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作者(中文):顏瑞瑩
作者(外文):Yen,Jui-Ying
論文名稱(中文):多系統員工韌性與員工積極行為:中介與調節效果之驗證
論文名稱(外文):Multisystem Employee Resilience and Employee Proactive Behaviors: Examination of Mediation and Moderation Effects
指導教授(中文):江旭新
曾文志
指導教授(外文):Chiang, Hsu-Hsin
Tseng, Wen-Chih
口試委員(中文):鄭國泰
林文政
口試委員(外文):Cheng, Kuo-Tai
Lin, Wen-Jeng
學位類別:碩士
校院名稱:國立清華大學
系所名稱:教育心理與諮商學系教育心理與諮商碩士在職專班
學號:108098503
出版年(民國):112
畢業學年度:112
語文別:中文
論文頁數:87
中文關鍵詞:多系統員工韌性量表員工韌性冥想工作滿意度員工積極行為
外文關鍵詞:multisystemic employee resilienceemployee resiliencemeditationjob Satisfactionproactive behavior at work
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在這充滿挑戰與壓力競逐永續發展的時代,實務和學術界以多系統思維探究員工韌性雖然開始受到關注,但是目前的研究重點主要放在員工個人的復原和個人資源發展,但應該還要重視發展系統性的組織資源,以確保員工既保有固有之韌性,又能具備有適應性韌性(Kuntz et al., 2017)。這正好創造本研究從學術視角觀察組織中多系統交互作用下,進一步探究所促進與強化朝向正向發展能力的多系統員工韌性的契機。
本研究為了進一步理解整個多系統員工韌性運作網絡,則需要將可能的前因、後果以及調節和中介變項怎麼影響的納進研究範疇中。因此,本研究要驗證多系統員工韌性與冥想、員工積極行為的關係,以及冥想的中介與工作滿意度的調節效果。
本研究針對所調查回收的421份目前在職員工之有效樣本進行信度分析、相關分析,以及透過檢驗聚合效度和區別效度建構效度,並進行共同方法變異分析,最後則透過多元線性迴歸分析檢核假設。研究結果為:第一,多系統員工韌性會正向影響冥想以及員工積極行為,但進一步分別探究個人層面、實務層面、專業層面三個員工韌性層面,則實務層面員工韌性對冥想、員工積極行為影響不顯著。第二,冥想對多系統員工韌性與員工積極行為間具有部分中介效果,但進一步分別探究三個層面之員工韌性,研究發現冥想對實務層面員工韌性與員工積極行為之間的中介效果不顯著。第三,工作滿意度對於多系統員工韌性以及個人層面員工韌性的調節效果不顯著,但是對於實務層面與專業層面員工韌性會正向調節與冥想之關係。最後,本研究根據研究結果提出實務上企業建構多系統思維之員工韌性介入體系之參考依據,並說明研究限制與未來研究之建議。
In the era characterized by challenges and intense competition for sustainable development, there has been growing attention in both practical application and academic research on exploring employee resilience from a multi-system perspective. While the current research predominantly focuses on the recovery and personal resource development of individual employees, it is imperative to shift the focus towards the cultivation of systematic organizational resources. This shift is crucial to ensure that employees possess not only inherent resilience but also adaptive resilience, as emphasized by Kuntz et al. (2017). This study seizes the opportunity to deeply delve into promoting and enhancing the resilience of multi-system employees, fostering their capacity for positive development. This exploration is conducted through an academic lens that highlights the interplay of multi-system interactions within organizational contexts.
To gain a comprehensive understanding of the intricate network of employee resilience among multi-system, it is essential to consider potential antecedents, consequences, as well as the moderating and mediating variables that influence it. Consequently, this study was designed to investigate the relationship between multi-system employee resilience and meditation, employee positive behavior, and the moderating role of meditation on job satisfaction.
Methodologically, this research employed a rigorous approach, encompassing reliability analysis, correlation analysis, construct validity assessment via tests of convergent validity and discriminant validity, and a meticulous analysis of common method variance. Data were collected from a sample of 421 current employees. Multiple linear regression analysis was employed to test the research hypotheses.
The findings of this study are summarized as follows:
Multi-system employee resilience significantly and positively influences both meditation and employees' positive behavior. However, upon closer examination, the impact of practice-level employee resilience on meditation and employee positive behavior did not reach statistical significance.
Meditation acts as a mediator in the relationship between multi-system employee resilience and employee positive behavior. Nonetheless, when exploring resilience at three distinct levels – personal, practical, and professional – it was observed that meditation did not exhibit a significant mediating effect on the relationship between employee resilience and positive behavior at the practice level.
Job satisfaction did not exhibit a significant moderating effect on multi-system and individual employee resilience. However, it did positively moderate the relationship between practice and professional employee resilience and meditation.
In conclusion, based on the outcomes of this study, this paper offers valuable insights for the establishment of an employee resilience intervention system grounded in multi-system thinking.
摘要
目次
第一章 緒論----------------01
第一節 研究背景與動機-------01
第二節 研究目的-------------03
第三節 研究流程-------------04
第二章 文獻探討-------------06
第一節 員工韌性-------------06
第二節 員工積極行為----------14
第三節 工作滿意度------------17
第四節 冥想-----------------20
第五節 研究假設發展----------24
第三章 研究方法--------------29
第一節 研究架構--------------29
第二節 研究對象與資料蒐集-----30
第三節 研究變項的量測工具-----31
第四節 資料分析方法----------34
第四章 資料分析與研究結果-----37
第一節 樣本敘述性統計分析-----37
第二節 相關分析--------------40
第三節 信度分析--------------41
第四節 建構效度分析----------42
第五節 共同方法變異分析------46
第六節 迴歸分析--------------47
第五章 結論與建議------------53
第一節 假設檢核與驗證--------53
第二節 研究討論與貢獻--------55
第三節 實務意涵-------------57
第四節 研究限制與後續研究建議-60
參考文獻--------------------62
中文文獻--------------------62
英文文獻--------------------64
附錄------------------------83
表次
圖次
中文部份
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