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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 8-十一月-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172. Shannon-Weaver溝通模式313.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6811.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6912.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7114.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9430.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9633.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 10942.預測工作滿足之逐步迴歸分析11143.預測離職傾向之逐步迴歸分析112參考文獻 一、中文部份1.王永山：壓力─二十世紀管理上的難題，管理雜誌，74，民69，頁181-121。2.吳定：組織理論：整合結構與行為。台北：聯經出版公司，民72。3.姜占魁：機關組織管理。台北：正中書局，民67。 4.侯望倫：工作壓力的實證研究━組織氣候、角色特性、人格特質與壓力症狀的關係。國立政治大學企業管理研究所碩士論文，民73。 5.郭文祥：大學畢業生離職行為研究。國立政治大學企業管理研究所碩士論文，民69。6.郭廷芸：參與管理對員工工作滿足之影響。國立政治大學公共行政研究所碩士論文，民70。7.郭修旭：電信話務人員心理變數與工作壓迫感及服務績效之實證研究。國立交通大學管理科學研究所碩士論文，民71。 8.郭國平：員工個人屬性、參與程度與工作滿足之研究。私立中國文化大學企業管理研究所碩士論文，民 69 。9.陳甦彰：組織成員工作壓迫感之個案實證研究。國立交通大學管理科學研究所碩士論文，民70。 10.陳義勝：組織行為。台北：華泰書局，民69。 11.莊書彰：企業家成就動機與新產品創新之關係研究。國立政治大學企業管理研究所碩士論文，民67。 12.黃國隆：領導方式、工作特性、成就動機、內外控、專斷性與教師工作滿足的關係。教育與心理研究，第五期，民71。 13.張春興與楊國樞：心理學。台北：三民書局，民60。 14.湯淑貞：管理心理學。台北：三民書局，民69。 15.潘養源：影響金融機構工作人員績效與工作滿足因素之研究。國立政治大學企業管理研究所碩士論文，民68。 16.鄭伯壎：領導行為研究：領導方式、情境因素及人格屬性對工人工作滿足感的影響。國立台灣大學心理研究所碩士論文，民66。 二、英文部份l. 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心理研究所
碩士
73資料類型 thesis dc.contributor.advisor 黃國隆 dc.contributor.author (作者) 王青祥 dc.creator (作者) 王青祥 zh_TW dc.date (日期) 1985 dc.date.accessioned 8-十一月-2016 16:23:32 (UTC+8) - dc.date.available 8-十一月-2016 16:23:32 (UTC+8) - dc.date.issued (上傳時間) 8-十一月-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172. Shannon-Weaver溝通模式313.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6811.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6912.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7114.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9430.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9633.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 10942.預測工作滿足之逐步迴歸分析11143.預測離職傾向之逐步迴歸分析112 dc.format.extent 115 bytes - 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 dc.relation.reference (參考文獻) 一、中文部份1.王永山：壓力─二十世紀管理上的難題，管理雜誌，74，民69，頁181-121。2.吳定：組織理論：整合結構與行為。台北：聯經出版公司，民72。3.姜占魁：機關組織管理。台北：正中書局，民67。 4.侯望倫：工作壓力的實證研究━組織氣候、角色特性、人格特質與壓力症狀的關係。國立政治大學企業管理研究所碩士論文，民73。 5.郭文祥：大學畢業生離職行為研究。國立政治大學企業管理研究所碩士論文，民69。6.郭廷芸：參與管理對員工工作滿足之影響。國立政治大學公共行政研究所碩士論文，民70。7.郭修旭：電信話務人員心理變數與工作壓迫感及服務績效之實證研究。國立交通大學管理科學研究所碩士論文，民71。 8.郭國平：員工個人屬性、參與程度與工作滿足之研究。私立中國文化大學企業管理研究所碩士論文，民 69 。9.陳甦彰：組織成員工作壓迫感之個案實證研究。國立交通大學管理科學研究所碩士論文，民70。 10.陳義勝：組織行為。台北：華泰書局，民69。 11.莊書彰：企業家成就動機與新產品創新之關係研究。國立政治大學企業管理研究所碩士論文，民67。 12.黃國隆：領導方式、工作特性、成就動機、內外控、專斷性與教師工作滿足的關係。教育與心理研究，第五期，民71。 13.張春興與楊國樞：心理學。台北：三民書局，民60。 14.湯淑貞：管理心理學。台北：三民書局，民69。 15.潘養源：影響金融機構工作人員績效與工作滿足因素之研究。國立政治大學企業管理研究所碩士論文，民68。 16.鄭伯壎：領導行為研究：領導方式、情境因素及人格屬性對工人工作滿足感的影響。國立台灣大學心理研究所碩士論文，民66。 二、英文部份l. 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