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題名 組織溝通.決策參與.個人特質.角色壓力與工作態度之關係
作者 王青祥
貢獻者 黃國隆
王青祥
日期 1985
上傳時間 8-Nov-2016 16:23:32 (UTC+8)
摘要 論文提要
本研究之主要目的為：(1)探討角色壓力與工作滿足及離職傾向之關係。(2)探討不同個人特質者在角色壓力、工作滿足及離職傾向等變項上之差異。(3)探討組織溝通各構面與角色壓力、工作滿足及離職傾向之關係。(4)探討決策參與程度與角色壓力、工作滿足及離職傾向之關係。(5)探討角色壓力是否為組織溝通、決策參與與工作滿足、離職傾向關係之中介因素。
本研究以國內三家大型專業技術性機構的313名員工為受試樣本，以問卷調查法蒐集資料，所用的工具包括決策參與量表、角色壓力知覺量表、成就動機量表、工作描述問卷、組織溝通量表及離職傾向指標。資料分析採用因素分析、t考驗、單因子變異數分析、部份相關法及逐步迴歸分析等統計方法。
本研究結果發現：(1)三種角色壓力知覺之高分組在工作滿足程度上均較低分組為低，而其離職傾向則較高。(2)成就動機高者在工作滿足程度上較高，而角色壓力及離職傾向則較低。(3)組織溝通各構面與角色壓力、工作滿足及離職傾向均有關聯存在。(4)決策參與程度較高者，其角色壓力知覺及離職傾向較低，而工作滿足感較高。(5)組織溝通、決策參與分別與工作滿足及離職傾向之關係，有一部份是透過角色壓力知覺而產生的。
致謝辭
論文提要
目錄Ⅰ
圖表目次Ⅲ
第一章 緒論1
第一節 研究動機與目的1
第二節 有關文獻探討10
第三節 本研究之架構45
第四節 研究問題與假設45
第二章 研究方法49
第一節 受試者49
第二節 研究工具53
第三節 資料分析方法62
第三章 研究結果與討論67
第一節 角色壓力與工作滿足、離職傾向間之關係67
第二節 個人特質與角色壓力、工作滿足及離職傾向之關係72
第三節 決策參與、組織溝通與角色壓力、工作滿足及離職傾向之關係92
第四節 角色壓力、工作滿足及離職傾向等變項之逐步迴歸分析結果105
第四章 結論與建議115
第一節 結論115
第二節 建議118
參考文獻121
附錄139

圖表目次
圖：
1.角色插曲模式圖17
2. Shannon-Weaver溝通模式31
3.組織中人類溝通行為決定因素層次圖32
4.本研究之架構圖47
表：
1.本研究樣本性別分配表50
2.本研究樣本年齡分配表50
3.本研究樣本學歷分配表51
4.本研究樣本婚姻狀況分配表51
5.本研究樣本年資分配表52
6.本研究樣本職位分配表52
7.本研究樣本工作部門分配表53
8.角色壓力知覺量表之因素分析表57
9.組織溝通量表之因素分析表63
10.各工作滿足構面、離職傾向間之簡單相關68
11.角色模糊高、低分組在滿足構面及離職傾向上的 t 檢定結果69
12.角色資源不足高、低分組在滿足構面及離職傾向上的 t 檢定結果70
13.角色衝突高、低分組在滿足構面及離職傾向上的 t 檢定結果71
14.個人特質變項與角色壓力之單因子變異數分析75
15.個人特質變項與工作滿足構面及離職傾向之單因子變異數分析79
16.不同年齡者在薪資滿足上之多重比較 81
17.不同年齡者在工作本身滿足上之多重比較81
18.不同年齡者在離職傾向上之多重比較82
19.不同學歷者在工作本身滿足上之多重比較84
20.不同年資者在薪資滿足上之多重比較85
21.不同年資者在工作本身滿足上之多重比較85
22.不同年資者在離職傾向上之多重比較86
23.不同職位者在薪資滿足上之多重比較87
24.不同職位者在工作本身滿足上之多重比較88
25.不同職位者在直屬上司滿足上之多重比較88
26.不同職位者在整體滿足上之多重比較89
27.不同職位者在離職傾向上之多重比較89
28.決策參與程度高、低分組在角色壓力上的 t 檢定結果93
29.情報的溝通高、低分組在角色壓力上的 t 檢定結果94
30.整合的溝通高、低分組在角色壓力上的七檢定結果95
31.規定的溝通高、低分組在角色壓力上的 t 檢定結果95
32.失真的溝通高、低分組在角色壓力上的 t 檢定結果96
33.決策參與程度高、低分組在滿足構面及離職傾向上的 t 檢定結果98
34.情報的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果99
35.整合的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果00
36.規定的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果00
37.失真的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果01
38.決策參與、組織溝通與工作滿足、離職傾向之原始相關，部分相關及 Z 值檢定結果103
39.預測角色模糊之逐步迴歸分析106
40.預測角色資源不足之逐步迴歸分析108
41.預測角色衝突之逐步迴歸分析 109
42.預測工作滿足之逐步迴歸分析111
43.預測離職傾向之逐步迴歸分析112
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關聯 國立政治大學
心理研究所
碩士
73
資料類型 thesis
dc.contributor.advisor 黃國隆
dc.contributor.author (Authors) 王青祥
dc.creator (作者) 王青祥zh_TW
dc.date (日期) 1985
dc.date.accessioned 8-Nov-2016 16:23:32 (UTC+8)-
dc.date.available 8-Nov-2016 16:23:32 (UTC+8)-
dc.date.issued (上傳時間) 8-Nov-2016 16:23:32 (UTC+8)-
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/103563-
dc.description.abstract (摘要) 論文提要
本研究之主要目的為：(1)探討角色壓力與工作滿足及離職傾向之關係。(2)探討不同個人特質者在角色壓力、工作滿足及離職傾向等變項上之差異。(3)探討組織溝通各構面與角色壓力、工作滿足及離職傾向之關係。(4)探討決策參與程度與角色壓力、工作滿足及離職傾向之關係。(5)探討角色壓力是否為組織溝通、決策參與與工作滿足、離職傾向關係之中介因素。
本研究以國內三家大型專業技術性機構的313名員工為受試樣本，以問卷調查法蒐集資料，所用的工具包括決策參與量表、角色壓力知覺量表、成就動機量表、工作描述問卷、組織溝通量表及離職傾向指標。資料分析採用因素分析、t考驗、單因子變異數分析、部份相關法及逐步迴歸分析等統計方法。
本研究結果發現：(1)三種角色壓力知覺之高分組在工作滿足程度上均較低分組為低，而其離職傾向則較高。(2)成就動機高者在工作滿足程度上較高，而角色壓力及離職傾向則較低。(3)組織溝通各構面與角色壓力、工作滿足及離職傾向均有關聯存在。(4)決策參與程度較高者，其角色壓力知覺及離職傾向較低，而工作滿足感較高。(5)組織溝通、決策參與分別與工作滿足及離職傾向之關係，有一部份是透過角色壓力知覺而產生的。
dc.description.abstract (摘要) 致謝辭
論文提要
目錄Ⅰ
圖表目次Ⅲ
第一章 緒論1
第一節 研究動機與目的1
第二節 有關文獻探討10
第三節 本研究之架構45
第四節 研究問題與假設45
第二章 研究方法49
第一節 受試者49
第二節 研究工具53
第三節 資料分析方法62
第三章 研究結果與討論67
第一節 角色壓力與工作滿足、離職傾向間之關係67
第二節 個人特質與角色壓力、工作滿足及離職傾向之關係72
第三節 決策參與、組織溝通與角色壓力、工作滿足及離職傾向之關係92
第四節 角色壓力、工作滿足及離職傾向等變項之逐步迴歸分析結果105
第四章 結論與建議115
第一節 結論115
第二節 建議118
參考文獻121
附錄139

圖表目次
圖：
1.角色插曲模式圖17
2. Shannon-Weaver溝通模式31
3.組織中人類溝通行為決定因素層次圖32
4.本研究之架構圖47
表：
1.本研究樣本性別分配表50
2.本研究樣本年齡分配表50
3.本研究樣本學歷分配表51
4.本研究樣本婚姻狀況分配表51
5.本研究樣本年資分配表52
6.本研究樣本職位分配表52
7.本研究樣本工作部門分配表53
8.角色壓力知覺量表之因素分析表57
9.組織溝通量表之因素分析表63
10.各工作滿足構面、離職傾向間之簡單相關68
11.角色模糊高、低分組在滿足構面及離職傾向上的 t 檢定結果69
12.角色資源不足高、低分組在滿足構面及離職傾向上的 t 檢定結果70
13.角色衝突高、低分組在滿足構面及離職傾向上的 t 檢定結果71
14.個人特質變項與角色壓力之單因子變異數分析75
15.個人特質變項與工作滿足構面及離職傾向之單因子變異數分析79
16.不同年齡者在薪資滿足上之多重比較 81
17.不同年齡者在工作本身滿足上之多重比較81
18.不同年齡者在離職傾向上之多重比較82
19.不同學歷者在工作本身滿足上之多重比較84
20.不同年資者在薪資滿足上之多重比較85
21.不同年資者在工作本身滿足上之多重比較85
22.不同年資者在離職傾向上之多重比較86
23.不同職位者在薪資滿足上之多重比較87
24.不同職位者在工作本身滿足上之多重比較88
25.不同職位者在直屬上司滿足上之多重比較88
26.不同職位者在整體滿足上之多重比較89
27.不同職位者在離職傾向上之多重比較89
28.決策參與程度高、低分組在角色壓力上的 t 檢定結果93
29.情報的溝通高、低分組在角色壓力上的 t 檢定結果94
30.整合的溝通高、低分組在角色壓力上的七檢定結果95
31.規定的溝通高、低分組在角色壓力上的 t 檢定結果95
32.失真的溝通高、低分組在角色壓力上的 t 檢定結果96
33.決策參與程度高、低分組在滿足構面及離職傾向上的 t 檢定結果98
34.情報的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果99
35.整合的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果00
36.規定的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果00
37.失真的溝通高、低分組在滿足構面及離職傾向上的 t 檢定結果01
38.決策參與、組織溝通與工作滿足、離職傾向之原始相關，部分相關及 Z 值檢定結果103
39.預測角色模糊之逐步迴歸分析106
40.預測角色資源不足之逐步迴歸分析108
41.預測角色衝突之逐步迴歸分析 109
42.預測工作滿足之逐步迴歸分析111
43.預測離職傾向之逐步迴歸分析112
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dc.format.mimetype text/html-
dc.relation (關聯) 國立政治大學
dc.relation (關聯) 心理研究所
dc.relation (關聯) 碩士
dc.relation (關聯) 73
dc.title (題名) 組織溝通.決策參與.個人特質.角色壓力與工作態度之關係zh_TW
dc.type (資料類型) thesis
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