員工之個人資源耗損與保存：希望對工作不確定性與工作角色表現間關係之中介效果及願景領導行為之調節式中介效果

Abstract

員工有效地管理工作相關的個人資源，有助於其維持良好的工作表現，特別是身處高壓力的環境下，個體如何保存重要資源是其可否因應外在威脅的關鍵。本研究使用資源觀點，探討現今環境下，員工針對工作現況的工作不確定感和未來的工作不安全感，兩者會分別透過耗損其希望感，進而降低工作角色表現之中介效果；以及願景領導行為作為調節變項，針對工作不確定感與不安全感，兩個時間點之不確定性來源的中介歷程，應具有調節式中介效果。透過瞭解個人希望感耗損的內在歷程，和領導力的調節作用，可幫助組織與員工有效地預防威脅，改善現今職場中潛在的負面影響。\n本研究方法採問卷調查法，問卷分兩階段進行施測，共回收319份有效問卷。研究結果顯示，員工的工作不確定感和不安全感與其希望感具有顯著的負相關；希望感會分別中介於工作不確定感與工作角色表現間、工作不安全感與工作角色表現間之關係；願景領導行為會負向調節員工希望感對工作不安全感與工作角色表現間的中介關係；願景領導行為對工作不確定感之中介關係則不具有調節式中介效果。最後，本研究針對結果進行討論，並提出研究限制、未來研究方向，及實務貢獻。

When employees efficiently manage their job-related resources, they can maintain better performance at work. Especially under stressful circumstances, individual learning how to conserve importantly personal resources is the key to coping with external threats. Based on the resources perspective, this research examines hope depletion as the underlying mechanism through which employees` work uncertainty and job insecurity negatively affect their work role performance. Furthermore, this research also tests the moderated mediating effect of visionary leadership on the resource depletion process above. After understanding the process of hope depletion and moderation of leadership, it would be valuable for the organization and employees to prevent environmental threats effectively and overcome the potential problems.\nThis research method adopts the questionnaire survey with the two-phase design. Results from 319 subjects support (1) the negative influences of work uncertainty and job insecurity on employees` hope, (2) the mediating effect of hope on both relationships not only between work uncertainty and work role performance, but also between job insecurity and work role performance, and (3) the negative moderated mediating effect of the supervisor`s visionary leadership behavior on job insecurity. Finally, this research discusses the results, proposes research contributions and limitations, and provides future research directions.