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題名 組織中的主管情緒協助：一個調節式中介模式的發展與檢驗
Emotion Helping by Managers: Development and Testing a Moderated Mediation Model作者 彭楚茵
Peng, Chu Yin貢獻者 郭建志
彭楚茵
Peng, Chu Yin關鍵詞 情緒協助
資源保存理論
個人資源
主觀幸福感
工作疲勞
社會衝擊理論
權力距離傾向
Emotion helping
Conservation of resources theory
Personal resources
Subjective well being
Work fatigue
Social impact theory
Power distance orientation日期 2017 上傳時間 12-Jun-2018 17:52:52 (UTC+8) 摘要 在現今多工、多角色而多刺激的工作環境中，人與人因為頻繁的接觸，使得部屬的情緒問題及其影響愈來愈受到組織所重視，其中，主管情緒協助扮演的角色舉足輕重，如何透過主管的行為影響部屬，進而影響整個組織，對管理意涵而言尤其重要。立基於過去情緒協助研究的認知概念，並以資源保存理論的觀點為基礎，本研究探討主管情緒協助的行為層面的內涵與分類，是如何保存與增加部屬的個人資源，而透過資源的變動，對部屬的主觀幸福感與工作疲勞狀況所產生的影響，另外，根據廣義的社會衝擊理論，試圖理解部屬權力距離傾向可能扮演的調節角色。本研究將採問卷調查法施測，第一階段共回收226份問卷，第二階段發放給226位第一階段的填答者，共回收線上問卷152份，因此，共回收有效線上問卷152份，有效回收率約為67%，研究結果顯示，在高部屬權力距離傾向調節的情況下，主管情緒協助會降低個人資源，使其主觀幸福感降低、工作疲勞上升，而在低部屬權力距離傾向調節的情況下，主管情緒協助會提升個人資源，使其主觀幸福感上升、工作疲勞降低。最後，本研究針對研究結果進行討論，並對理論貢獻、實務意涵、研究限制，以及未來研究方向加以闡述。
The working environments nowadays are multi-work, multi-role and multi-stimulation. The emotion issue of employees is held in high regard today for organizations since people get in touch with each other more frequently. Among them, supervisors’ emotion helping plays an important role in this situation. Moreover, how supervisors’ behaviors affect subordinates, followed by the impact on organization is crucial when it comes to leadership. Based on pervious cognitive knowledge of emotion helping related studies and conservation of resources theory, the main focus of this research is to examine whether supervisors’ emotion helping behaviors are associated with personal resources and the distinctive mediating mechanisms that may explain subordinates’ subjective well being and work fatigue, as well as the classification of emotion helping behaviors. Furthermore, understanding the moderating role of power distance orientation according to broad social impact theory. This study is conducted by questionnaire survey and received 152 replies from subordinates. The results indicated that personal resources mediated the relationship between emotion helping – subjective well-being and emotion helping – work fatigue while subordinate power distance orientation play a moderated role between emotion helping and personal resources. This study contributing to the implications for organizational researches and managerial practices. Furthermore, limitation and future direction were being discussed at the end of this paper.參考文獻 一、中文文獻陸洛（1998）。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊：人文及社會科學，8(1)，115-137。彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題本質，影響，測試和補救。管理學報，23(1)，77-98。二、英文文獻Aiken, L. S., West, S. G., & Reno, R. R. (1991). Multiple regression: Testing and interpreting interactions. Sage.Ames, D., Maissen, L. B., & Brockner, J. (2012). The role of listening in interpersonal influence. Journal of Research in Personality, 46(3), 345-349.Ashford, S. J., Rothbard, N. 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國立政治大學
心理學系
104752001資料來源 http://thesis.lib.nccu.edu.tw/record/#G0104752001 資料類型 thesis dc.contributor.advisor 郭建志 zh_TW dc.contributor.author (Authors) 彭楚茵 zh_TW dc.contributor.author (Authors) Peng, Chu Yin en_US dc.creator (作者) 彭楚茵 zh_TW dc.creator (作者) Peng, Chu Yin en_US dc.date (日期) 2017 en_US dc.date.accessioned 12-Jun-2018 17:52:52 (UTC+8) - dc.date.available 12-Jun-2018 17:52:52 (UTC+8) - dc.date.issued (上傳時間) 12-Jun-2018 17:52:52 (UTC+8) - dc.identifier (Other Identifiers) G0104752001 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/117655 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 心理學系 zh_TW dc.description (描述) 104752001 zh_TW dc.description.abstract (摘要) 在現今多工、多角色而多刺激的工作環境中，人與人因為頻繁的接觸，使得部屬的情緒問題及其影響愈來愈受到組織所重視，其中，主管情緒協助扮演的角色舉足輕重，如何透過主管的行為影響部屬，進而影響整個組織，對管理意涵而言尤其重要。立基於過去情緒協助研究的認知概念，並以資源保存理論的觀點為基礎，本研究探討主管情緒協助的行為層面的內涵與分類，是如何保存與增加部屬的個人資源，而透過資源的變動，對部屬的主觀幸福感與工作疲勞狀況所產生的影響，另外，根據廣義的社會衝擊理論，試圖理解部屬權力距離傾向可能扮演的調節角色。本研究將採問卷調查法施測，第一階段共回收226份問卷，第二階段發放給226位第一階段的填答者，共回收線上問卷152份，因此，共回收有效線上問卷152份，有效回收率約為67%，研究結果顯示，在高部屬權力距離傾向調節的情況下，主管情緒協助會降低個人資源，使其主觀幸福感降低、工作疲勞上升，而在低部屬權力距離傾向調節的情況下，主管情緒協助會提升個人資源，使其主觀幸福感上升、工作疲勞降低。最後，本研究針對研究結果進行討論，並對理論貢獻、實務意涵、研究限制，以及未來研究方向加以闡述。 zh_TW dc.description.abstract (摘要) The working environments nowadays are multi-work, multi-role and multi-stimulation. The emotion issue of employees is held in high regard today for organizations since people get in touch with each other more frequently. Among them, supervisors’ emotion helping plays an important role in this situation. Moreover, how supervisors’ behaviors affect subordinates, followed by the impact on organization is crucial when it comes to leadership. Based on pervious cognitive knowledge of emotion helping related studies and conservation of resources theory, the main focus of this research is to examine whether supervisors’ emotion helping behaviors are associated with personal resources and the distinctive mediating mechanisms that may explain subordinates’ subjective well being and work fatigue, as well as the classification of emotion helping behaviors. Furthermore, understanding the moderating role of power distance orientation according to broad social impact theory. This study is conducted by questionnaire survey and received 152 replies from subordinates. The results indicated that personal resources mediated the relationship between emotion helping – subjective well-being and emotion helping – work fatigue while subordinate power distance orientation play a moderated role between emotion helping and personal resources. This study contributing to the implications for organizational researches and managerial practices. Furthermore, limitation and future direction were being discussed at the end of this paper. en_US dc.description.tableofcontents 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的 5第二章 文獻探討 6 第一節 主管情緒協助行為 6 第二節 主管情緒協助行為、個人資源、主觀幸福感與工作疲勞 10 第三節 權力距離傾向之調節角色 16第三章 研究方法 18 第一節 研究架構與研究假設 18 第二節 研究樣本 20 第三節 研究工具 22 第四節 研究步驟 37第四章 研究結果 40 第一節 相關分析結果 40 第二節 中介效果與調節效果 44 第三節 調節式中介模式效果 48第五章 討論與建議 53 第一節 結果討論 54 第二節 研究貢獻 58 第三節 研究限制 60 第四節 未來研究方向 62參考文獻 63附錄1 前測問卷 74附錄2 後測問卷 79 zh_TW dc.format.extent 2744373 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0104752001 en_US dc.subject (關鍵詞) 情緒協助 zh_TW dc.subject (關鍵詞) 資源保存理論 zh_TW dc.subject (關鍵詞) 個人資源 zh_TW dc.subject (關鍵詞) 主觀幸福感 zh_TW dc.subject (關鍵詞) 工作疲勞 zh_TW dc.subject (關鍵詞) 社會衝擊理論 zh_TW dc.subject (關鍵詞) 權力距離傾向 zh_TW dc.subject (關鍵詞) Emotion helping en_US dc.subject (關鍵詞) Conservation of resources theory en_US dc.subject (關鍵詞) Personal resources en_US dc.subject (關鍵詞) Subjective well being en_US dc.subject (關鍵詞) Work fatigue en_US dc.subject (關鍵詞) Social impact theory en_US dc.subject (關鍵詞) Power distance orientation en_US dc.title (題名) 組織中的主管情緒協助：一個調節式中介模式的發展與檢驗 zh_TW dc.title (題名) Emotion Helping by Managers: Development and Testing a Moderated Mediation Model en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文文獻陸洛（1998）。中國人幸福感之內涵、測量及相關因素探討。國家科學委員會研究彙刊：人文及社會科學，8(1)，115-137。彭台光、高月慈、林鉦棽（2006）。管理研究中的共同方法變異：問題本質，影響，測試和補救。管理學報，23(1)，77-98。二、英文文獻Aiken, L. 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