及Amos 17.0進行統計分析,使用的統計方法包括:敘述性統計分析、因素分析、信度分析、效度分析以及結構方程模式分析等研究方法驗證各研究變數的影響關係。實證結果發現如下:
學習目標導向與助人行為呈現出正向的關係。
證明目標導向與助人行為呈現出正向的關係。
趨避目標導向與助人行為沒有正向的關係。
學習目標導向與求助行為呈現出正向的關係。
證明目標導向與求助行為呈現出正向的關係。
趨避目標導向與求助行為沒有正向的關係。
助人行為與員工績效沒有正向的關係。
求助行為與員工績效呈現出正向的關係。

關鍵字:目標導向;助人行為;求助行為;員工績效
英文摘要 Impact of Goal Orientation for Help-giving behavior and Help-seeking behavior Employee Performance

Author:Yi-Chin Wang
Advisor: Ming-Tien Tsai
Engineering Management ,College of Engineering

SUMMARY

This study examines the relationships among Help-giving behavior, Help-seeking behavior for goal orientation, and the impact of employee performance from Help-giving behavior, Help-seeking behavior. This research has chosen Southern Taiwan Science Park(STSP)’s employees as its primary research subjects. Using the convenience sampling in the middle of September 2013, the survey was carried out over a one-month period. The survey was implemented by distributing 700 samples for members. There are total 553 valid samples and the effective response rate is about 79%.
This study is analyzed with statistics software by SPSS 12.0 and Amos 17.0. The empirical data was analyzed by descriptive statistics analysis, factor analysis, reliability analysis, validity analysis, and then the structural equation modeling was adopted to measure correlations among the variables. The results of this study are as follows: (1):Learn goal orientation and helping behavior have a positive relationship. (2):Proven goal orientation and helping behavior have a positive relationship. (3):Avoid goal orientation and helping behavior no positive relationship. (4):Learn goal orientation and Help-seeking behavior is a positive relationship. (5):Proven goal orientation and Help-seeking behavior have a positive relationship. (6):Avoid goal orientation and Help-seeking behavior no positive relationship. (7):Helping behavior and employee performance showing a positive relationship. (8):Help-seeking behavior and employee performance no positive relationship.

Key words: Goal orientation; Helping behavior; Help-seeking; Performance

INTRODUCTION

HR-related companies during the decision-making process for employees, by lifting the salary level on either of these two ways of promotion, is the most real value of employee incentive effect of the two decisions.
I currently serving in the Tainan Science Park, a private enterprise, the company is currently implementing employee performance management system in order to establish a set of institutionalized employee performance appraisal system that allows each employee to work on their own work, to get the relative performance appraisal. Students also have the opportunity to participate in the implementation of this system, so I want to try to quantify the data to explore the goal-oriented, helping behavior, help correlation between behavior and employee performance.
Human resources are important for enterprises corporate between how employees continued to work with a positive attitude and work behavior is an important issue at present enterprises must face.

MATERIALS AND METHODS

Dweck (1988) theoretical framework for the proposed goal-oriented, since the ability of the individual to hold intrinsic theoretical point of view is different, so the formation of a different personal goal orientation, thereby affecting the performance and behavior of the individuals themselves, so the goal-oriented definition is a tendency personality.
In the present study is to investigate the goal-directed behavior by helping others or help-seeking behavior and performance and promotion of the relationship between the likelihood, helping behavior or help conduct its own management strategy is the use of an individual because of the different personality traits, so in behavior will vary on different, so this study Dweck for goal-oriented definition of the theory, will be regarded as a goal-oriented individual personality traits.
Helping behavior (helping behavior) generation, mainly based on the "relationship" model. Because of the callers, so will have to help others who are relatively rather helping behavior in association established between the two interact. The so-called "helping relationship" (helping relationship) but the relationship between the two bodies in the build mode, we party together to solve problems encountered, and thus enhance individuals have plagued its ability to solve problems, or to make a more effective decisions correctly, thus contributing to the growth of the individual itself.
Help-seeking behavior (Help-seeking behavior) can be seen as an individual in the face of stress or distress, when he reflects a coping mechanism (coping mechanism) (Hwang, 1977).
Because self-esteem or other factors, excessive for help learners, learners themselves, is likely to produce a negative impact. Anderson & Messick (1974) suggested that when individuals need help, they will seek help from other individuals or groups, and then get a better learning conditions and more mastery of skills. That is their individual needs will be reflected in the message, and then get help.
The purpose of employee performance assessment is that the actual performance of the employee work performance, and see if there are differences in their performance goals set with the organization; any organization or company, is bound to the establishment, operation, and the process of growing up, the setting short-term goals, medium-term objectives and long-term goals, and when after a certain time, managers must understand or assessment whether departments and organizations to reach the pre-set targets, so that will design some criteria or methods to measure job performance of employees belong performance, and then based on the results of the mobilization of personnel evaluation, reward employees, adjust business strategy, planning and organization, namely the purpose of performance evaluation.

RESULTS AND DISCUSSION

The test results of the present study is hereby various variables organized into the following :
(1):Learn goal orientation and helping behavior have a positive relationship.
(2):Proven goal orientation and helping behavior have a positive relationship.
(3):Avoid goal orientation and helping behavior no positive relationship.
(4):Learn goal orientation and Help-seeking behavior is a positive relationship.
(5):Proven goal orientation and Help-seeking behavior have a positive relationship. (6):Avoid goal orientation and Help-seeking behavior no positive relationship.
(7):Helping behavior and employee performance showing a positive relationship. (8):Help-seeking behavior and employee performance no positive relationship.

CONCLUSION

Avoidance goal orientation and helping behavior and help-seeking behavior and no significant relationship because avoidance goal-oriented individual creativity will lead to low performance, and when the organization transaction lack of clear rules and procedures, norms, avoidance goal orientation will lead to individual creativity low effect will be stronger. Avoidance goal-oriented person, although not easy to work by their intrinsic motivation incentive to improve effectiveness.
Helping behavior and performance of employee performance and no significant relationship, such as Bergeron (2007) puts it, the staff takes time to engage in extra-role behavior to help others, this one's behavior is beneficial in terms of the organization as a whole, but for someone to say, but it is necessary to pay the extra time and effort, but the impact on the performance of individual employee performance.
論文目次 中文摘要 I
SUMMARY II
誌謝 VI
目錄 VII
表目錄 IX
圖目錄 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 3
第三節 研究流程 3
第二章 文獻探討 5
第一節 目標導向 5
第二節 助人行為 9
第三節 求助行為 11
第四節 員工績效 14
第三章 研究方法與設計 16
第一節 研究架構與研究假設 16
第二節 研究變數衡量 17
第三節 研究設計與研究對象 20
第四節 資料分析方法 21
第四章 資料分析結果 27
第一節 樣本結構分析 27
第二節 因素分析 30
第三節 信度分析 33
第四節 結構方程模式分析和推導 37
第五章 結論與建議 40
第一節 研究結果與討論 40
第二節 研究限制與建議 41
參考文獻 42
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