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題名 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
作者 侯望倫
貢獻者 呂勝瑛
侯望倫
日期 1984
上傳時間 5-Dec-2016 17:00:43 (UTC+8)
摘要 研究摘要
本研究係以某公立與私立綜合醫院的女性護理人員495人為對象，利用問卷調查法來探討A型人格是否為壓力症狀的中介變項，工作壓力各相關變項間所存在的關係，及了解組織氣候對於工作壓力的影響。
本研究所使用之自變項計有人口統計變項（含婚姻、教育程度、年齡、家庭經濟責任、服務年資、工作部門、職位、醫院別等八項）、角色特性（角色過度負荷、角色不明確、角色衝突等三項）、組織氣候（包含結構、責任、獎酬、風險、人情、支持、認同等七個構面）、人格特性（TYPE A / B）。相依變項有心理症狀、工作滿足、離職意願、及健康指標等四種壓力反應症狀。此外，本研究之問卷中包括一份壓力敏感度量表，以了解及驗證該份量表是否可作為員工工作壓力傾向預測的工具。
研究結果發現：
( 1 ) 對女性護理人員而言，婚姻狀況會影響其心理症狀、工作滿足與離職意願，已婚與未婚者在上述三變項之差異，均達顯著水準。
( 2 ) 年齡愈小者，其心理症狀程度愈高。而離職意願則以21 - 25歲者最高。
( 3 ) 服務年資愈低者，其心理症狀程度愈高。離職意願以1 - 3年者最高。
( 4 ) 教育程度與家庭經濟責任兩變項，在任一效標變項中均無顯著差異。
( 5 ) 愈傾向A型人格者，在各種壓力症狀變項上與傾向於B型人格特性者均有顯著差異。
( 6 ) 就部門而言，門診部門之心理症狀程度最低，工作滿足程度最高，離職意願最低，而加護病房則反是。
( 7 ) 角色特性的三個變項，角色過度負荷、角色不明確、及角色衝突高分、低分組在心理症狀、離職意願、及工作滿足上均有顯著差異。此外，角色衝突高分、低分組在健康指標上之差異亦達顯著水準。
( 8 ) 組織氣候之構面中，「結構」、「責任」、「人情」、「支持」、「認同」等構面高分、低分組在心理症狀、工作滿足、及離職意願上有顯著差異。「風險」及「獎酬」兩構面高分、低分組者工作滿足及離職意願上有顯著差異。此外，「認同」高分、低分組在健康指標亦有顯著差異。
( 9 ) 壓力敏感度高分、低分組在本研究之全部變項上均有顯著差異。
圖表目錄 一 ~ 三
第一章 研究動機與目的1-4
第二章 研究模式與研究假設
第一節 以往之研究模式3-19
第二節 本研究所採用之模式19-20
第三節 研究假設20-21
第三章 文獻探討
第一節 壓力與工作壓力之定義21-28
第二節 壓力症狀28-31
第三節 壓力源31-41
第四節 人格特質與壓力症狀之研究41-43
第四章 研究方法
第一節 研究對象44-45
第二節 測量工具45-51
第三節 分析方法51-52
第五章 研究結果
第一節 各研究變項間的簡單相關53-59
第二節 人口統計變項與壓力症狀的關係59-68
第三節 人格特質、壓力敏感度與壓力症狀的關係68-73
第四節 角色特性、組織氣候與壓力症狀的關係73-82
第五節 迴歸分析的結果82-87
第六章 討論
第一節 個人背景因素88-89
第二節 人格特性89-90
第三節 工作背景因素90-92
第四節 壓力敏感度之討論92-92
第七章 結論與建議
第一節 結論93-94
第二節 建議95-95
參考書目96-105
圖表目錄
圖 2 - 1 社會環境模式7
圖 2 - 2 壓力循環分析圖9
圖 2 - 3 House之工作壓力模式11
圖 2 - 4 Beehr & Newman之連續性模式12
圖 2 - 5 Kets de Vries之症狀反應模式14
圖 2 - 6 壓力與工作之整合性模式16
圖 2 - 7 有關工作壓力之研究構架18
圖 2 - 8 本研究採用之模式20
圖 3 - 1 壓力的刺激型定義25
圖 3 - 2 壓力的反應型定義27
圖 3 - 3 互動型壓力定義27
圖 3 - 4 Litwin & Stringer與DeCotiis & Coys之構面比較圖39
表 5 - 1 各心理症狀間之簡單相關53
表 5 - 2 受試者在各工作滿足構面之簡單相關55
表 5 - 3 壓力症狀間之簡單相關56
表 5 - 4 工作壓力各症狀與人格、工作因素間之簡單相關56
表 5 - 5 人口統計變項與各壓力反應症狀之單因子變異數分析表61-62
表 5 - 6 不同年齡者心理症狀之多重比較表63
表 5 - 7 不同年齡者工作滿足之多重比較表63
表 5 - 8 不同年齡者離職意願之多重比較表64
表 5 - 9 不同年資者心理症狀之多重比較表65
表 5 - 10 不同年資者離職意願之多重比較表65
表 5 - 11 不同部門者心理症狀之多重比較表66
表 5 - 12 不同部門者離職意願之多重比較表66
表 5 - 13 不同部門者工作滿足之多重比較表66
表 5 - 14 TYPE A / B 在各研究變項之平均數、標準差、及t值檢定之結果68-69
表 5 - 15 壓力敏感度高分、低分組在各變項之平均數、標準差、及t值檢定之結果70-72
表 5 - 16 角色過度負荷高分、低分組在各壓力症狀之平均數、標準差、及t值檢定結果74
表 5 - 17 角色不明確高分、低分組在各壓力症狀之平均數、標準差、及t值檢定之結果75
表 5 - 18 角色衝突高分、低分組在各壓力反應症狀之平均數、標準差、及t值檢定結果76
表 5 - 19 「結構」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定結果76
表 5 - 20 「責任」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果77
表 5 - 21 「獎酬」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果78
表 5 - 22 「風險」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果79
表 5 - 23 「人情」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果80
表 5 - 24 「支持」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果81
表 5 - 25 「認同」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果81
表 5 - 26 預測心理症狀之多元迴歸分析83
表 5 - 27 預測工作滿足之多元迴歸分析84
表 5 - 28 預測離職意願之多元迴歸分析87
參考文獻 中文參考書目：
1.陳甦彰，組織成員工作壓迫感之實證研，國立交通大學管理科學研究所碩士論文，民七十年
2.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，民七十一年
3.羅耀宗，如何化解工作壓力，管理雜誌107期，民七十二年，pp. 58-61.
4.徐瑞，如何避免工作負荷超載，天下雜誌，1983年，4月號，頁114-115.
5.許士軍，有關黎史二氏「組織氣候」尺度在我國企業機構之適用性之探討。台北：政大學報第26期，民國六十年五月，pp. 103-138.
6.許士軍，管理學，台北：東華書局，民七十一年，二版。
7.楊啓良，「個人特質，組織氣候與組織承諾之研究」，國立政治大學企管研究所碩士論文，民國七十一年。
8.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，國立政治大學「教育與心理研究」，民七十一年，五期，頁47-76。
9.陸鵬程，大台北地區加油站員工工作滿足及組織承諾之探討。國立政治大學企業管理研究所碩士論文，民七十年。
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關聯 國立政治大學
企業管理研究所
碩士
72
資料類型 thesis
dc.contributor.advisor 呂勝瑛
dc.contributor.author (Authors) 侯望倫
dc.creator (作者) 侯望倫zh_TW
dc.date (日期) 1984
dc.date.accessioned 5-Dec-2016 17:00:43 (UTC+8)-
dc.date.available 5-Dec-2016 17:00:43 (UTC+8)-
dc.date.issued (上傳時間) 5-Dec-2016 17:00:43 (UTC+8)-
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/104541-
dc.description.abstract (摘要) 研究摘要
本研究係以某公立與私立綜合醫院的女性護理人員495人為對象，利用問卷調查法來探討A型人格是否為壓力症狀的中介變項，工作壓力各相關變項間所存在的關係，及了解組織氣候對於工作壓力的影響。
本研究所使用之自變項計有人口統計變項（含婚姻、教育程度、年齡、家庭經濟責任、服務年資、工作部門、職位、醫院別等八項）、角色特性（角色過度負荷、角色不明確、角色衝突等三項）、組織氣候（包含結構、責任、獎酬、風險、人情、支持、認同等七個構面）、人格特性（TYPE A / B）。相依變項有心理症狀、工作滿足、離職意願、及健康指標等四種壓力反應症狀。此外，本研究之問卷中包括一份壓力敏感度量表，以了解及驗證該份量表是否可作為員工工作壓力傾向預測的工具。
研究結果發現：
( 1 ) 對女性護理人員而言，婚姻狀況會影響其心理症狀、工作滿足與離職意願，已婚與未婚者在上述三變項之差異，均達顯著水準。
( 2 ) 年齡愈小者，其心理症狀程度愈高。而離職意願則以21 - 25歲者最高。
( 3 ) 服務年資愈低者，其心理症狀程度愈高。離職意願以1 - 3年者最高。
( 4 ) 教育程度與家庭經濟責任兩變項，在任一效標變項中均無顯著差異。
( 5 ) 愈傾向A型人格者，在各種壓力症狀變項上與傾向於B型人格特性者均有顯著差異。
( 6 ) 就部門而言，門診部門之心理症狀程度最低，工作滿足程度最高，離職意願最低，而加護病房則反是。
( 7 ) 角色特性的三個變項，角色過度負荷、角色不明確、及角色衝突高分、低分組在心理症狀、離職意願、及工作滿足上均有顯著差異。此外，角色衝突高分、低分組在健康指標上之差異亦達顯著水準。
( 8 ) 組織氣候之構面中，「結構」、「責任」、「人情」、「支持」、「認同」等構面高分、低分組在心理症狀、工作滿足、及離職意願上有顯著差異。「風險」及「獎酬」兩構面高分、低分組者工作滿足及離職意願上有顯著差異。此外，「認同」高分、低分組在健康指標亦有顯著差異。
( 9 ) 壓力敏感度高分、低分組在本研究之全部變項上均有顯著差異。
dc.description.abstract (摘要) 圖表目錄 一 ~ 三
第一章 研究動機與目的1-4
第二章 研究模式與研究假設
第一節 以往之研究模式3-19
第二節 本研究所採用之模式19-20
第三節 研究假設20-21
第三章 文獻探討
第一節 壓力與工作壓力之定義21-28
第二節 壓力症狀28-31
第三節 壓力源31-41
第四節 人格特質與壓力症狀之研究41-43
第四章 研究方法
第一節 研究對象44-45
第二節 測量工具45-51
第三節 分析方法51-52
第五章 研究結果
第一節 各研究變項間的簡單相關53-59
第二節 人口統計變項與壓力症狀的關係59-68
第三節 人格特質、壓力敏感度與壓力症狀的關係68-73
第四節 角色特性、組織氣候與壓力症狀的關係73-82
第五節 迴歸分析的結果82-87
第六章 討論
第一節 個人背景因素88-89
第二節 人格特性89-90
第三節 工作背景因素90-92
第四節 壓力敏感度之討論92-92
第七章 結論與建議
第一節 結論93-94
第二節 建議95-95
參考書目96-105
圖表目錄
圖 2 - 1 社會環境模式7
圖 2 - 2 壓力循環分析圖9
圖 2 - 3 House之工作壓力模式11
圖 2 - 4 Beehr & Newman之連續性模式12
圖 2 - 5 Kets de Vries之症狀反應模式14
圖 2 - 6 壓力與工作之整合性模式16
圖 2 - 7 有關工作壓力之研究構架18
圖 2 - 8 本研究採用之模式20
圖 3 - 1 壓力的刺激型定義25
圖 3 - 2 壓力的反應型定義27
圖 3 - 3 互動型壓力定義27
圖 3 - 4 Litwin & Stringer與DeCotiis & Coys之構面比較圖39
表 5 - 1 各心理症狀間之簡單相關53
表 5 - 2 受試者在各工作滿足構面之簡單相關55
表 5 - 3 壓力症狀間之簡單相關56
表 5 - 4 工作壓力各症狀與人格、工作因素間之簡單相關56
表 5 - 5 人口統計變項與各壓力反應症狀之單因子變異數分析表61-62
表 5 - 6 不同年齡者心理症狀之多重比較表63
表 5 - 7 不同年齡者工作滿足之多重比較表63
表 5 - 8 不同年齡者離職意願之多重比較表64
表 5 - 9 不同年資者心理症狀之多重比較表65
表 5 - 10 不同年資者離職意願之多重比較表65
表 5 - 11 不同部門者心理症狀之多重比較表66
表 5 - 12 不同部門者離職意願之多重比較表66
表 5 - 13 不同部門者工作滿足之多重比較表66
表 5 - 14 TYPE A / B 在各研究變項之平均數、標準差、及t值檢定之結果68-69
表 5 - 15 壓力敏感度高分、低分組在各變項之平均數、標準差、及t值檢定之結果70-72
表 5 - 16 角色過度負荷高分、低分組在各壓力症狀之平均數、標準差、及t值檢定結果74
表 5 - 17 角色不明確高分、低分組在各壓力症狀之平均數、標準差、及t值檢定之結果75
表 5 - 18 角色衝突高分、低分組在各壓力反應症狀之平均數、標準差、及t值檢定結果76
表 5 - 19 「結構」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定結果76
表 5 - 20 「責任」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果77
表 5 - 21 「獎酬」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果78
表 5 - 22 「風險」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果79
表 5 - 23 「人情」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果80
表 5 - 24 「支持」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果81
表 5 - 25 「認同」高分、低分組在各壓力反應症上之平均數、標準差、及t值檢定之結果81
表 5 - 26 預測心理症狀之多元迴歸分析83
表 5 - 27 預測工作滿足之多元迴歸分析84
表 5 - 28 預測離職意願之多元迴歸分析87
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dc.relation (關聯) 國立政治大學
dc.relation (關聯) 企業管理研究所
dc.relation (關聯) 碩士
dc.relation (關聯) 72
dc.title (題名) 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zh_TW
dc.type (資料類型) thesis
dc.relation.reference (參考文獻) 中文參考書目：
1.陳甦彰，組織成員工作壓迫感之實證研，國立交通大學管理科學研究所碩士論文，民七十年
2.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，民七十一年
3.羅耀宗，如何化解工作壓力，管理雜誌107期，民七十二年，pp. 58-61.
4.徐瑞，如何避免工作負荷超載，天下雜誌，1983年，4月號，頁114-115.
5.許士軍，有關黎史二氏「組織氣候」尺度在我國企業機構之適用性之探討。台北：政大學報第26期，民國六十年五月，pp. 103-138.
6.許士軍，管理學，台北：東華書局，民七十一年，二版。
7.楊啓良，「個人特質，組織氣候與組織承諾之研究」，國立政治大學企管研究所碩士論文，民國七十一年。
8.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，國立政治大學「教育與心理研究」，民七十一年，五期，頁47-76。
9.陸鵬程，大台北地區加油站員工工作滿足及組織承諾之探討。國立政治大學企業管理研究所碩士論文，民七十年。
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