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系統識別號 U0026-3006202015472200
論文名稱(中文) 被羨慕與創新行為:中介與調節效果的測試
論文名稱(英文) Being Envied and Innovative Behavior: Testing the Mediating and Moderating Effects
校院名稱 成功大學
系所名稱(中) 國際企業研究所
系所名稱(英) Institute of International Business
學年度 108
學期 2
出版年 109
研究生(中文) 張郁萱
研究生(英文) Yu-Hsuan Chang
學號 R66074062
學位類別 碩士
語文別 英文
論文頁數 87頁
口試委員 口試委員-劉玉雯
口試委員-翁慧卿
口試委員-郭亞慧
口試委員-Ely Susanto
指導教授-史習安
中文關鍵字 被羨慕  知識分享  責任感  創新行為  支持性監督  零和遊戲 
英文關鍵字 Being envied  knowledge sharing  felt responsibility  innovative behavior  supportive supervision  belief in a zero-sum game 
學科別分類
中文摘要 相互比較是人的天性,特別是在競爭激烈的職場,人們總是透過比他人優秀來證明自己的價值。過去有關職場羨慕的研究,多半以「羨慕他人」之員工為研究主體,探討羨慕對其所造成之影響。然而,本研究認為,職場上的「被羨慕者」多為企業中表現較好的員工,也較可能會企業帶來更多利益,因此,本研究主要探究當員工因有較好表現而被其他同事羨慕時,會對其造成何種影響?除此之外,本研究進一步探討被羨慕者是否會採用積極的行為去消除羨慕,而非透過消極的方法(隱藏自己的能力),並且最終產生對組織有益的行為。本研究以「知識分享」、「責任感」作為中介變數,研究「被羨慕」與「員工創新行為」之關係。另外,本研究亦探討「被羨慕」與「知識分享」及「責任感」間可能的調節效果,並以「零和遊戲」(針對知識分享)、「支持性監督」(針對責任感)為調節變數。
本研究以台灣企業為研究對象,共蒐集 217 份有效問卷。研究結果顯示,「被羨慕」與「知識分享」及「責任感」皆有正向關係,兩者皆會因員工感受到被其他同事羨慕而產生。而員工因被羨慕而產生之「責任感」,會正向中介「被羨慕」與員工「創新行為」之關係。除此之外,員工對「零和遊戲」的信任會調節「被羨慕」與員工「知識分享」之行為。本研究證實,員工對於自己被他人羨慕所表現之舉動能產生組織所期望的行為。
英文摘要 Since envy cannot avoid in the workplace and the being envied employee always the one who contribute more for the organization. Hence, the current study focusing on the perspective of being envied in exploring workplace envy, instead of understanding people who feel envy towards others.
Different from previous researches, we have an optimistic feeling towards the perception of being envy. That is, being envied employees would exhibit the beneficial behavior for the organization instead of hiding their talents. We proposed two mechanisms - knowledge sharing and felt responsibility - bridge being envied and innovative behavior. Also, we further investigate the possible moderators between being envied, knowledge sharing and felt responsibility. Our model is tested by 217 supervisor-subordinate dyads from various industries in Taiwan, such as manufacturing, insurance, and financing. The result of present study indicates that both knowledge sharing and the sense of responsibility will arise when being envied by coworkers. Moreover,being envied is positively related to innovative behavior via felt responsibility. This study sheds light on the how being envied by others influence one’s innovative behavior. And confirmed that belief in a zero-sum game would influence the perception of being envied towards knowledge sharing.
論文目次 中文摘要 I
ABSTRACT II
誌謝 III
LIST OF TABLES VIII
LIST OF FIGURES X
CHAPTER ONE 1
INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 Research Questions 4
1.3 Research Structure 4
CHAPTER TWO 6
LITERATURE REVIEW 6
2.1 Being Envied 6
2.1.1 Being envied and Knowledge sharing 7
2.1.2 The moderating effect of Belief in a zero-sum game 8
2.1.3 Knowledge sharing and Innovative behavior 9
2.1.4 Being envied, Knowledge sharing and Innovative behavior 11
2.1.5 Being envied and Felt responsibility 12
2.1.6 The moderating effect of Supportive supervision 13
2.1.7 Felt responsibility and Innovative behavior 13
2.1.8 Being envied, Felt responsibility, and Innovative behavior 15
CHAPTER THREE 16
RESEARCH DESIGN AND METHODOLOGY 16
3.1 RESEARCH FRAMEWORK 16
3.2 RESEARCH HYPOTHESES 17
3.3 MEASUREMENT 18
3.3.1 Being envied by coworkers 18
3.3.2 Knowledge sharing 18
3.3.3 Felt responsibility 18
3.3.4 Supportive supervision 19
3.3.5 Belief in a zero-sum game 19
3.3.6 Innovative behavior 19
3.3.7 Control variables 19
3.4 QUESTIONNAIRE DESIGN 20
3.4.1 Being envied by coworkers 21
3.4.2 Knowledge sharing 22
3.4.3 Felt responsibility 23
3.4.4 Supportive supervision 24
3.4.5 Belief in a zero-sum game 25
3.4.6 Innovative behavior 26
3.4.7 Control variables 27
3.5 DATA ANALYSIS METHODS 28
3.5.1 Descriptive Statistics Analysis 28
3.5.2 Reliability Analysis 28
3.5.3 Confirmatory Factor Analysis (CFA) and Validity 28
3.5.4 Common Method Variance (CMV) and Non-Responsive bias 30
3.5.5 Pearson Correlation Coefficient 30
3.5.6 Hypothesis Testing 30
CHAPTER FOUR RESEARCH RESULTS 31
4.1 Descriptive Analysis 31
4.2 Reliability Analysis 32
4.2.1 Being Envied 33
4.2.2 Knowledge sharing 33
4.2.3 Felt Responsibility 34
4.2.4 Supportive Supervision 35
4.2.5 Belief in a zero-sum game 36
4.2.6 Innovative behavior 36
4.3 Confirmatory Factor Analysis 37
4.3.1 Being Envied 38
4.3.2 Knowledge Sharing 39
4.3.3 Felt Responsibility 40
4.3.4 Supportive Supervision 40
4.3.5 Belief in a Zero-Sum Game 41
4.3.6 Innovative Behavior 42
4.3.7 Confirmatory Factor Analysis 2 43
4.4 Common Method Variance, CMV 44
4.5 Non-Responsive Bias 45
4.6 Pearson Correlation 46
4.7 Hypotheses Testing 47
4.7.1 Regression Analysis 48
4.7.2 Bootstrapping Analysis 56
CHAPTER FIVE CONCLUSION AND SUGGESTIONS 59
5.1 Summary of Research Result 59
5.2 Theoretical Implications and Contributions 61
5.3 Practical Implications 63
5.4 Limitations and Future Research 64
REFERENCE 66
APPENDICES 70
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